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1、CHAPTER9LaborMarketDiscriminationMcGraw-Hill/IrwinCopyright©2013byTheMcGraw-HillCompanies,Inc.Allrightsreserved.•Differencesinearningsandemploymentopportunitiesmayariseevenamongequallyskilledworkersemployedinthesamejobsimplybecauseoftheworkers’race,gender,nationalorigin
2、,sexualorientation,orotherseeminglyirrelevantcharacteristics.•Thesedifferencesareoftenattributedtolabormarketdiscrimination.Thecostsandbenefitsofaneconomicexchangedependonthecolorandgenderofthepersonsinvolvedintheexchange.•Racialandgenderdifferencesinlabormarketoutcome
3、smayariseevenifmarketparticipantsarenotprejudiced.Employers,workers,andcustomerswilluserace,gender,andanyotherrelevanttraitstofillininformationgapsaboutparticipantsinthemarketplace.•Finally,thechapterillustrateshoweconomiststypicallymeasurediscriminationinthelabormarke
4、t.2-29-1RaceandGenderintheLaborMarket•Menearnmorethanwomen,andwhitesearnmorethannonwhites.•Partofthewagedifferentialamongthegroupsalsoarisesbecauseofdifferencesineducationalattainment.2-3•RaceandgendermatternotonlyintheU.S.labormarketbutalsoinothercountries.•Thegenderwa
5、gegapishigherincountrieswheretheemploymentgapbetweenmenandwomenissmaller.2-49-2TheDiscriminationCoefficient•GaryBecker,1957,TheEconomicsofDiscrimination.•Becker’stheoryoflabormarketdiscriminationisbasedontheconceptoftastediscrimination(偏好性歧视).Thisconceptessentiallytrans
6、latesthenotionofracialprejudiceintothelanguageofeconomics.•Eventhoughitcostsonlywdollarstohireoneperson-hourBofblacklabor,theemployerwillactasifitcostsw(1+d)Bdollars,wheredisapositivenumberandiscalledthediscriminationcoefficient(歧视系数).Thediscriminationcoefficientdgives
7、thepercentage“markup”inthecostofhiringablackworkerattributabletotheemployer’sprejudice.2-59-2TheDiscriminationCoefficient•Someemployersprefertohireblacks.Thistypeofbehavior,whichwecallnepotism(裙带作风),impliesthatanemployer’sutility-adjustedcostofhiringafavoredworkerequals
8、w(1-n)dollars,wherethe“nepotismcoefficient”nisBapositivenumber.•Thediscriminationcoefficient“monetizes”prejudi
