65岁及以上精选.ppt

Labor Market Discrimination Differences in earnings and employment opportunities may arise even among equally skilled workers employed in the same job simply because of the workers’ race, gender, national origin, sexual orientation, and other seemingly irrelevant characteristics. These differences are often attributed to labor market discrimination.  1. The Discrimination Coefficient Money, commonly used as a measuring rod, will also serve as a measure of discrimination. →If an individual has a taste for discrimination, he must act as if he were willing to pay something, either directly or in the form of a reduced income, to be associated with some persons instead of others. →By using the concept of a discrimination coefficient (DC), it is possible to give a definition of a taste for discrimination. It is parallel for different factors of productions, employers, and consumers. A DC represent a nonpecuniary element in certain kinds of transactions, and it is positive or negative, depending on whether the nonpecuniary element is considered good or bad. →Discrimination is commonly associated with disutility caused by contact with some individuals. Discrimation : di , dj ,dk 0 Nepotism : di , dj ,dk 0 (親戚主義，裙帶關係) →This quantitative representation of a taste for discrimination provides the means for empirically estimating the quantitative importance of discrimination. 2. Employer Discrimination Employment in a Discriminatory Firm The employer acts as if the black wage is not WB, but is instead equal to WB× (1+d), where d is the discrimination coefficient. The decision rule for an employer that discriminates against blacks is: Hire only blacks if WB× (1+d)WW Hire only whites if WB× (1+d)WW (8-3) →As long as black and white workers are prefect substitutes, firms have a segregated work force. Discrimination and Profits The relationship between the firm’s profits and the discrimination coefficient is illustrated in Figure 2