Contemporary Labor Economics iona.edu资料.pptVIP

* * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * Index of Occupational Segregation by Gender The index of segregation shows the percentage of women (men) who would have to change occupations for women to be distributed among occupations in the same proportions as men. The index of segregation by gender has fallen moderately over time. Index of Occupational Segregation by Race The index of segregation by race has fallen moderately over time. 6. Cause and Effect: Nondiscriminatory Factors Rational Choice Some economists argue that part of the gender wage gap is the result of rational choices made by women. Women tend to have interrupted work careers due to childbearing. Due to their shorter work careers, it is rational for women to invest less in education and training. Their stock of human capital will deteriorate while they are out of the labor force. Occupational segregation may be due to women choosing occupations, such as nursing and teaching, with skills that are useful in home production. Rational Choice The wage gap may be the result of compensating wage differentials. Women may prefer safer jobs, less effort-intensive jobs, and shorter commute times. Women work fewer hours than men. More likely work part-time Full-time women work fewer hours than full-time men. Discrimination as a Cause Some argue that women invest less in human capital because of discrimination. Women stay out of the labor force because of the low pay in the labor market. If discrimination declined, then more women may decide to remain single or childless. Sexual harassment may cause women to drop out of the labor force. Evidence Male-female pay gap Researchers decompose the pay gap into the portion explained by differences in productivity characteristics and the portion unexplained (discrimination). Blau-Kahn find that two-thirds of the pay gap can be explained by differences in experien