The labor market discrimination sociology essay
This emphasis allows us to situate our research within ongoing debates about discrimination and to provide a rigorous design for detecting racial discrimination. To study contemporary discrimination, we conducted a field experiment in the low-wage labor market of New York City, recruiting white, black, and Latino job applicants who were matched on demographic characteristics and interpersonal skills.
Job titles included restaurant jobs, retail sales, warehouse workers, couriers, telemarketers, customer service positions, clerical workers, stockers, movers, delivery drivers, and a wide range of other low-wage positions.
Discrimination in a low-wage labor market a field experiment summary
To calibrate the magnitude of racial stigma, the second team compares black and Latino testers with a white tester with a criminal record. It is not targeted only at Aboriginal persons, contrary to a common belief; it is also targeted towards other groups also, consisting of Chinese, African, South Asian, Japanese, Muslim and Jewish Canadians. For data on matched pairs, several statistical tests have been proposed that use within-pair comparisons to account for the correlation of observations from the same pair e. Major League Baseball is one of the professional sports leagues that has a long history about racial discrimination. That blackness confers the same disadvantage as a felony conviction helps calibrate the deeply skeptical view of young black men in the eyes of Milwaukee employers. We address this issue with a field experiment that allows direct observation of employer decision making. Thesis The liberalization of racial equality within the workplace came into fruition with the passage of the Civil Rights Act. Research on employment disparities, for example, considers the role of discrimination at the point of initial hire; research on pay disparities considers discrimination at the point of wage-setting decisions. A series of studies relying on surveys and in-depth interviews finds that firms are reluctant to hire young minority men—especially blacks—because they are seen as unreliable, dishonest, or lacking in social or cognitive skills Holzer ; Kirschenman and Neckerman ; Moss and Tilly ; Waldinger and Lichter ; Wilson : chap. Without observing actual hiring decisions, it is difficult to assess exactly how and under what conditions race shapes employer behavior. Racial inequality in total joblessness—including those who exited the labor market—increased among young men during this period Holzer and Offner Rather than viewing discrimination as a single decision, or as the result of a small group of highly prejudiced employers, a growing body of research points to the variable contexts that shape how information about applicants may be filtered and interpreted along racial lines. While in the field, the testers dressed similarly and communicated with teammates by cell phone to anticipate unusual interview situations. They find that two thirds of the black-white gap in wages in to can be explained by race differences in cognitive test scores measured 11 years earlier, and test scores fully explain wage differences between whites and Latinos.
To help ensure comparability, the Latino testers spoke in unaccented English, were U. Fielding a pair of black and a pair of white job applicants in which one member of each pair was randomly assigned a criminal recordPager found that a black applicant with no criminal background experiences job prospects similar to those of a white felon.
Most were college-educated, between 5 feet 10 inches and 6 feet in height, and recruited in and around New York City. Research focusing on wages rather than employment offers even less evidence of contemporary discrimination. Here, group-based generalizations provide guidance about the expected profile of individuals from a given group and facilitate decision making when information or time are scarce Aigner and Cain ; Fiske
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