Ethnic minorities in the labour market in Britain

Clark, Kenneth McKenzie; Shankley, William

doi:10.2307/j.ctv14t47tm.12

Cited by 22 publications

(28 citation statements)

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“…Costa‐Font, Giuliano, and Ozcan (2018) demonstrate that immigrants from different countries in the UK have different savings rates, suggesting that different cultures may create different opportunities outside the formal labor market by saving differently. The assumption that outside options may vary by culture is consistent with the empirical literature on self‐employment in that self‐employed minorities earn less than their majority counterparts (Blanchflower, 2009) and that the self‐employed all else equal earn less than salaried workers (Clark & Drinkwater, 2007).…”

Section: Introductionsupporting

confidence: 65%

Labor market characteristics and cultural choice

Ellis

Thompson

2020

J Public Economic Theory

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We develop a model of cultural selection based on the labor market characteristics of different cultural types. Following Borjas (1994, 1995) we assume that cultural heterogeneity increases labor productivity due to skill complementarities, however following Jackson and Xing (2014) we also assume that cultural heterogeneity hampers communication. We model this as a game in which individuals from two cultural types first engage in random matching, then once matched play a coordination game. Other‐type matches are thus potentially more productive, but also less likely to coordinate. We show that these two labor market characteristics serve as important primitives in determining if a cultural minority persists. Essentially, when the productivity advantages from a cross‐cultural match sufficiently outweigh the disadvantages of coordination problems then the cultural minority will persist. If not it will be assimilated. Further, we obtain results concerning the efficient size of the cultural minority, the effects of tax and welfare programs on the size and welfare of the cultural minority, and the relationship between the intensity of social interaction and size and welfare of the cultural minority.

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Section: Introductionsupporting

confidence: 65%

Labor market characteristics and cultural choice

Ellis

Thompson

2020

J Public Economic Theory

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“…These patterns reflect barriers to participation in citizen science identified previously, which are likely to have a particular impact on marginalised groups. Lack of time, for example, has been repeatedly identified as a barrier (Everett and Geoghegan 2016;Merenlender et al 2016;Domroese and Johnson 2017), which may explain underrepresentation of groups likely to have more caring responsibilities (i.e., women, particularly those from minority ethnic groups [Clark and Drinkwater 2007]), and those from lower socio-economic groups who may have multiple jobs and poorer transport options (Evans et al 2005;Pandya 2012). This latter group may also be exluded by prohibitive participation costs, including those for transport and for equipment (Merenlender et al 2016).…”

Section: Patterns In Participationmentioning

confidence: 99%

The Diversity of Participants in Environmental Citizen Science

Pateman

Dyke

West

2021

CSTP

116

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Reported benefits of environmental citizen science include the collection of large volumes of data, knowledge and skills gained by participants, local action, and policy influence. However, it is unclear how diverse citizen science participants are, raising concerns about representativeness of data and whether individual, societal, and environmental benefits are evenly distributed. We surveyed 8,220 people representing a cross section of the population in Great Britain to ask whether they had participated in environmental citizen science, allowing us to examine who is and who is not participating. Using logistic regression, we examined relationships between demographic variables, and crucially the interactions between these variables, and the likelihood of participation and whether participation was repeated. Men were more likely to participate than women. People identifying as from white ethnic groups were more likely to participate than those identifying as from minority ethnic groups; participation by women from minority ethnic groups was particularly low. Participation by those from white ethnic groups declined with socioeconomic status, but this was not the case for those from minority ethnic groups. Participation was highest amongst those in education (studying at school, college, or university) and lowest amongst the unemployed. We recommend citizen science practitioners carefully consider the aims of projects and thus the diversity of participants they wish to attract. We discuss potential mechanisms for widening participation, for example, engaging participants through third parties already embedded in communities and providing a variety of tasks for people with different amounts of time and types of skills to offer. Finally, we encourage practitioners to document and publish participant demographics to monitor diversity in citizen science.

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“…The establishment of the Ethnic Minority Employment Task Force in 2003 marked an explicit goal of eliminating race discrimination in the labour market (Cabinet Office 2003). While there has been little formal evaluation of the raft of policy measures flowing from the Task Force's work, questions have been raised about its effectiveness and value for money (Clark and Shankley 2020). Considerable labour market disadvantage for some groups remained at the onset of the financial crisis in 2008 (Hogarth et al 2009) and in its wake widened for men across all ethnic groups (Fisher and Nandi 2015).…”

Section: Introductionmentioning

confidence: 99%

The Changing Distribution of the Male Ethnic Wage Gap in Great Britain

Clark

Nolan

2021

SSRN Journal

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Any opinions expressed in this paper are those of the author(s) and not those of IZA. Research published in this series may include views on policy, but IZA takes no institutional policy positions. The IZA research network is committed to the IZA Guiding Principles of Research Integrity. The IZA Institute of Labor Economics is an independent economic research institute that conducts research in labor economics and offers evidence-based policy advice on labor market issues. Supported by the Deutsche Post Foundation, IZA runs the world's largest network of economists, whose research aims to provide answers to the global labor market challenges of our time. Our key objective is to build bridges between academic research, policymakers and society. IZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available directly from the author.

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Ethnic minorities in the labour market in Britain

Cited by 22 publications

References 0 publications

Labor market characteristics and cultural choice

Labor market characteristics and cultural choice

The Diversity of Participants in Environmental Citizen Science

The Changing Distribution of the Male Ethnic Wage Gap in Great Britain

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