Evidence on Discrimination in Consumer Markets

Yinger, John

doi:10.1257/jep.12.2.23

Cited by 215 publications

(153 citation statements)

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“…The marginal effects obtained decrease as the size of the household increases. The results obtained are coherent with previous studies (Yinger, 1998;Andersen et al, 2013).…”

Section: Interpretation Of Resultssupporting

confidence: 92%

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Inequality in the Access to Social Housing in Cameroon: A Decomposition of the Poverty Effect

Raoul

2018

JESP

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This article studies the gap of access to social housing between the poor and the non poor in Cameroon. The data used is from the third Cameroonian survey of households (ECAM, 2007). We use the non linear decomposition model of inequalities. The results show a strong discrimination with regards to poor households. The differences in the access to social housing between the poor and the non poor are highly influenced by the distribution of variables such as: the residential area (61.22%), the income (34.18%), age (23,50%), the socioprofessional category (22.39%) and the sector of activity (21.11%). These results put into question public policies on social housing.

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“…The marginal effects obtained decrease as the size of the household increases. The results obtained are coherent with previous studies (Yinger, 1998;Andersen et al, 2013).…”

Section: Interpretation Of Resultssupporting

confidence: 92%

“…The studies relative to inequality in the access to social housing are structured around two angles. The first angle highlights the negative impact of institutional factors (Yinger, 1998;Andersen et al, 2013. These studies show a negative contribution of the malfunctioning of the market and inadequate public policies (Tabard, 2002).…”

Section: Introductionmentioning

confidence: 99%

Inequality in the Access to Social Housing in Cameroon: A Decomposition of the Poverty Effect

Raoul

2018

JESP

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“…The majority of the literature that tests for discrimination in employment (i.e., hiring, retention, and promotion) considers the earnings and occupational disparities of individuals of different races (for thorough reviews of the literature, see Darity and Mason, 1998;Yinger, 1998;and Ross, 2003). This research often involves regressing earnings level or occupational status on individual characteristics such as education, race, and age.…”

Section: Related Literaturementioning

confidence: 99%

Discrimination in Hiring Versus Retention and Promotion: An Empirical Analysis of Within-Firm Treatment of Players in the NFL

Conlin

2005

Journal of Law, Economics, and Organization

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If the costs and benefits of discriminating at the hiring stage differ from those at the retention and promotion stages, as recent evidence suggests, the effect of an individual's race on a firm's hiring decision should differ from its effect on the firm's retention and promotion decisions. This paper presents the first direct empirical test of this proposition. Using data of players drafted into the National Football League (NFL), we show that after controlling for draft selection, position, team, draft year, collegiate division, and team wins the prior season, white players have a 0.13 lower probability of having an active contract and start 1.56 games less than nonwhite players. When compared with the average probability of a drafted player having an active contract, 0.48, and the average number of starts, 2.6 games, these results provide strong evidence that nonwhite players face hiring discrimination in the NFL but are treated more equitably in retention and promotion decisions.

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“…Many other authors have been inspired to follow Arrow's thoughts. For example, Yinger defines discrimination as «unfavourable treatment of a person which is based only on the person's belonging to a particular group of people» (Yinger, 1998). Altonji and Blank come to define the concept of occupational discrimination which, in their view, arises when the reason of race or gender of a worker comes in, while there are two identical work results and race or gender alone have no impact on labour productivity (Altonji and Blank, 1999).…”

Section: Brief Literature Reviewmentioning

confidence: 99%

An issue of age in the labour market in Slovakia

Pawera¹,

Jančikova²

2018

EA-XXI

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Abstract. Introduction. Equal opportunities in the labour market with regard to age issues are currently among the important research topics in countries with a developed economy. In the context of sustainable economic development, the dynamics of economic growth and social cohesion, it is at the forefront of the application of democratic principles in the economy. The labour market is the most affected by the issue of equal opportunities in terms of age. Current and future demographic developments in Europe imply the need to create new jobs and access to employment in the European Union's labour markets. In this article, we introduce information which is necessary for analysis of the future developments in society. Knowledge on development and changes in a composition of the national workforce are important factors of growth and raising prosperity. With regard to the aforementioned, the purpose of this paper is to examine whether representatives of the addressed companies in Slovakia believe that the young people (we particularly mean persons in a group less than 25 years old) are disadvantaged in the Slovakian labour market and what could be the reasons of that. By the research on how difficult it is for individual age and gender categories to obtain a job opportunity in the labour market, we also aim to verify the hypothesis of unfavourable labour market position of older people, especially women. Results. Based on the information from own survey carried out among the economically active population of Slovakia in 2005-2016, we deliver insights on the issue of age which is one of the most important labour market factors. Final synthesizing of data was performed on the sample of 1 659 interviews. In particular, the research has found out that approximately two thirds of the employers believed that the young people are not disadvantaged in the labour market; the relationships among the workers of different age in the organizations are considered good in the vast majority of cases (62%); 71% of employers reject suspicion that they remunerate the employees according to the age; and only a minority has confirmed statement that they take into account the age of employees, however, 86% of employers have confirmed they do not seek workers older than 50, especially women. Conclusion. It has been confirmed by the research undertaken that the age issue is the most common reason for discrimination. At the same time, it is difficult to detect such discrimination, as far as the employers usually do not recognize such fact. The most vulnerable workforce age groups are found to be young women as well as those over 45. Keywords: Labour Market; Age; Discrimination; Equality of Access; Slovakia JEL Classification: J71; M14; M54 DOI: https://doi.org/10.21003/ea.V168-19 Павера Р. кандидат економічних наук, доцент, факультет менеджменту, кафедра економіки та фінансів, Університет Коменіуса в Братиславі, Братислава, Словацька Республіка Янчикова Е. кандидат економічних наук, доцент, факультет міжнародних відносин, кафедра міжнародни...

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Evidence on Discrimination in Consumer Markets

Cited by 215 publications

References 14 publications

Inequality in the Access to Social Housing in Cameroon: A Decomposition of the Poverty Effect

Inequality in the Access to Social Housing in Cameroon: A Decomposition of the Poverty Effect

Discrimination in Hiring Versus Retention and Promotion: An Empirical Analysis of Within-Firm Treatment of Players in the NFL

An issue of age in the labour market in Slovakia

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