Not for the Profit, But for the Training? Gender Differences in Training in the For‐Profit and Non‐Profit Sectors

Abstract

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Immigrants and Workplace Training: Evidence from Canadian Linked Employer–Employee Data

“…More specifically, we find that the lower CLT opportunities faced by visible minority immigrants almost entirely operates in the for‐profit sector, with visible minority immigrants in the nonprofit sector face similar or better CLT opportunities relative to their white Canadian‐born peers. This is consistent with growing evidence of greater equity and diminished differences by gender, race, and sexual orientation in the nonprofit sector found by other studies (e.g., Dostie and Javdani 2020; Leete 2000, 2001; Lewis 2010; Preston 1989, 1990; Preston and Sacks 2010).…”

“…There is growing evidence of better opportunities for skill development, greater wage equity, diminished wage differences, and better promotion opportunities by gender, race, and sexual orientation in the nonprofit sector (e.g., Dostie and Javdani 2020; Leete 2000; Lewis 2010; Mirvis and Hacket 1983; Preston 1990). These findings are consistent with the hypothesis that given the nature of their activities, nonprofit organizations need employees who are more intrinsically motivated and organizationally oriented, and (wage) equity is suggested to be one of the key mechanisms that helps achieve these outcomes (see Leete [2000] for a review).…”

“…The significantly better training opportunities faced by visible‐minority immigrants in the nonprofit sector are consistent with results from previous studies that find more equitable labor‐market outcomes by gender, race, and sexual orientation in the nonprofit sector. For example, Dostie and Javdani (2020) found that while women face better training opportunities in the nonprofit sector compared to their male counterparts, they experience significantly worse training opportunities in the for‐profit sector. One potential explanation is differences between the nonprofit and for‐profit sectors in working conditions, stereotypes, or discriminatory behavior.…”

Immigrants and Workplace Training: Evidence from Canadian Linked Employer Employee Data

“…This is consistent with growing evidence of greater equity and diminished differences by gender, race, and sexual orientation in the non-profit sector found by other studies (e.g. Dostie and Javdani [2018]; Leete [2000Leete [ , 2001; Lewis [2010]; Preston [1989Preston [ , 1990; Preston and Sacks [2010]) Finally, we examine how other poor labour market outcomes of visible minority immigrants, including wages and promotion opportunities, are associated with these training gaps. Our results from Oaxaca-Blinder decomposition suggest that differences in training opportunities between male (female) visible minority immigrants and white Canadian-borns explain 5 (13) percent of the average wage gap between them.…”

“…There is growing evidence of better opportunities for skill development, greater wage equity, diminished wage differences, and better promotion opportunities by gender, race, and sexual orientation in the non-profit sector (e.g. Dostie and Javdani [2018]; Leete [2000]; Lewis [2010]; Mirvis and Hacket [1983]; Preston [1990]). These findings are consistent with the hypothesis that given the nature of their activities, non-profit organizations need employees that are more intrinsically motivated and organizationally oriented, and (wage) equity is suggested to be one of the key mechanisms that helps achieve these outcomes (see Leete [2000] for a review).…”