Wage discrimination, occupational segregation and visible minorities in Canada

Howland, Juliet; Sakellariou, Christos

doi:10.1080/00036849300000146

Cited by 27 publications

(31 citation statements)

References 10 publications

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“…The observed log-earnings differentials for all four comparison groups appear to be dominated by intrarather than inter-occupational earnings effects. This result is consistent with the findings reported in Baker and Benjamin (1997) and Howland and Sakellariou (1993). As rows 4(a-d) show, the unexplained component of the observed differential tends to rise for all comparison groups, but the effect of occupational segregation on the earnings of visible minorities, with the exception of immigrant men, is fairly modest.…”

Section: Decomposition Resultssupporting

confidence: 82%

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The Relative Earnings of Visible Minorities in Canada

Swidinsky

2003

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Summary This article presents new evidence on the relative earnings of visible minority immigrant and native-born paid workers in Canada using data from the 1996 Census. Our findings show that labour market disadvantages associated with visible minority status are largely confined to immigrant men. The earnings deficits imputed to minority native-born men and immigrant women are fairly modest, and it appears that native-born women are paid a premium. Among immigrant men, labour market disadvantages are apparent primarily among those who were older when they arrived in Canada. There is some evidence that foreign work experience is relatively undervalued, but there is little evidence that immigrants receive lower compensation for foreign-based schooling. Finally, our analysis of individual ethnic minority groups reveals that Black men are most profoundly affected by labour market discrimination: The earnings deficit they must contend with is both significant and inter-generationally persistent.

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Section: Decomposition Resultssupporting

confidence: 82%

“…These findings are generally consistent with the findings reported in Baker and Benjamin (1997), Kidd and Shannon (1994) and Howland and Sakellariou (1993).…”

Section: Data and Model Specificationsupporting

confidence: 83%

The Relative Earnings of Visible Minorities in Canada

Swidinsky

2003

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“…In light of what is known about employment discrimination, it is not surprising that these studies generally show VM employees have lower wages and earnings than non-minorities, even after controlling the standard human capital variables (Howland and Sakellariou 1993;Baker and Benjamin 1997;Pendakur and Pendakur 1995;Gorrie 2002).…”

Section: Prior Researchmentioning

confidence: 99%

Visible Minorities under the Canadian Employment Equity Act, 1987-1999

Jain

Lawler

2005

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This study focuses on the effectiveness of the federal Employment Equity Act (EEA). We assess the EEA with regard to visible minority (VM) employees using quantitative data from employer reports published under the provisions of the EEA and the Canadian Census. Data in this study cover the period 1987 to 1999. We find that large companies, and larger employment groups within companies, have higher levels of employment equity attainment. There are also considerable variations in employment equity attainment across industrial sectors, across provinces and across occupations. Overall, there has been general improvement in employment equity (EE) attainment over time. However, visible minorities continue to be disadvantaged in management, sales and service and technical positions. Several policy implications are drawn from these findings.Cette étude s’intéresse à l’efficacité de la législation sur l’équité en emploi. Nous évaluons cette loi visant les travailleurs de la minorité visible en faisant appel à des données quantitatives qu’on retrouve dans les rapports des employeurs publiés en application des dispositions de la législation et à celles tirées du recensement canadien. Ces données couvrent la période 1987-1999.Notre étude porte sur la relation entre le degré d’atteinte de l’équité en emploi eu égard aux minorités visibles sous la législation et une gamme de facteurs contextuels. On y présente des conclusions importantes et nombreuses.En premier lieu, tel que prévu, les plus grandes entreprises et les groupes occupationnels les plus importants présentent des niveaux plus élevés d’atteinte de l’équité en emploi. On peut attribuer ce fait à la taille en relation avec la visibilité des organisations et à la disponibilité de ressources plus abondantes pour rencontrer des objectifs d’équité.En deuxième lieu, il y a beaucoup de variation entre les secteurs industriels en termes d’atteinte de l’équité; le secteur bancaire présentant des niveaux les plus élevés, ce que nous avions anticipé. Encore là, on peut attribuer cela à la visibilité des banques et au fait que le secteur bancaire ne présente pas les mêmes pressions concurrentielles qu’on observe dans les secteurs des communications et des transports. Alors les banques ont plutôt des ressources en surplus qu’elles peuvent allouer au support des efforts exigés par la loi et peut-être qu’elles sont, à cause de leur taille, plus sensibles à la surveillance des organismes de régulation.En troisième lieu, on observe également une variation importante d’une province à une autre en termes de degré d’atteinte de l’équité, avec des niveaux, à notre grande surprise, remarquablement faibles dans les provinces où on retrouve les plus fortes concentrations de minorités visibles (par exemple, l’Ontario et la Colombie-Britannique). Il s’agit là d’un résultat que nous n’avions pas anticipé. Peut-être cela est-il dû au grand nombre d’immigrants résidant dans ces provinces au cours des dernières années, de sorte qu’on a pu constater la présence d’un nombre disproportionné de perso...

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“…Toutefois il manque à la littérature empirique l'étude de l'effet combiné de la discrimination salariale et de la ségrégation professionnelle sur les écarts de revenus des travailleurs de race noire sur le marché du travail canadien. Howland et Sakellariou (1993) tout comme Hou et Coulombe (2010) ont montré l'importance des différences dans les niveaux d'atteinte professionnelle sur le marché du travail. En conséquence la présente recherche retient le besoin d'incorporer le niveau d'atteinte professionnelle dans les modèles d'études des écarts de revenus.…”

Section: Résumé De L'articleunclassified

“…While there have been a number of recent studies examining visible minority earnings in Canada (e.g., Hou and Coulombe, 2010;Pendakur, 2007, 2011;Yap and Konrad, 2009), this literature lacks a recent investigation of the combined impact of wage discrimination and occupational segregation on the earnings gap faced by Black workers. To our knowledge, Howland and Sakellariou (1993) was the last paper to decompose the earnings gap faced by Canadian Blacks into the portion attributable to differences in productive endowments, and those which may reflect wage discrimination and occupational segregation. 5 We remedy this gap in the literature by utilizing the decomposition method developed by Brown, Moon and Zoloth (1980).…”

Section: Résumé De L'articlementioning

confidence: 99%

The Earnings Gap between Black and White Workers in Canada: Evidence from the 2006 Census

Fearon

Wald

2011

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This paper investigates the earnings gap between Black and White workers in the Canadian economy using 2006 Canadian Census data. Several studies have examined visible minority earnings in Canada (e.g., Hou and Coulombe, 2010; Pendakur and Pendakur, 2011; Yap and Konrad, 2009). Recent research consistently finds that Black workers face one of the largest earnings gaps amongst ethnic groups in Canada (Pendakur and Pendakur, 2002, 2007; Hou and Coulombe, 2010). Nonetheless, the literature lacks an investigation of the combined impact of wage discrimination and occupational segregation on the earnings gap faced by Black workers in the Canadian labour market. Howland and Sakellariou (1993) as well as Hou and Coulombe (2010) highlighted the importance of occupational attainment differences in labour market outcomes. Consequently, this research suggests the need for occupational attainment to be incorporated into models investigating earnings gaps. We address the gap in the literature by utilizing the decomposition method developed by Brown, Moon and Zoloth (1980). This BMZ method extends the traditional earnings decomposition methods advanced by Blinder (1973) and Oaxaca (1973) by also identifying the role played by occupational differences. Specifically, the BMZ method estimates the portion of the earnings gap attributable to differences in productive endowments and to unexplained factors (i.e., the traditional decomposition approach) as well as extending the traditional approach by providing a calculation of the portion of the earnings gap explained by occupational attainment differences. The study finds that approximately one-fifth of the Black-White earnings gap (equaling $2,600) can be attributed to productivity-related endowment differences. Furthermore, the remaining four-fifths of the earnings gap (equaling $9,800) is attributable at the upper-bound level to occupational segregation and wage discrimination. In aggregate, the estimates of occupational segregation and wage discrimination translate into annual earnings losses of approximately $1.5 billion for full-time full-year Black workers in the Canadian workforce.

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Wage discrimination, occupational segregation and visible minorities in Canada

Cited by 27 publications

References 10 publications

The Relative Earnings of Visible Minorities in Canada

The Relative Earnings of Visible Minorities in Canada

Visible Minorities under the Canadian Employment Equity Act, 1987-1999

The Earnings Gap between Black and White Workers in Canada: Evidence from the 2006 Census

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