Competition and the racial wage gap: Evidence from Brazil

We present new evidence on three measures of civil rights enforcement--litigation, judge dismissal, and plaintiff win rates--across US district courts from 1979 to 2016. Across courts, higher shares of Republican judges are associated with higher dismissal rates regardless of court composition in terms of gender and race. Further, we find that states with higher litigation rates also exhibit higher racial wage gaps, whereas states with higher judge dismissal (plaintiff win) rates experience higher (lower) racial wage gaps. Our results highlight the importance of legal institutions on the persistence of racial inequality.

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Wage differentials associated with race between 2002 and 2014 in Brazil: evidence from a quantile decomposition

Organizações & Sociedade ◽

10.1590/1984-9250872 ◽

2018 ◽

Vol 25 (87) ◽

pp. 568-588

Author(s):

Gustavo Saraiva Frio ◽

Luiz Felipe Campos Fontes

Keyword(s):

Wage Gap ◽

Informal Workers ◽

Education Experience ◽

Self Employment ◽

Racial Wage Gap ◽

Rif Regression ◽

Quantile Decomposition ◽

Main Determinants ◽

Wage Inequalities ◽

Do So

ABSTRACT Throughout the 2000s Brazil went through a great phase of economic development. The present study seeks to investigate whether this movement was accompanied by a reduction in inequality in the labor market, measured here by the wage gap between whites and non-whites. To do so, three cohorts of time (2002-2004, 2007-2009 and 2012-2014) were analyzed using the microdata of the National Household Sampling Survey (Pesquisa Nacional de Amostragem Domiciliar - Pnad). The applied method is the counterfactual Oaxaca-Blinder along with the Recentered Influence Function Regression (RIF-Regression) so that the main determinants of wage inequalities can be detailed throughout the salary distribution. Our results showed that wage gap (totals, due to observed factors and discrimination) are higher in the higher quantiles of the distribution, that is, in professions or activities with higher wages. The results also point that the wage gap between the groups decreased during the analyzed period, which was mainly due to observable characteristics, especially educational levels. However, discrimination decreased only between the first and second triennium and in low magnitude. Apart from that, the main determinants of racial wage gap are returns related to education, experience and professions considered unregulated (self-employment and informal workers).

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Contributions of Skills to the Racial Wage Gap

Journal of Human Capital ◽

10.1086/704322 ◽

2019 ◽

Vol 13 (3) ◽

pp. 479-518

Author(s):

Melinda Petre

Keyword(s):

Wage Gap ◽

Racial Wage Gap

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Labor-Market Dropouts and the Racial Wage Gap: 1940–1990

The American Economic Review ◽

10.1257/aer.90.2.333 ◽

2000 ◽

Vol 90 (2) ◽

pp. 333-338 ◽

Cited By ~ 48

Author(s):

Amitabh Chandra

Keyword(s):

Labor Market ◽

Wage Gap ◽

Racial Wage Gap

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Social Connections and Racial Wage Inequality

10.31235/osf.io/vm82w ◽

2020 ◽

Author(s):

Nicholas H Tenev

Keyword(s):

Wage Inequality ◽

Job Search ◽

Wage Gap ◽

Social Connections ◽

Search Model ◽

Black Workers ◽

The Us ◽

Racial Wage Gap ◽

The Difference ◽

Individual Human

How much of the wage gap between black workers and others in the US owes to differences in jobs found through social connections? Panel data from the NLSY79 are used to estimate a job search model in which individual human capital is distinguished from social capital by comparing the wages and frequency of jobs found directly with those of jobs found through friends. Jobs found through friends tend to pay more, but this premium is lower for black workers; the difference can account for 10% of the racial wage gap.

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Assortative Matching or Exclusionary Hiring? The Impact of Employment and Pay Policies on Racial Wage Differences in Brazil

The American Economic Review ◽

10.1257/aer.20181596 ◽

2021 ◽

Vol 111 (10) ◽

pp. 3418-3457

Author(s):

François Gerard ◽

Lorenzo Lagos ◽

Edson Severnini ◽

David Card

Keyword(s):

Wage Gap ◽

Assortative Matching ◽

Counterfactual Analysis ◽

High Wage ◽

Wage Setting ◽

Wage Differences ◽

Racial Wage Gap ◽

Pay Differences ◽

The Impact ◽

College Educated

We measure the effects of firm policies on racial pay differences in Brazil. Non-Whites are less likely to be hired by high-wage firms, explaining about 20 percent of the racial wage gap for both genders. Firm-specific pay premiums for non-Whites are also compressed relative to Whites, contributing another 5 percent for that gap. A counterfactual analysis reveals that about two-thirds of the underrepresentation of non-Whites at higher-wage firms is explained by race-neutral skill-based sorting. Non-skill-based sorting and differential wage setting are largest for college-educated workers, suggesting that the allocative costs of discriminatory hiring and pay policies may be relatively large in Brazil. (JEL J15, J24, J31, J41, J46, J71, O15)

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Racial Inequality in the Uruguayan Labor Market: An Analysis of Wage Differentials between Afro-descendants and Whites

Latin American Politics and Society ◽

10.1111/j.1548-2456.2011.00119.x ◽

2011 ◽

Vol 53 (2) ◽

pp. 113-150 ◽

Cited By ~ 4

Author(s):

Marisa Bucheli ◽

Rafael Porzecanski

Keyword(s):

Latin America ◽

Labor Market ◽

Racial Inequality ◽

Wage Differentials ◽

Wage Gap ◽

Occupational Segregation ◽

Household Survey ◽

Quantile Regressions ◽

Ethnic Inequalities ◽

Racial Wage Gap

AbstractLatin America is a region of sharp ethnic inequalities. Uruguay has usually been considered an exception to this pattern, although no data were available to confirm this assumption until recently. This article uses the Household Survey of 2006 to analyze the wage gap between Afro-descendants and whites through OLS equations, decompositions, and quantile regressions. The analysis finds that discrimination explains approximately 50 percent of the racial wage gap for men and 20 percent for women. Discrimination operates partly through occupational segregation. Differences in schooling are the most important explanatory factor for the rest of the gap. Quantile regressions show that discrimination declines across percentiles for men.

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