LABOR MARKET MOBILITY AND CASH COMPENSATION: THE MODERATING EFFECTS OF RACE AND GENDER.

2000 ◽  
Vol 43 (5) ◽  
pp. 890-900 ◽  
Author(s):  
G. F. Dreher ◽  
T. H. Cox
Keyword(s):  
Labor Market ◽  
Moderating Effects ◽  
Race And Gender ◽  
Cash Compensation ◽  
And Gender

Black Women's Labor Market Status: Occupational Segregation in the United States and Great Britain

1995 ◽  
Vol 24 (1) ◽  
pp. 23-43 ◽  
Author(s):  
Mary C. King
Keyword(s):  
United States ◽  
Labor Market ◽  
Great Britain ◽  
Black Women ◽  
Occupational Segregation ◽  
The United States ◽  
Race And Gender ◽  
Market Situation ◽  
Labor Market Dynamics ◽  
And Gender

An initial exploration of the comparative labor market situation of black women in the United States and Great Britain reveals that race and gender play similar roles in allocating people among broad occupations in both nations despite differences in historical circumstances. However, a closer examination based upon measures of occupational segregation shows that labor market dynamics are quite different. Public employment and education do not reduce racial segregation in Britain as they do in the United States, and the immigrant status of many black Britons does not explain these differences. Only youth is associated with reduced segregation in both countries.

Race and gender discrimination in the labor market: an urban and rural sector analysis for Brazil

2004 ◽  
Vol 31 (2) ◽  
pp. 129-143 ◽  
Author(s):  
Paulo R.A. Loureiro ◽  
Francisco Galrão Carneiro ◽  
Adolfo Sachsida
Keyword(s):  
Labor Market ◽  
Gender Discrimination ◽  
Rural Sector ◽  
Race And Gender ◽  
Sector Analysis ◽  
And Gender

Employee voice and perceived attractiveness: are less attractive employees ignored in the workplace?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Andrew R. Timming ◽  
Chris Baumann ◽  
Paul Gollan
Keyword(s):  
Physical Attractiveness ◽  
Design Methodology ◽  
Workplace Discrimination ◽  
Employee Voice ◽  
Moderating Effects ◽  
Content Type ◽  
Race And Gender ◽  
And Gender ◽  
Main Effects ◽  
Physically Attractive

PurposeThe paper aims to examine the effect of employees' perceived physical attractiveness on the extent to which their voices are “listened to” by management.Design/methodology/approachUsing an experimental research design, the paper estimates main effects of employee attractiveness and possible moderating effects of employee race and gender as well as the gender of their “managers.”FindingsThe results suggest that, with few exceptions, more physically attractive employees are significantly more likely to have their suggestions acted upon by managers than less attractive employees, pointing to a powerful form of workplace discrimination. This finding holds across races, with more attractive white, black, and Asian employees exerting a more impactful voice than their less attractive counterparts, although the moderation appears to be stronger for whites than ethnic minorities.Research limitations/implicationsThe results have important implications for the extant literatures on employee voice, diversity and discrimination.Originality/valueThis is among the first studies to demonstrate that less attractive employees suffer from an “employee voice deficit” vis-à-vis their more attractive counterparts.

The Impact of Changes in Local Labor Market Conditions on Estimates of Occupational Segregation

1992 ◽  
Vol 21 (1) ◽  
pp. 45-58
Author(s):  
Susanne Schmitz ◽  
Paul E. Gabriel
Keyword(s):  
Labor Market ◽  
White Women ◽  
Occupational Segregation ◽  
The United States ◽  
Local Labor Market ◽  
Market Conditions ◽  
Labor Market Conditions ◽  
Race And Gender ◽  
And Gender ◽  
The Impact

Recent work by labor economists has suggested that differential labor market treatment of minorities (e.g., occupational segregation) may vary across local labor markets. This study assesses whether changing economic conditions in a local labor market affects the degree of occupational segregation by race and gender in the United States. Our empirical analysis finds evidence that the relative occupational structures of white women and black males are systematically related to changes in certain local labor market conditions.

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