scholarly journals Does prestige lead to discrimination in the labor market? Evidence from a labor market field experiment in three countries

2021 ◽  
Author(s):  
Georgiana Mihut
Keyword(s):  
United States ◽  
Human Capital ◽  
Labor Market ◽  
Bachelor's Degree ◽  
Entry Level ◽  
Match Condition ◽  
Hiring Process ◽  
Job Openings ◽  
The University ◽  
To Receive

Do employers prioritize the name of the university someone graduated from above an applicant’s skills in the employment process? 2,400 fictitious applications were submitted to IT and accounting job openings in three countries: United States, United Kingdom, and Australia. The resumes belonged to fictitious citizens, both female and male, that have attended universities of varying prestige in the respective countries. For each sector of the labor market, two resumes were designed. One resume had a high skills match with the generic requirements of entry level jobs in each sector. A second resume had a low skills match with the same requirements. For each country, one high-ranked university and one non-high-ranked university were selected to signal prestige. The name of the university the applicant graduated from and their sex were randomly assigned on otherwise identical resumes. This study distinguished between the effects of human capital from the effect of the name of the graduating university—while controlling for networking effects—in the hiring process. Human capital was statistically significant in predicting callbacks. Applications in the high skills match condition were 79% more likely to receive a callback than applications in the low skills match condition. The prestige condition, the interaction between university prestige and match, and sex were not statistically significant. These findings suggest that human capital, and not university prestige, predicts recruitment outcomes for applicants with a bachelor’s degree only in skill intensive sectors of the labor market.

Mr. Jefferson's Rotunda

1992 ◽  
Vol 76 (5) ◽  
pp. 883-884
Author(s):  
Raymond C. Bice
Keyword(s):  
United States ◽  
Architectural Design ◽  
The United States ◽  
Thomas Jefferson ◽  
University Of Virginia ◽  
Content Type ◽  
The University ◽  
To Receive ◽  
Fine Print

✓ After retiring from the presidency of the United States, Thomas Jefferson concentrated his latter years on establishing The University of Virginia. He personally undertook the design of the buildings and directed the early days of the institution. The Rotunda, with its famous Dome Room and outside porticos, continues to receive critical acclaim for its architectural design.

Raciolinguistic ideology and Spanish-English bilingualism on the US labor market: An analysis of online job advertisements

2017 ◽  
Vol 46 (4) ◽  
pp. 477-505 ◽  
Author(s):  
Nicholas Close Subtirelu
Keyword(s):  
United States ◽  
Human Capital ◽  
Labor Market ◽  
Market Value ◽  
The United States ◽  
Assigned Value ◽  
The Us ◽  
Job Advertisements ◽  
United States Labor Market

AbstractMultilingualism is often framed as human capital that increases individuals’ labor market value. Such assertions overlook the role of ideology in assigning value to languages and their speakers based on factors other than communicative utility. This article explores the value assigned to Spanish-English bilingualism on the United States labor market through a mixed methods analysis of online job advertisements. Findings suggest that Spanish-English bilingualism is frequently preferred or required for employment in the US, but that such employment opportunities are less lucrative. The results suggest a penalty associated with Spanish-English bilingualism in which positions listing such language requirements advertise lower wages than observationally similar positions. Quantitative disparities and qualitative differences in the specification of language requirements across income levels suggest that bilingual labor is assigned value through a racial lens that leads to linguistic work undertaken by and for US Latinxs being assigned less value. (Multilingualism, labor market, Spanish in the United States, economics of language, raciolinguistics, human capital)*

scholarly journals Wage Growth Due to Human Capital Accumulation and Job Search: A Comparison between the United States and Germany

ILR Review ◽  
2007 ◽  
Vol 60 (4) ◽  
pp. 562-586 ◽  
Author(s):  
Uta Schönberg
Keyword(s):  
United States ◽  
Human Capital ◽  
Labor Market ◽  
Job Search ◽  
Capital Accumulation ◽  
Wage Growth ◽  
The United States ◽  
Human Capital Accumulation ◽  
Specific Human Capital ◽  
General Human Capital

This paper compares the sources of wage growth of young male workers in two countries with very different labor market institutions, the United States and Germany. The author first develops a simple method for decomposing wage growth into components due to general human capital accumulation, firm-specific human capital accumulation, and job search. The empirical analysis uses data from administrative records (Germany) and the National Longitudinal Survey of Youth (United States) for cohorts entering the labor market in the late 1970s and early 1980s. Although the two countries differed substantially in mobility rates, they were similar in the sources of wage growth, with general human capital accumulation being the most important single source and job search accounting for an additional 25% or more of total wage growth. There is no evidence that returns to firm-specific human capital accumulation were higher for German apprentices than for U.S. high school dropouts or graduates.

scholarly journals Diverging by Gender: Syrian Refugees’ Divisions of Labor and Formation of Human Capital in the United States

2019 ◽  
Vol 33 (2) ◽  
pp. 251-272 ◽  
Author(s):  
Heba Gowayed
Keyword(s):  
United States ◽  
Human Capital ◽  
Labor Market ◽  
Language Learning ◽  
Opportunity To Learn ◽  
The United States ◽  
Full Time ◽  
English Classes ◽  
Refugee Families ◽  
Refugee Men

In this article, I examine how Syrian refugee men and women shifted their household divisions of labor in their initial years of resettlement in the United States. I combine and extend relational approaches from gender theory and economic sociology to examine how men’s and women’s behaviors shifted, the resources engendered by behavioral shifts, and how they interpreted and compensated for new behaviors and resources. I show that shifts in Syrian household divisions of labor occurred at the intersection of inequalities in social policies, labor markets, and households. As a result of limited social assistance, the refugee families needed to earn an income within months of their arrival. The Syrian men entered the labor market, in keeping with a breadwinning expectation for their labor, but could only access menial jobs that limited their time and opportunity to learn English. Women, meanwhile, did not enter the labor market full-time and could attend English classes. By observing this divergence in men’s and women’s language learning, I theorize human capital as a gendered outcome of household divisions of labor.

scholarly journals The Impact of Temporary Protected Status on Immigrants' Labor Market Outcomes

2015 ◽  
Vol 105 (5) ◽  
pp. 576-580 ◽  
Author(s):  
Pia M. Orrenius ◽  
Madeline Zavodny
Keyword(s):  
United States ◽  
Labor Market ◽  
Labor Market Outcomes ◽  
The United States ◽  
Market Outcomes ◽  
Employment Rates ◽  
The Impact ◽  
To Receive

The United States currently provides Temporary Protected Status (TPS) to more than 300,000 immigrants. TPS is typically granted if dangerous conditions prevail in migrants' home countries. Individuals with TPS are allowed to stay and work in the United States temporarily. Little is known about how TPS affects beneficiaries, most of whom are unauthorized prior to receiving TPS. Our results suggest that TPS eligibility leads to higher employment rates among women and higher earnings among men. The results have implications for recent programs that allow millions of unauthorized immigrants to receive temporary permission to remain and work in the United States.

scholarly journals Discrimination in the Credential Society: An Audit Study of Race and College Selectivity in the Labor Market

2018 ◽  
Author(s):  
S. Michael Gaddis
Keyword(s):  
Human Capital ◽  
Labor Market ◽  
Racial Differences ◽  
Job Search ◽  
Racial Inequality ◽  
Bachelor's Degree ◽  
Market Outcomes ◽  
College Selectivity ◽  
Black Candidates ◽  
Selective Universities

Racial inequality in economic outcomes, particularly among the college-educated, persists throughout U.S. society. Scholars debate whether this inequality stems from racial differences in human capital (e.g. college selectivity, GPA, college major) or employer discrimination against black job candidates. However, limited measures of human capital and the inherent difficulties in measuring discrimination using observational data make determining the cause of racial differences in labor market outcomes a difficult endeavor. In this research, I examine employment opportunities for white and black graduates of elite top-ranked universities versus high-ranked but less selective institutions. Using an audit design, I create matched candidate pairs and apply for 1,008 jobs on a national job search website. I also exploit existing birth record data in selecting names to control for differences across social class within racialized names. The results show that although a credential from an elite university results in more employer responses for all candidates, black candidates from elite universities only do as well as white candidates from less selective universities. Moreover, race results in a double penalty: when employers respond to black candidates it is for jobs with lower starting salaries and lower prestige than those of white peers. These racial differences suggest that a bachelor’s degree, even one from an elite institution, cannot fully counteract the importance of race in the labor market. Thus, both discrimination and differences in human capital contribute to racial economic inequality.

scholarly journals Diverging by Gender: Syrian Refugees’ Divisions of Labor and Formation of Human Capital in the United States

2019 ◽  
Author(s):  
Heba Gowayed
Keyword(s):  
United States ◽  
Human Capital ◽  
Labor Market ◽  
Language Learning ◽  
Opportunity To Learn ◽  
The United States ◽  
Full Time ◽  
English Classes ◽  
Refugee Families ◽  
Refugee Men

In this article, I examine how Syrian refugee men and women shifted their household divisions of labor in their initial years of resettlement in the United States. I combine and extend relational approaches from gender theory and economic sociology to examine how men’s and women’s behaviors shifted, the resources engendered by behavioral shifts, and how they interpreted and compensated for new behaviors and resources. I show that shifts in Syrian household divisions of labor occurred at the intersection of inequalities in social policies, labor markets, and households. As a result of limited social assistance, the refugee families needed to earn an income within months of their arrival. The Syrian men entered the labor market, in keeping with a breadwinning expectation for their labor, but could only access menial jobs that limited their time and opportunity to learn English. Women, meanwhile, did not enter the labor market full-time and could attend English classes. By observing this divergence in men’s and women’s language learning, I theorize human capital as a gendered outcome of household divisions of labor.

scholarly journals The Value of Postsecondary Credentials in the Labor Market: An Experimental Study

2016 ◽  
Vol 106 (3) ◽  
pp. 778-806 ◽  
Author(s):  
David J. Deming ◽  
Noam Yuchtman ◽  
Amira Abulafi ◽  
Claudia Goldin ◽  
Lawrence F. Katz
Keyword(s):  
Experimental Study ◽  
Labor Market ◽  
Field Experiment ◽  
Quality Indicator ◽  
Bachelor's Degree ◽  
Public Institution ◽  
External Quality ◽  
For Profit ◽  
To Receive

We study employers' perceptions of the value of postsecondary degrees using a field experiment. We randomly assign the sector and selectivity of institutions to fictitious resumes and apply to real vacancy postings for business and health jobs on a large online job board. We find that a business bachelor's degree from a for-profit online institution is 22 percent less likely to receive a callback than one from a nonselective public institution. In applications to health jobs, we find that for-profit credentials receive fewer callbacks unless the job requires an external quality indicator such as an occupational license. (JEL I23, I26, J24, J44, J63, M51)

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