Evidence of Intersectional Wage Discrimination and an Examination of Possible Pre-market Discrimination

Roger White

Chapter Chapter 5 in Intersectionality and Discrimination, 2023, pp 109-148 from Springer

Abstract: Abstract To determine whether wage discrimination in the U.S. labor market is intersectional, we compare estimated discrimination rates to expected discrimination rates. For a given worker group, its expected discrimination rate is the sum of personal characteristic-specific discrimination rates. These characteristic-specific discrimination rates are obtained by comparing each worker group that differs from our null worker cohort of native-born, non-Hispanic, white, male workers in two or more personal characteristics to another worker group that differs by a single characteristic. This involves the application of the Blinder-Oaxaca decomposition technique with a Heckman sample selection correction model to the Mincer earnings function. If for a given worker group, the expected discrimination rate is within five percentage points of the estimated discrimination rate, we conclude that wage discrimination is additive. If, however, the difference between estimated and expected discrimination rates is more than five percentage points, then we conclude that the wage discrimination is intersectional (i.e., non-additive). As a modest application of our findings, we consider a possible statistical relationship between pre-labor market discrimination and intersectional wage discrimination.

Keywords: Additive assumption; Expected wage discrimination; Intersectional wage discrimination; Pre-market discrimination; Returns to schooling (search for similar items in EconPapers)
Date: 2023
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Persistent link: https://EconPapers.repec.org/RePEc:spr:sprchp:978-3-031-26125-1_5

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DOI: 10.1007/978-3-031-26125-1_5

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