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

• 成果类型: Article
• 署名作者: Gerard, Francois; Lagos, Lorenzo; Severnini, Edson; Card, David
• 署名单位: University of London; Queen Mary University London; Centre for Economic Policy Research - UK; Brown University; Carnegie Mellon University; National Bureau of Economic Research; University of California System; University of California Berkeley
• 刊物名称: AMERICAN ECONOMIC REVIEW
• ISSN/ISSBN: 0002-8282
• DOI: 10.1257/aer.20181596
• 发表日期: 2021
• 页码: 3418-3457
• 关键词: labor-market; WORKPLACE SEGREGATION; EARNINGS GAPS; UNITED-STATES; RACE; DISCRIMINATION; INEQUALITY; ETHNICITY; GENDER; color

摘要

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.