Assortative Matching or Exclusionary Hiring? The Impact of Employment and Pay Policies on Racial Wage Differences in Brazil
American Economic Review · 2021 · François Gérard、Lorenzo Lagos、Edson Severnini、David Card
中文摘要
我们测度了企业政策对巴西种族工资差异的影响。非白人受雇于高工资企业的可能性较低，这解释了男女两性约20%的种族工资差距。相对于白人，非白人的企业特定工资溢价也受到压缩，对该差距的贡献为另外的5%。一项反事实分析表明，非白人在较高工资企业中代表性不足的情况约有三分之二可由基于技能、不涉及种族的排序来解释。非技能基础的排序与差别化工资设定在受过大学教育的劳动者中最为突出，这表明歧视性雇佣与薪酬政策的配置成本在巴西可能相对较大。(JEL J15, J24, J31, J41, J46, J71, O15)
Abstract
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)