| dc.contributor.author | Gerard, F | |
| dc.date.accessioned | 2021-08-09T15:01:52Z | |
| dc.date.available | 2021-06-28 | |
| dc.date.available | 2021-08-09T15:01:52Z | |
| dc.identifier.issn | 0002-8282 | |
| dc.identifier.uri | https://qmro.qmul.ac.uk/xmlui/handle/123456789/73525 | |
| dc.description.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. | |
| dc.publisher | American Economic Association | en_US |
| dc.relation.ispartof | The American Economic Review | |
| dc.rights | This is a pre-copyedited, author-produced version accepted for publication in The American Economic Review following peer review. The version of record is available https://www.aeaweb.org/articles?id=10.1257/aer.20181596 | |
| dc.title | Assortative Matching or Exclusionary Hiring? The Impact of Employment and Pay Policies on Racial Wage Differences in Brazil | en_US |
| dc.type | Article | en_US |
| dc.rights.holder | © 2022 American Economic Association. All rights reserved. | |
| pubs.notes | Not known | en_US |
| pubs.publication-status | Accepted | en_US |
| dcterms.dateAccepted | 2021-06-28 | |
