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This study aims to explore the higher education expansion phenomenon and to what extent that expansion could reshape the pattern of gender.

We selected Taiwan's higher education as a research target. First, we describe the gender diversity patterns in the humanity, social science and STEM programs according to Trow's definition. Second, we identify discrepancies in gender in the major programs according to different indices. Becker’s D, Blau index, GPI, trend analysis and multiple comparisons were used to transform the comparison series data.

First, to assess system-wide gender diversity, it was shown that in the elite stage, the D is more sensitive than the Blau index in plotting trends. Second, neither the D nor the Blau index showed sensitivity in humanity and social science programs in the post-mass stage. Third, the GPI more accurately detects differences in gender patterns in the mass and universal stages.

This study illuminates gender diversity patterns with indices transformation in higher education. Considering higher education expansion is a global phenomenon, the fitted indices can be used to detect gender diversity issues in wider higher education settings.

This study provides an example for addressing the issue using different indices to identify previous and future trends in the higher education system. The study suggests alternative interpretations for gender diversity in various programs that will assist in modifying related gender policies in higher education.

Starts out with a survey of various formal theories that have focused on discrimination in the labor market. Argues that Becker’s traditional taste for discrimination model, the various statistical discrimination models and the new cultural communication cost models ultimately yield analytically and observationally equivalent predictions. In particular, these models all imply that we may find occupational segregation across firms. This, in turn, suggests that it is not easy to identify the true causes of discriminatory wage differentials in the labor market and thus that we may have a very hard time sorting out which of these models applies best. Finally, speculates, in the context of Kremer’s model of economic growth, about how changing technologies and structure of production could possibly exacerbate the inequalities predicted by these models of discrimination in the labor market.

Presents a brief overview of some recent analytical developments in the economic analysis of discrimination. Discusses a range of theoretical issues and reviews recent empirical evidence.

When immigrants experience “nationality discrimination” in the labor market, ceteris paribus their earnings are lower than native-born workers because they were born abroad. The challenge to testing for nationality discrimination is that the native/immigrant earnings gap will very likely also be influenced by productivity differences driven by incomplete assimilation of immigrants, as well as the possibility of racial or gender discrimination. There is relatively little empirical literature, and virtually no theoretical literature, on this type of discrimination. In this study, a model of nationality discrimination where customer prejudice and native/immigrant productivity differences jointly influence the earnings gap is presented. We derive an extension of Becker's market discrimination coefficient (MDC), applied to the case of nationality discrimination when there are productivity differences. A number of novel implications are obtained. We find, for example, that the MDC depends upon relative immigrant productivity and relative immigrant labor supply. We test the model on data for hitters and pitchers in Major League Baseball, an industry with a history of immigration, potential for customer discrimination, and clean detailed microdata on worker productivities and race. Ordinary least squares (OLS) and decomposition methods are used to estimate the extent of discrimination. We find no compelling evidence of discrimination in the hitter group, but evidence of ceteris paribus underpayment of immigrant pitchers. While our test case is for a particular industry, our theoretical model, empirical specifications, and general research design are quite generalizable to many other labor markets.

The question of whether, and to what extent, Chicago price theory is Marshallian is a large one, with many aspects. The theory of individual behavior is one of these, and the treatment of altruism, or, more generally, other-regarding behavior, falls within this domain. This chapter explores the analysis of other-regarding behavior in the work of Alfred Marshall and Gary Becker with a view to drawing out the similarities and differences in their respective approaches. What emerges is sense that we find in Becker’s work important commonalities with Marshall but also significant points of departure and that the line from Marshall to modern Chicago is neither as direct as it is sometimes portrayed, nor as faint as it is sometimes claimed by Chicago critics.

The purpose of this paper is to extend recent literature regarding the effects of competition on racial earnings by examining the effects of global competition on racial wages of union and non‐union workers of different skill levels. Additionally, it is intended that inference be drawn regarding whether global competition is a viable means to eliminate racial wage discrimination.

This paper utilizes quantile regression to examine the effect of global competition on the racial wage gap of workers in high‐ and low‐concentration industries at different points along the earnings distribution. Additionally, the analysis utilizes the highest level of import penetration in each industry over the sample period to examine whether global competition is a viable means to eliminate racial wage discrimination.

In concentrated industries, non‐union whites at most skill levels receive a substantial wage premium compared with their black counterparts. Further, imports reduce racial earnings inequality by significantly decreasing the wages of low‐ and medium‐skill non‐union whites. However, imports cannot mitigate racial earnings discrimination for non‐union workers at most skill levels.

These findings suggest that, if market forces cannot alleviate racial wage discrimination, government anti‐discriminatory policies may be a necessary measure.

No previous study has examined the effect of global competition on the racial wage gap of workers of different skill levels. Further, no study has empirically tested whether international competition is a viable means to eliminate racial wage discrimination.

In this article we consider the question of discrimination against black workers and female workers. We do not discuss the issue of discrimination as it applies within the ranks of white males. Analysis of the relationship between earnings and schooling would suggest that discrimination against this latter group mainly takes the form of unequal opportunity in the acquisition of schooling—that is, it occurs prior to labour market entry rather than within the market. Our focus upon blacks and female workers may be justified on the grounds that discrimination against such groups is said to be considerably more widespread. Our analysis is also restricted, for reasons of space, to a consideration of differences in earnings and occupations, omitting questions of unemployment.

This paper investigates discrimination against women within the Brazilian labour market using firm-level data from the World Bank Investment Climate Survey. The purpose of this paper is to determine whether the female employees in the Brazilian labour market are paid less than their productivity warrants due to the existence of discrimination.

Based on employer discrimination model proposed by Becker (1971) that considered the proportion of female employees as a proxy for the extent of discrimination, the authors estimate the profit function using OLS analysis, and regress it on the proportion of female employees and other firm characteristics. To address the endogeneity problem caused by unobservable productivity shocks, the authors employed the methods proposed by Olley and Pakes (1996) and Levinsohn and Petrin (2003), respectively.

The results indicate that the proportion of female employees has positive effect on firms’ profit in 2002, but has no effect in 2007. This finding gives evidence of the existence of discrimination against female employees within the Brazilian labour market in the early 2000s, while the gender discrimination was reduced overtime.

This paper’s main contribution is to provide an approach that differs from that of previous research to determine whether discrimination exists within the Brazilian labour market. This paper also provides policy insights for Brazilian labour market.

With the signing of the Civil Rights Act of 1964, discrimination in employment with respect to the hiring, promotion and pay of minorities and women became illegal in the United States.¹ Yet, 40 years later, earnings differentials still persist between certain minorities and white non-Hispanics and between women and men. For example, although the ratio of black men's earnings to those of white men and of black women's to white women's have increased considerably over the past 50 years, the black–white ratio was still only 78% in 2003 among men and 87% among women (Fig. 1). Hispanic–white wage differentials are larger than the black–white differential among both men and women (Figs. 2 and 3). And despite a significant narrowing in the gender gap, the ratio of women's earnings to men's was about 76% in 2003 (Fig. 4).²

We empirically study gender segregation in privately owned Swedish establishments, and the correlation between gender segregation, survival and growth of establishments. We find that the overall inter-establishment gender segregation in Sweden has been constant between 1987 and 1995 and at the same level as that found in US manufacturing. Our results show that establishments dominated by males or females have a higher probability of exiting the market than more integrated establishments and that establishments dominated by females grow more slowly than other establishments. An important additional finding is that establishments with a skewed workforce in terms of educational background have lower survival probabilities. Furthermore, establishments with skewed age distributions have both lower survival probabilities and grow less compared with other establishments. These findings are consistent with theories suggesting that workers with different demographic characteristics contribute to a creative working environment as a result of their different experiences, a greater variety of information sources and different ‘thinking’.