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This article deals with the impact of ethnic origin on individual employability, focussing on the first stage of the hiring process. Deeply, the authors’ goal is to fathom whether there is a preference for native job candidates over immigrants, decomposing the discrimination against minority groups into its statistical and taste-based components by means of a new approach.

The authors built up a data set by means of an ad hoc field experiment, conducted by sending equivalent fictitious CVs in response to 1000 real online job openings in Italy. The authors developed the discrimination decomposition index using first- and second-generation immigrants.

The authors’ main result is that both first- and second-generation immigrants are discriminated compared to Italians. In between the two categories, second-generation candidates are discriminated especially if their ethnicities are morphologically different from those of natives (i.e. Chinese and Moroccans). This last finding is a clear symptom of discrimination connected to taste-based reasons. On the other hand, first-generation immigrants of all nationalities but Germans are preferred for hard-work jobs.

The authors develop the discrimination decomposition index to measure the proportion of the two kinds of discrimination (statistical and taste-based) over the total one and apply a probit model to test the statistical significance of the difference in treatment between the three groups of natives, first-generation and second-generation immigrants.

The purpose of the paper is to examine observed differences in China's ethnic majority and minority patterns of labor force participation and to decompose these differences into treatment and endowment effects.

Data from the three most recent population censuses of China are employed to explore differences in the labor force participation rates of a number of China's important ethnic groups. Gender‐separated urban labor force participation rates are estimated using logit regressions, controlling for educational attainment, marital status, pre‐school and school‐age children, household size, age, and measures of local economic conditions. The focus is on the experience of six minority groups (Hui, Koreans, Manchu, Mongolians, Uygurs, and Zhuang) in comparison to the majority Han. The technique developed by Borooah and Iyer is adopted to decompose the differences in labor force participation rates between pairs of ethnic groups into treatment and endowment effects.

Sizeable differences are found between the labor force participation rates of prime‐age urban women of particular ethnic groups and the majority Han. Men's participation rates are very high (above 95 percent) and exhibit little difference between Han and ethnic minorities. For almost all pairwise comparisons between Han and ethnic women, it is found that differences in coefficients account for more than 100 percent of the Han‐ethnic difference in labor force participation. Differences in endowments often have substantial effects in reducing this positive Han margin in labor force participation. Roughly speaking, treatment of women's characteristics, whether in the market or socially, tend to increase the Han advantage in labor force participation. The levels of these characteristics on average tend to reduce this Han advantage.

The paper analyses only one aspect of the economic status of China's ethnic minorities – labor force participation. It would be useful also to examine income, educational attainment, occupational attainment, and unemployment.

This paper contributes to and expands the scant literature on ethnicity in China's economic transition.

In this paper I investigate the nature of the differential in poverty by ethnicity in rural China using data from the Chinese Household Income Project in 2002. For that, I compare observed poverty with that in a counterfactual distribution in which ethnic minorities are given a set of relevant village and household characteristics of the Han majority. In particular, I investigate the importance of the location of minorities in explaining their higher poverty levels. The ethnic poverty differential does not change after equalizing the distribution of the population by geographical region (unless we use a higher poverty line). However, it is reduced after equalizing other locational characteristics of minorities (such as them living in less developed and mountainous areas), their larger number of children, their low education, and their fewer skilled non-agriculture workers. Finally, the ethnic per capita (log) income differential is shown to be higher for higher percentiles, with an increasing role of the geographical region as the main driver of these higher differentials.

The purpose of this paper is to contribute to a better understanding of the complex relationship between ethnic diversity, social capital, and objective career success in upward mobility systems over time. The authors conceptualize the underlying process of why intra-organizational career boundaries are more permeable for dominant ethnics compared to minority ethnics.

The authors conceptually explore and model this relationship by elaborating on three mechanisms of social capital return deficit proposed by Lin (2000), building the argument based on four underlying principles (stereotype fit, status construction, homophily, and reciprocity).

Based on a proposed reciprocal relationship between social capital and objective career success, the authors suggest the development of an upward career spiral over time, which is continuously affected by ethnic group membership. Consequently, the authors argue that dominant ethnics do not only advance to a higher level of objective career success, but that they also advance exponentially faster than minority ethnics.

The conceptualization provokes the question to what extent the permeability of intra-organizational boundaries constrains careers of some, while enabling careers of others.

The contribution lies in the exploration of the relationship between social capital and objective career success over time, of the permeability of intra-organizational career boundaries, and how both are affected by ethnic group membership.

This study investigates the link between diversity in management and CEO positions and firm innovation. The purpose of this paper is to examine the effect that women and ethnic diversity in management and CEO positions have on the development of outstanding innovation in firms.

This paper conducts an empirical analysis to investigate these relationships over time using a large panel database of 1,345 publicly US traded firms.

Results revealed that gender and ethnic diversity at all levels of management exhibited a robust positive association with superior innovation competence. This finding remains robust when alternative proxies for innovation are employed. In contrast, the authors found that women and ethnic minorities at the CEO level had no significant influence.

Considering an output measure of innovation, the authors explore the effect of gender and ethnic minority groups in management positions as well as at the CEO level, rather than focusing only on top management teams or board of directors. The authors offer new practical insights regarding the manager selection process that are also useful to support public policy initiatives.

Discusses whether ethnic minority enterprise is a routinely rational economics activity, no different from other small‐scale endeavours, or whether it is a distinctive phenomenon which demonstrates the influence of cultural resources on entrepreneurial activities. Focuses on three themes which have emerged from British‐based studies on ethnic minority businesses: diversity; the importance of “break‐out”; and increased policy activity. Concludes that ethnic‐minority owned business provides a significant contribution to small business activity and the economy, and as such it merits further study. Identifies areas where there is scope for further study as new processes and development strategies are evolved in ethnic minority enterprise.

Despite the existence of a variety of approaches to the understanding of behavioral and managerial ethics in organizations and business relationships generally, knowledge of organizing systems for fidelity remains in its infancy. We use halakha, or Jewish law, as a model, together with the literature in sociology, economic anthropology, and economics on what it termed “middleman minorities,” and on what we have termed the Landa Problem, the problem of identifying a trustworthy economic exchange partner, to explore this issue.

The article contrasts the differing explanations for trustworthy behavior in these literatures, focusing on the widely referenced work of Avner Greif on the Jewish Maghribi merchants of the eleventh century. We challenge Greif’s argument that cheating among the Magribi was managed chiefly via a rational, self-interested reputational sanctioning system in the closed group of traders. Greif largely ignores a more compelling if potentially complementary argument, which we believe also finds support among the documentary evidence of the Cairo Geniza as reported by Goitein: that the behavior of the Maghribi reflected their deep beliefs and commitment to Jewish law, halakha.

Applying insights from this analysis, we present an explicit theory of heroic marginality, the production of extreme precautionary behaviors to ensure service to the principal.

Generalizing from the case of halakha, the article proposes the construct of a deep code, identifying five defining characteristics of such a code, and suggests that deep codes may act as facilitators of compliance. We also offer speculation on design features employing deep codes that may increase the likelihood of production of behaviors consistent with terminal values of the community.

Little econometric evidence exists on the determinants of nonfarm participation among ethnic minorities in Vietnam. The purpose of this paper is to examine the intensity of nonfarm participation and its correlates among ethnic minority households in Northwest Mountains – the poorest region of Vietnam.

Factors affecting the level of nonfarm participation were examined by using a fractional logit model. In addition, regression analysis using analysis of variance models were used to compare the mean of household characteristics and assets between households with and without nonfarm employment.

The study found that households depended heavily on agriculture for subsistence and their access to nonfarm employment is very limited. Households with nonfarm employment had much higher levels of education, income, assets and a much lower level of poverty than those without nonfarm participation. The intensity of nonfarm participation is positively associated with education levels, proportion of male working members and fixed assets but negatively correlated with the size of annual crop land and water surface for aquaculture. Also, the presence of nonfarm opportunities and paved roads in a commune increases the intensity of nonfarm participation for households living in that commune.

The findings suggest that any poverty alleviation policies should aim at improving the access of ethnic minorities to education and nonfarm job opportunities.

The study offers the first evidence of factors affecting the intensity of nonfarm participation among ethnic minorities in the study area.

Attempts to discover an internal logic in the high‐speed events taking place in the former Soviet Union. In addressing the problems of the country′s disintegration, examines the issue in its socioeconomic, political and territorial‐administrative aspects. Analyses, for this purpose, the nature of Soviet society prior to Gorbachev′s reforms, its present transitional stage and its probable direction in the near future.