Internships are the new rung on the professional ladder. For the most sought after professions especially, they are increasingly seen as a requirement before a young person is offered their first job. However, too often internships are unpaid and not openly advertised. For young people who cannot afford to work for free, and for those who do not…

Using unique data on employers' pre-hire preferences, this article examines the effect of sex typing on the gender gap in offered wages and training. Previous studies using post-hire data have not been able to focus directly on the effects of employer behavior, distinct from employee preferences. By analyzing gender-designated job requisitions for…

The back pay award has become a formidable weapon in the hands of employee plaintiffs since the Albemarle Paper Co. v. Moody decision. Recent case law developments are reviewed and their implications for both employers and unions discussed. (LBH)

General Social Survey 1989-96 data indicate that gay/bisexual men experienced a 30-32% income disadvantage and lesbian/bisexual women a 17-23% wage premium. Results support other findings that wage differences are attributable to employer bias. Further analyses suggests that differentials once attributed to marital status may reflect unobserved…

A survey of 205 people, 4 group interviews with approximately 30 people, and 6 design and analysis meetings involving approximately 40 people were conducted in a 1999 participatory study of contingent workers in Toronto. (Contingent work was defined to be lower-waged forms of non-permanent work arrangements that include contracting, employment…

Discusses, in terms of consumers, employers, and employees, how a "taste for discrimination," that is, someone's preference for or against association with some group in the labor market, can influence behavior and hence who gets hired. Argues that people with the strongest tastes for discrimination pay the heaviest cost. (RDN)

The following pivotal issues in the comparable worth controversy are debated by two economists: (1) the size and origins of the wage gap between the sexes; (2) possible motives for discrimination by employers; (3) cultural factors affecting career choices; (4) the undervaluing of predominantly female occupations; and (5) the efficacy of job…

This book explores three questions: What is really going on now for women and men at home and on the job? What is wrong? and How can it be made to work? Its four parts are sometimes addressed explicitly to four intended types of readers: top executive of an organization; human resources officer; manager; and men and women at home and at work. The…

Sexual inequality is rooted in systematic male-female differences in employer-employee exchanges of productive resources for employment and pay. In an analysis of the effects of the differential distribution of personnel across the major job classes and hierarchical levels of a large utilities firm, the degree to which the male-female salary gap…

Labor force participation rates, pay inequities, occupational segregation, positions in the hierarchy, interactions between diverse groups, and organizational culture all demonstrate that diversity in the workplace has not been fully achieved. Existing approaches to supporting workplace diversity have not worked, and, in many cases, have resulted…

This document is a transcript of a Congressional hearing on the economic status of women held by the Joint Economic Committee on February 3, 1982. Witnesses who testified at the hearing included Representatives Reuss, Richmond, Heckler, Wylie and Schroeder, Senators Jepsen and Kassenbaum, and a number of women active in women's equality programs.…

This document reports on barriers to the advancement of minority men and all women into decision-making positions in the private sector that were identified through a study of information from the following sources: 126 employers and employees testifying at public hearings in 5 U.S. cities; 18 commissioned research papers; survey of a sample of 25…