种族、玻璃天花板和同工同酬

D. Hegde, Alexander Ljungqvist, Manav Raj
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引用次数: 1

摘要

我们使用详细的管理数据,使我们能够保持性别、教育、生产力、及时性和工作质量不变,我们证明了美国专利局的少数民族专利审查员面临着巨大的玻璃天花板和薪酬差距。与白人考官相比,黑人考官的晋升差距平均为24.3%,西班牙裔考官为10.5%,亚洲人为4.5%,黑人考官晋升至最高职位的可能性比白人考官低41.7%。与统计歧视一致,我们发现,在奥巴马2008年大选获胜前后,黑人高级考官的晋升差距缩小了一半,更多地接触到成功的少数族裔考官,对管理者的晋升决策产生了积极的影响。研究表明,晋升差距对专利局向发明人和社会提供的服务有不利影响。
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Race, Glass Ceilings, and Lower Pay for Equal Work
Using detailed administrative data that allow us to hold gender, education, productivity, timeliness, and work quality constant, we document that minority patent examiners at the U.S. patent office face substantial glass ceilings and pay gaps. The promotion gap relative to White examiners averages 24.3% for Blacks, 10.5% for Hispanics, and 4.5% for Asians, with Black examiners 41.7% less likely than Whites to be promoted to the highest rank. Consistent with statistical discrimination, we find that the promotion gap for senior Black examiners halves around Obama’s 2008 election win and that greater exposure to successful minority examiners affects managers’ promotion decisions positively. We show that promotion gaps have adverse effects on the services the patent office provides to inventors and society.
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