Econ 151B
Human Resource Economics
One piece of evidence that wage convergence between blacks and whites that occurred during the 1960s and 1970s was due to something other than a decline in whites' levels of prejudice is that
a. black unemployment rates fell in the south
b. white women and black women were already paid nearly equal wages
c. wages converged the most in the south
d. survey responses indicate that white employers prejudices in the south have remained high since the 1960s
Which of the following statements is false?
a. white women earn more than black women at every level of education
b. race differences in earnings among women are about the same as race differences in earnings among men
c. controlling for education and other common measures of productivity, earnings gaps between men and women are about 10%
d. earnings differences between white and black men grow with education
If employers discriminate because customers are prejudiced then
a. they are not maximizing their profits
b. the market cannot be perfectly competitive
c. they will have to charge lower prices for the goods or services they sell
d. they will likely charge higher prices for the goods or services they sell
Other things equal, in the model of employer discrimination one would predict that the observed level of labor market discrimination will
a. increase as the supply of minority workers increases
b. fall as the supply of minority workers increases
c. increase as the supply of all workers falls
d. remain constant as the supply of minority workers falls
In their paper "Are Emily and Greg More Employable than Lakisha and Jamal?" Bertrand and Mullainathan use a research design that most closely approximates
a. an in-person audit study that compares job offers between black vs. white auditors
b. a resume audit that compares job offers among individuals with “black-sounding” names vs. “white-sounding” names
c. a resume audit that compares interview call-back rates for interviews among individuals with “black-sounding” names vs. “white-sounding” names
d. an in-person audit that compares short-list call-back rates for black vs. white auditors