Thesis advisor: Geoffrey Sanzenbacher / Racial housing discrimination in the United States has created systemic segregation which precludes black Americans from living in the well-resourced suburbs of their white counterparts. Certain housing policies such as inclusionary zoning (IZ), a policy that offers real estate developers incentives in exchange for the creation of affordable housing, seek to counteract these injustices. Research on inclusionary zoning thus far has proven the policy’s effectiveness in providing low-income groups access to high-performing schools in low-poverty neighborhoods, increasing children’s academic and long-term economic outcomes. However, sparse research exists which examines if inclusionary zoning provides access to low-poverty settings specifically for black Americans, a goal that should be a priority for housing policies intended to make communities inclusive. Using data on inclusionary zoning policies from the Lincoln Institute and IPUMS NHGIS decennial census data, this study employs a difference in difference regression to analyze the changes in racial and socioeconomic composition of 420 jurisdictions across the United States as a result of their implementation of an IZ policy. This paper finds that while the effects on a jurisdiction’s socioeconomic makeup are minimal, the implementation of an inclusionary zoning policy does significantly increase the percentage of black residents. When controlling for policy characteristics (i.e. whether a policy is mandatory, and what range of income it serves), IZ policies can increase the percentage of black residents by more than 0.8% over 10 years. However, this study also finds that when IZ policies are implemented voluntarily, without regard to the income range served or the location of the affordable units, the policies can have an adverse effect on the black population. / Thesis (BA) — Boston College, 2022. / Submitted to: Boston College. College of Arts and Sciences. / Discipline: Departmental Honors. / Discipline: Economics.

Successful labor market integration is a key attribute in a well-accomplished migration policy. Previous studies show patterns of a gender gap in labor market integration of foreign-born, where females tend to have worse outcomes. Related to their weaker labor market position foreign-born, in general, tend to be affected by economic crisis to a larger extent than native-born. Studies point to this being even more apparent for immigrants migrating from outside of Europe. Few studies have yet studied the labor market effects of the Covid-19 pandemic. This paper hence investigates whether the gender gap in unemployment rates for foreign-born were affected by the Covid-19 pandemic, using a difference-in-difference and a triple-difference method. Considering the broad variation of attributes within the group “foreign-born” the paper also distinguishes how the effect differed with number of years spent in Sweden and the region of origin being inside or outside of Europe. The results show an insignificant impact of the pandemic on the gender gap for foreign-born in general, even in relation to natives. Looking into the heterogeneity within the group, we find that newly arrived show signs of being more affected by the pandemic compared to foreign-born that spent over three years in Sweden. The same thing goes for immigrants born outside of Europe compared to within Europe.

Magister Commercii - MCom / Past historical events are crucial for understanding economies and answering imperative questions such as why economic inequalities persist, why certain countries experience economic growth or lag behind, and how societies and institutions shape economic performance. Past events such as colonialism, where colonial powers rooted themselves in the African continent for the aim of economic dominance, are said to have left lasting effects, especially with regards to the development outcomes within the colonised country.

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In 2018, the Orlando metro area was visited by 126.1 million tourists, a new record which the area has broken for its eighth year (Sanata 2019). As the number of visitors to the area continues to rise, so has the number of people employed by the hospitality industry which currently makes up the largest sector of the area's job market, employing 280,000 workers as of December 2019 (Bureau of Labor Statistics). Consistent growth in various insecure and unstable jobs of this kind have prompted the development of theory regarding the emergence of a new class known as the precariat. The precariat is largely defined by flexible labor which often leads to unstable employment and wage insecurity. Recently, business closures related to the COVID-19 pandemic have led to historic levels of unemployment nationwide, disproportionately affecting those employed in the hospitality industry and further exacerbating the instability and uncertainty that characterizes precarious work. The purpose of this study is to explore and evaluate the experiences of hospitality workers since business closures and to identify how race, gender, and income type may create stratification within the precariat. Data was collected from 254 participants using a 10-minute online survey based on the following dimensions: employment status, housing, healthcare, food security, access to and receipt of social services, and opinions regarding employer interactions and government relief. The results of this study identify the difficulties in maintaining household expenses and obtaining unemployment benefits during the pandemic as well as negative opinions regarding state and federal government response. Furthermore, analysis of race, gender, and income type within the precariat found significant differences between the overall wellbeing of women and men as well as among varying income types including salaried, tipped, and hourly workers.

With the increasing feminization of the legal profession in the United States over the last half century, past research has documented the prevalence and transformation of gender inequality in law firms. However, relatively little is known about gender inequality in small, conservative legal markets like Utah. This thesis examines data from the 2008-2009 Utah Attorney Advancement and Retention Survey. The analyses indicate that relative to their male colleagues, women earned less in 2007 and are less likely to procure higher quality job assignments than their peers. The most promising explanations for these disparities include employment sector, gender and motherhood statuses, and year of bar admittance. Contrary to the results of past work, analyses find little or no effect for several traditional predictors of gender gaps including marital status, mentoring, tokenism, firm size, and hours billed. Open-ended responses reveal that while overt discrimination exists to some degree in Utah firms, most inequitable treatment has taken on subtle forms such as exclusion from the "good old boys" network, perpetuation of traditional gender roles and stereotypes, and differential opportunity paths and structures.

Gender inequality persists in the workplace, including in the Canadian Armed Forces (CAF). The CAF is struggling to attain their goal of increasing the representation of women in uniform from 16% to 25%. One factor that may be contributing to their struggle is the cultural response of empowerment messaging to gender inequality. Empowerment messaging coveys that women can succeed in life through personal agency and optimism about the future. However, this seemingly positive messaging has the negative effect of increasing attributions of women’s responsibility for gender inequality while disregarding systemic barriers (i.e., women should overcome sexism because they have personal agency and the individual choice to do so). I contend that the CAF is using empowerment messaging in some of their public messaging, and I propose that the negative effects of empowerment messaging will generalize to the CAF context. In two experiments (total N = 812), exposure to empowerment messaging from a CAF video directly increased the burden placed on women to solve gender inequality in the CAF and indirectly predicted more blame placed on women for causing gender inequality in the CAF. This research suggests that institutional empowerment messaging meant to motivate and inspire women may in fact harm women. The CAF and other institutions struggling with gender inequality should avoid using empowerment messaging in their public communications to prevent harming women, especially with their focus on increasing the number of women in their organizations. / Graduate / 2023-08-10

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