My dissertation explores the demographics and composition of sexual minority populations in the United States, their labor market experiences, and public policy, respectively. Using a novel method of Cross-Survey Multiple Imputation (CSMI), I create a unique dataset which allows me to examine the demographic profile of lesbian, gay, and bisexual (LGB) populations at the national and state levels. I then measure the prevalence of discrimination experienced by these groups in the labor market through regression analyses and decompositions of wages. Finally, I examine the effectiveness of sexual orientation nondiscrimination policies at the state level. My analyses show that LGB people make up just over four percent of the national population, a sizeable minority though smaller than popular and historical estimates. I show that LGB people tend to be younger, more racially and ethnically diverse, and slightly more educated than the heterosexual majority. However, LGB people are also more likely to be unemployed, more likely to be living below the poverty line, and less likely to have health insurance than heterosexual people. I find that lesbian women and gay men earn a wage premium over similarly situated heterosexual women and men while bisexual men and women experience a significant wage penalty relative to heterosexual men and women. After cataloguing and analyzing all state-level sexual orientation nondiscrimination policies for textual themes, I test for policy effectiveness. My analyses suggest that while policies raise the wages of all workers, the specific effects of policies on LGB workers’ wages are inconsistent, suggesting other factors play a role in shaping wage differentials. / Sociology

Thesis advisor: Theodore Papageorgiou / This dissertation addresses questions in the labor market with a focus on firms. In the first chapter, I examine different learning opportunities across firms by distinguishing learning from coworkers and firms. The second chapter studies firm organizational spillovers. In the third chapter, I investigate how exporting affects firms' hiring decisions in the entry-level labor market. Chapter 1: This chapter examines and separately identifies two types of learning at the workplace: learning from coworkers and learning from firms. I consider a structural model of idea flows in a competitive market where workers' compensation consists of learning, amenities, and wages. Workers accumulate human capital by interacting with their coworkers and directly from their firm. Using German employee-employer matched data, I exploit a clustering method to classify firms into learning and amenity groups. Then I allow learning functions to differ across groups and separately estimate firm learning and coworker learning parameters. Amenity value is estimated from switchers by relying on features of the model. I find that both types of learning are significant, consistent with previous studies examining each learning type separately. There is significant heterogeneity across firms of different types: some firms provide workers with more firm learning, while in others, workers' learning mostly comes from their coworkers. The relationship between two non-wage compensation also varies across workers. I explore the implication of the findings for inequality. Chapter 2: In this chapter, Div Bhagia and I study whether the organizational decisions of new entrants in a market are influenced by the hierarchical structure of their incumbent peers. Using matched employer-employee data from Brazil, we classify establishments into one to four-layer entities and examine how a new entrant’s decision to add an organizational layer varies with the average number of layers of other establishments in their industry and location. To address the potential endogeneity of peers’ layers, we construct an instrument based on layers of other establishments in peers’ firms that operate in different markets. We find that new entrants are twice as likely to add a layer within five years if their average peer has one more layer at the time of entry. Our results suggest that organizational structure spillovers can provide a new source of agglomeration advantages. We also find that the influence of peers is stronger in more similar industries. Additionally, we show that new entrants with high-layer peers hire more workers from within the market in the newly created layers, indicating personnel exchanges as a mechanism for organizational spillovers. Chapter 3: I investigate the impact of exporting on hiring decisions in the entry-level labor market. Firms face higher opportunity costs of foregone output when they hire inexperienced workers, who require more training than experienced workers. Using Korean establishment-level data, where I distinctively observe experienced and inexperienced new hires, I show that exporting firms hire fewer inexperienced workers but more experienced workers than non-exporting firms. Moreover, foreign market opportunities further induce exporters to favor experienced workers. This finding suggests that high export opportunities, which increase the opportunity costs of training, may increase barriers to better jobs in the entry-level labor market for young workers. / Thesis (PhD) — Boston College, 2023. / Submitted to: Boston College. Graduate School of Arts and Sciences. / Discipline: Economics.

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No description available.

Ethnic discrimination in employment decisions has received increasing attention and is one of several explanatory models for why Sweden has an ethnically segregated labor market. The purpose of this study is to contribute to an increased understanding of how recruiters reflect on the ethnically segregated labor market and anonymous job applications. The purpose is answered with the questions of how recruiters relate to the ethnically segregated labor market, which individual and structural explanations they raise and how recruiters view anonymous job applications. Previous research shows that ethnic discrimination is a reflection of the segregated labor market and that anonymous job applications has positive effects in terms of interview requests for immigrants. This study is based on qualitative semi-structured interviews with recruitment and staffing companies. Three companies whose method is anonymous and two companies with non- anonymous methods. The results show that recruiters describe the ethnically segregated labor market as a result of both structural and individual explanations. Recruiters discuss the anonymous job applications in terms of having generally more advantages than disadvantages, where the main advantage is the anonymisation of candidates in order to reduce the risk for sources of error in the recruitment process. / Etnisk diskriminering vid anställningsbeslut är ett uppmärksammat ämne och är en av flera förklaringsmodeller till varför Sverige har en etnisk segregerad arbetsmarknad. Syftet med denna studie är att bidra till en ökad förståelse för hur rekryterare reflekterar kring den etniskt segregerade arbetsmarknaden och anonyma ansökningsprocesser. Syftet besvaras med hjälp av frågeställningarna hur rekryterare förhåller sig till den etniskt segregerade arbetsmarknaden, vilka individuella och strukturella förklaringar de beskriver samt hur rekryterare ser på anonyma ansökningsprocesser. Tidigare forskning påvisar att etnisk diskriminering är en återspegling av den segregerade arbetsmarknaden och att anonyma ansökningsprocesser har positiva effekter vad gäller intervjuförfrågningar för immigranter. Studie baseras på kvalitativa semistrukturerade intervjuer med rekryterings- och bemanningsföretag. Intervjuerna genomförs på tre företag vars ansökningsprocess är anonym och två företag som inte använder en anonym ansökningsprocess. Resultatet visar att rekryterare beskriver den etnisk segregerade arbetsmarknaden till följd av både strukturella och individuella förklaringar. Rekryterare uppvisar övergripande fler fördelar än nackdelar med anonyma ansökningsprocesser. Den främsta fördelen är att anonymisering av kandidater minskar risken för felkällor i rekryteringsprocessen.

This study presents the results from the first-ever correspondence test to study hiring discrimination against disabled individuals in the Swedish labor market. Fictitious applications (N = 768) were sent to employers posting cleaner jobs on the Swedish Public Employment Service.The findings in this thesis suggest that disabled applicants are being discriminated against when applying for cleaning jobs in the Swedish labor market. Disabled applicants were less likely to receive a positive employer response than non-disabled applicants, which was evident for both male and female applicants. Moreover, the findings also suggest that non-disabled male applicants were less likely to receive positive employer responses than disabled female applicants, indicating that male applicants are especially subject to discrimination when applying for cleaning jobs in the Swedish labor market. These findings imply that the labor market policy Samhall fail to fulfill its goal of improving the chances of disabled individuals entering the regular labor market.

The European migration context has changed drastically in recent years because of the eastward enlargements of the European Union (EU) in 2004 and 2007. Almost all citizens of the 28 EU member states now have the right to live and work in any of the other EU countries. The demise of borders and removal of formal labor market access restrictions within the EU has spurred substantial east to west migration. This dissertation explored how recent and more established Polish migrants experience and navigate the labor market in Berlin, Germany, given these recent regulatory changes. The study focused in particular on the role of Polish migrants' social ties as well as regulatory and institutional factors. The research involved six months of fieldwork in Berlin that resulted in 44 in-depth interviews with Polish migrants and key informants. The interviews not only gave insights into how Polish migrants integrate into Berlin's labor market but also shed light on the reasons for their migration and various other aspects of their lives. The most striking finding of the study is that Poles have not formed a cohesive community in the city and commonly experience co-ethnic social ties as a "social tax", rather than sources of social capital. The study suggests that a number of national policies as well as Berlin's geographic proximity help explain the absence of a unified and supportive Polish community in the city. Another key finding of the study is that Polish migrants are commonly channeled into irregular, precarious and even exploitive work arrangements in Berlin, especially in the domestic service, hospitality and construction sector. They continue to face a range of informal barriers that push many of them into the margins of Berlin's labor market, despite the abolishment of formal labor market access restrictions. / Geography

This thesis deals with women going back to the labour market after maternity leave. The aim is to highlight the problems of women who return to the labor market after a long pause of working. The introduction deals with discrimination and concepts such as gender mainstreaming and anti-discrimination law. Another chapter is dedicated to family policy in the Czech Republic, concepts such as maternity and parental leave, tools how to help women returning to the labour market. The final part of my paper is dedicated to empirical research I have conducted on women, who were after maternity leave and either joined the labour market or were looking for work. In my paper, I am trying to express difficulties and issues women are encountering after finishing the parental leave and also possibilities how to prepare themselves best for return to the labour market.

Wong Wo Ping. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2004. / Includes bibliographical references (leaves 140-145). / Abstracts in English and Chinese. / List of Tables --- p.3 / List of Figures --- p.4 / Chapter Chapter 1 --- Introduction --- p.5 / Chapter 1.1 --- Research Background --- p.5 / Chapter 1.2 --- Choosing janitors as research topic --- p.6 / Chapter 1.3 --- Labor supply and labor demand --- p.6 / Chapter 1.4 --- Dual or segmented labor market theory --- p.8 / Chapter 1.5 --- From labor control to political apparatuses of production --- p.8 / Chapter 1.6 --- Beyond Production --- p.10 / Chapter 1.7 --- Overview of this research --- p.13 / Chapter Chapter 2 --- Literature Review --- p.15 / Chapter 2.1 --- Definition of marginal labor --- p.15 / Chapter 2.2 --- The polarization and deteriorating of working condition --- p.17 / Chapter 2.3 --- Explanation of the trend --- p.17 / Chapter 2.4 --- Neo-classical economics theory of labor market --- p.26 / Chapter 2.5 --- Dual (Segmented) labor market theory --- p.31 / Chapter 2.6 --- Politic of production --- p.32 / Chapter 2.7 --- Sub si stent demand --- p.36 / Chapter 2.8 --- Availability of alternate job opportunities --- p.38 / Chapter 2.9 --- Integrating the economics and sociology disciplines --- p.39 / Chapter Chapter 3 --- Methodology --- p.43 / Chapter 3.1 --- Source of data --- p.43 / Chapter 3.2 --- Discussion for my methodology --- p.47 / Chapter 3.3 --- Problem of representativenss --- p.48 / Chapter Chapter 4 --- Macro Pictures of the Janitory Industry of Public Housing Estates --- p.50 / Chapter 4.1. --- The Overall Economic Background of Hong Kong --- p.50 / Chapter 4.2. --- Cleaning Service in Public Housing Estates --- p.54 / Chapter 4.3 --- Characteristics of Janitors in Public Housing Estates --- p.62 / Chapter 4.4. --- Macro situation in the janitory labor market --- p.68 / Chapter 4.5. --- The labor market situation of the janitors working in Public Housing Estates --- p.84 / Chapter Chapter 5 --- Production Politics of Janitors in Public Housing Estates --- p.88 / Chapter 5.1 --- Production relations under a hegemonic regime --- p.88 / Chapter 5.2 --- Structural constrain of resistance under despotic regime --- p.96 / Chapter 5.3 --- Subjectivity of the janitors --- p.107 / Chapter 5.4 --- Conclusion --- p.109 / Chapter Chapter 6 --- Subsistence Demand and Job Mobility----Supply in the Labor Market --- p.110 / Chapter 6.1 --- Subsistence demand of janitors --- p.111 / Chapter 6.2 --- The availability of other job choices --- p.120 / Chapter 6.3 --- Conclusion --- p.127 / Chapter Chapter 7 --- Conclusion --- p.129 / Chapter 7.1 --- Overview of this research --- p.129 / Chapter 7.2 --- The implication of this study as a study of marginal workers in Hong Kong --- p.133 / Chapter 7.3 --- Theoretical implication of this study --- p.134 / Appendix I General Information of the Informants --- p.138 / Appendix II Interview Questions --- p.139 / List of Reference --- p.141

Há uma relação recíproca entre um dos objetivos das ciências administrativas – aumentar a produtividade do trabalho – e o crescimento do desemprego. Contudo, este tema é pouco explorado nessa área do conhecimento. Estudos que tratam direta ou indiretamente desta problemática costumam considerar que os desempregados ou são agentes empreendedores ou estão excluídos das relações de trabalho. Intentamos abordar este tema superando essas abordagens duais. Defendemos a tese de que os desempregados compõem um estrato populacional denominado exército de reserva (ER) e que este pode cumprir, no atual estágio de desenvolvimento das forças produtivas, um duplo papel, qual seja: regulador do preço da força de trabalho e agente contestatório do sociometabolismo do capital. Fundamentados, principalmente, nos estudos de Marx, Oliveira e Iasi, analisamos o mercado de trabalho tal como representado por instituições de pesquisas nacionais e internacionais e os dados coletados junto aos integrantes de um movimentos social formado por desempregados, o Movimento dos Trabalhadores Desempregados (MTD). O método dialético permitiu reconstituir o movimento dos múltiplos determinantes que sintetizaram a possibilidade de alterações qualitativas em parte do contingente em questão. Concluímos que o ER cumpre função estrutural econômica e ideológica de regular o preço da força de trabalho devido a, basicamente, dois fatores: 1) como superpopulação fluente, é uma reserva de força de trabalho que tende a deprimir o preço desta mercadoria à níveis crescentemente inferiores; 2) enquanto força de trabalho não utilizada diretamente pelo capitalista no processo de produção, os membros do ER, em sua manifestação como superpopulação estagnada, tendem a efetuarem trabalhos, seja na considerada economia informal seja na economia doméstica ou ainda na economia subterrânea, que satisfazem necessidades dos membros do exército ativo (EA) e do exército de reserva em sua manifestação fluente. Ao oferecerem produtos e serviços à baixo custo ao EA e ao próprio exército de reserva, a superpopulação estagnada colabora para o rebaixamento do valor da mercadoria força de trabalho, tendo em vista que esta, segundo a lei do valor, deve equivaler ao valor dos produtos necessários a sua reprodução. Defendemos, portanto, que no atual modo de produção capitalista em países periféricos opera-se, gradativamente, uma mudança qualitativa na consciência de classe desta parcela da classe trabalhadora que, sobretudo após o advento da reestruturação produtiva, apresenta tendência crescente de reposição contínua, isto é, mudança quantitativa que tem sido oportunizada, dentre outros fatores, pelo desenvolvimento do conhecimento administrativo. / There is a mutual relation between one of the administrative sciences objectives – increase labor productivity and unemployment growth. However, this theme is little exploited in this knowledge field. Studies which deal direct or indirectly with this problematic usually consider that unemployed people can be enterprising agents or are excluded from labor relations. We intended to address this theme overcoming these dual approaches. We defend the thesis that unemployed people are part of a population extract known as reserve army (RA) which can have, in the current stage of production forces, a double role, namely: regulator of the labor force price and oppositional agent of the capital’s social metabolism. Based, mainly, on the studies of Marx, Oliveira and Iasi, we analyze the labor market as it is represented by national and international research institutions and through collected data among the members of a social movement formed of unemployed people, the Unemployed Workers Movement (MTD). The dialectical method allowed us to reconstitute the movement of multiple determinants that synthesized the possibility of qualitative changes in part of the mentioned contingent. We have concluded that the RA performs an economic and ideological structural function of regulating the labor force price basically due to two factors: 1) as a fluent super population, it is a reserve of labor force, which depresses the price of this merchandise to levels increasingly inferiors; 2) as a labor force not directly used by the capitalist in the production process, the members of the RA, on their expression as a stagnant super population, tend to make works, whether in the so called informal economy, whether in the domestic economy or even in the underground economy, that satisfy needs of both the active army (AA) and the reserve army on its fluent manifestation. When offering products and services with low cost to the AA and even for the reserve army, the stagnant super population contributes to depreciate the value of the labor force merchandise, taking into consideration that according to the value law, this must be equivalent to the value of the products needed for its reproduction. The reserve army can play the role of oppositional subject whereas the concrete conditions of its pauperism tension the movement of formation and the construction of struggle organizational forms, enabling the constitution of a class consciousness process mediated by moments of denial and consent to the capital‟s social metabolism. We defend, therefore, that in the current capitalist way of production in peripheral countries a qualitative change gradually occurs in class consciousness of this portion of class-of-labor that shows, especially after the advent of productive restructuring, an increasing tendency of continuous replacement, that is, quantitative change which have been possible, among other factors, by the development of the administrative knowledge.