ECON 138 Quiz Question Bank w_o answers
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Economics of Discrimination Question Bank, broken up by paper & topic [multiple answers can be correct and not all of them will make sense – GOOD LUCK] OAXACA DECOMPOSITION Suppose that, on average, men earn $17 an hour and have an average of 15 years of schooling. Women earn $15 an hour and have an average of 14 years of schooling. If the estimated return to schooling for men is 0.30 (implying that each additional year of schooling translates into an additional 30 cents per hour) and the returns for schooling for women is 0.2, then the gender gap in schooling explains: ●
15% of the wage gap between men and women. ●
10% of the wage gap between men and women. ●
60% of the wage gap between men and women. ●
15% or 10% of the wage gap depending on the returns to schooling number used. ●
20% or 30% of the wage gap depending on the returns to schooling number used For questions 5-10, consider a labor market for men and women with two types of workers in each group, high ability (H types), and low ability (L types). H types among men and women have a productivity of 70 and L types among men and women have a productivity of 30. Among women 2/3rds are H types, and 1/3rd are L types, and among men ½ are H types, and ½ L types. An employer is aware of all the above information, but is unable to observe types when he meets a man or a woman. What is the gender wage gap? ●
Women on average make 2/3rds more than men. ●
Men on average make 30 cents more than women. ●
Men and women make the same on average, so no wage gap. ●
Women on average make around 12% more than men. Consider a labor market for men and women with two types of workers in each group, high ability (H types), and low ability (L types). H types among men and women have a productivity of 70 and L types among men and women have a productivity of 30. Among women 2/3rds are H types, and 1/3rd are L types, and among men ½ are H types, and ½ L types. Suppose affirmative action for women reduces the cost of college for all women to 10. What happens to the average wage gaps between men and women? Recall that employers know the shares of H and L types, but cannot observe individual types. ●
Women on average make around 12% more than men. ●
Women on average will make 40% more than men. ●
Men will make 40% more than women. ●
Women on average make 2/3rds more than men. In a Oaxaca decomposition, the “unexplained” portion of the wage gap is typically thought to ●
Overstate the true extent of discrimination if there are no unobservable skill differences between the groups. ●
Overstate the true extent of discrimination if discrimination leads to observable skill differences between the groups. Which of the following are true statements about the Oaxaca decomposition: ●
Statement C: the unexplained part of the decomposition gives a perfectly accurate quantification of discrimination ●
Statement A: the ”unexplained” portion of the decomposition typically consists of differences in slopes across groups (multiplied by a group mean in independent variable) ●
Statement B: “explained” portion of the decomposition typically consists of differences in X’s or observed variables across groups (multiplied by some slope parameter) ●
None of the statements are true ●
Statements A and B are both true
Suppose there is a sudden decrease in women's labor force participation. How would you expect this to affect the gender wage gap? Assume we start from a baseline with w_f / w_m < 1. ●
The gender wage gap should get larger. ●
The gender wage gap should not change. ●
The gender wage gap should get smaller. This question is based off of Thursday's breakout room. Suppose Senator Fraenkel thinks a tax on male hiring will help narrow the gender wage gap. She will charge employers a tax t
on every man that they hire. There is no such tax on female employment. What is the inequality condition for firms that only hire women in the presence of this tax? ●
w_f (1+d_f) < w_m + t ●
w_f (1+d_f) > w_m ●
w_f (1+d_f) > w_m + t ●
w_f (1+d_f) > t We discussed the graph on page 3 of the W1Quiz_pictures.pdf, available in the intro to this quiz, in breakout rooms. What fraction of the wage gap between Group A and Group B is unexplained by differences in schooling? ●
10% ●
80% ●
20% ●
50% Suppose that, on average, men earn $20 an hour and have an average of 15 years of schooling. Women earn $15 an hour and have an average of 14 years of schooling. If the estimated return to schooling for men is 0.30 (implying that each additional year of schooling translates into an additional 30 cents per hour), then the gender gap in schooling explains: ●
20% of the wage gap between men and women ●
More than 100% of the wage gap between men and women ●
15% of the wage gap between men and women ●
None of the wage gap between men and women ●
6% of the wage gap between men and women
Consider Figures 1 and 2. Which of the following are accurate conclusions? ●
The gender wage gap is lower when we include control variables. ●
The gender wage gap increases as a woman ages through her 20s and early 30s, but lowers later in life. ●
Women are discriminated against in the labor market. ●
The gender wage gap has gotten smaller over time, with women born in 1978 facing a much lower gap than women born in 1943 at age 30. True or false: The gender wage gap for women is at its highest when women are nearing retirement (ages 55-65). ●
True ●
False
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True or false: When calculating wage gaps, we include control variables so that we can "explain" as much of the gap as possible with observable characteristics, such as education and work histories. The "unexplained" portion includes unobservable characteristics. ●
True ●
False True or false: One firm conclusion from this course is that wage gaps are entirely driven by differences in preferences across groups, rather than by differences in constraints or by discrimination. ●
True ●
False Refer to Figure 1. What percent of the wage gap between Group A and Group B is unexplained by differences in schooling, using Group A’s slope as a baseline? Please enter the number only here (don't include %): ●
80 Refer to Figure 1. What dollar amount of the wage gap between Group A and Group B is unexplained by differences in schooling, using Group A’s slope as a baseline? Please enter the number only here (don't include $): ●
400
What is/are the parameter(s) in the regression function below that capture(s) the unexplained portion of the black-white wage gap. Wage = beta1*state + beta2*education + beta3*part-time + beta4*industry/occupation + beta5*age + beta6*black ●
Alpha ●
beta1 ●
beta2 ●
beta3 ●
beta4 ●
beta5 ●
beta6 Under which circumstance(s) will the unexplained part of the wage gap understate the extent of discrimination? ●
If differences in observable characteristics are themselves be the result of discrimination ●
If differences in observable characteristics are themselves be the result of discrimination. ●
If we have measurement errors in wage. ●
If we only have data for wAomen who have a college degree. Consider the following table from Neal & Johnson (1995). Which of the following statements are true:
●
Black men have 19.6% lower wages when controlling for years of schooling. ●
Hispanic women have lower wages when controlling for test scores. This estimate is statistically significant. ●
Controlling for test scores makes the coefficient for Black men smaller (in absolute terms). ●
Being a black woman decreases wages by -$1.55, controlling for years of schooling. ●
Age is statistically insignificant across all specifications. Refer to the following graph. ●
80% of the wage gap between groups A and B is unexplained by differences in schooling. ●
13.2% of the wage gap between groups A and B is unexplained by differences in schooling. ●
$100 of the total wage gap between groups A and B is explained by differences in schooling. ●
$66 of the total wage gap between groups A and B is unexplained by differences in schooling. TASTE-BASED DISCRIMINATION THEORY This question is based on Thursday's breakout room. Suppose employers care about overall productivity Z, which is made up of two components, X and Y, such that Z=X+Y (and employers know this productivity function). Suppose there are two groups (male and female) whose average Zs are the same (i.e. Z_M =Z_F), but X_M < X_F and Y_M > Y_F (and again, employers know these population averages). (Averages are given by bold font.) Researchers decide to run a resume-based audit study where they randomize names based on gender (using typically male or female names) but hold constant Y. They provide no information on X. Which of the following would suggest taste-based discrimination? ●
The call-back rate is the same for both sexes. ●
The call-back rate is higher for men than for women ●
We can't use differences in call-back rates to find suggestive evidence of taste-based discrimination because there's too many other factors that are different across the resumes. ●
The call-back rate is higher for women than for men Audit studies, broadly speaking, attempt to understand the degree to which employers engage in preference-based discrimination: ●
True ●
False
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This question is based on Thursday's breakout room. Suppose employers care about overall productivity Z, which is made up of two components, X and Y, such that Z=X+Y (and employers know this productivity function). Suppose there are two groups (male and female) whose average Zs are the same (i.e. Z_M =Z_F), but X_M < X_F and Y_M > Y_F (and again, employers know these population averages). (Averages are given by bold font.) Researchers decide to run a resume-based audit study where they randomize names based on gender (using typically male or female names) but hold constant Y. They provide no information on X. Now suppose the researchers provide information on both X and Y on the resumes. Which of the following are accurate conclusions? ●
If call-back rates are different, there is evidence of taste-based discrimination. ●
If call-back rates are different, there could be statistical discrimination, as employers could be making predictions about productivity based on differences across men and women. As we discussed in lecture, personal prejudice against LGB people has been falling over the last few decades. At the same time, the lesbian earnings penalty has remained persistently small (relative to that of gay men), or has even been found to be a small premium. These wage gaps have not changed much over the last few decades. This suggests that lesbian wage gaps are most unlikely to be driven by which one of the following? ●
statistical discrimination ●
taste-based discrimination ●
differences in household formation ●
differences in gender typicality As we discussed in lecture, personal prejudice against LGB people has been falling over the last few decades. At the same time, the gay male earnings penalty has been shrinking (i.e. gay men's wages are increasing). These two facts suggest that the gay male wage penalty is primarily driven by which one of the following? ●
household formation ●
Taste-based discrimination ●
differences in gender typicality ●
statistical discrimination Imagine a shirt factory where productivity is perfectly observed as the number of shirts a person can piece together in an hour. Men and women are equally productive at producing shirts, but women are paid less at this company. Which theory of discrimination could this be consistent with? ●
Preference-based discrimination ●
Statistical discrimination ●
Either (a) or (b) ●
Neither (a) nor (b) Consider a labor market for men and women with two types of workers in each group, high ability (H types), and low ability (L types). H types among men and women have a productivity of 70 and L types among men and women have a productivity of 30. Among women 2/3rds are H types, and 1/3rd are L types, and among men ½ are H types, and ½ L types. In this economy suppose you find instead that men and women are paid the same on average. What theory of discrimination might best suit this finding? ●
Statistical discrimination ●
No theory of discrimination is needed since men and women are paid the same ●
Taste-based discrimination What does the coefficient d represent in Becker's model of preference-based discrimination? ●
The extra monetary cost that comes with hiring members of a particular group
●
The difference in productivity between different groups of workers ●
Employer distaste for hiring members of a particular group What does the coefficient d represent in Becker's model of preference-based discrimination? ●
The extra psychological cost that comes with hiring members of a particular group ●
The difference in wages between the two groups ●
Employer distaste for hiring members of a particular group What does the coefficient d represent in Becker's model of preference-based discrimination? ●
The difference in productivity between different groups of workers ●
The difference in wages between the two groups ●
Employer distaste for hiring members of a particular group Which of the following determines the wage gap between men and women in the Becker model? ●
The marginal employer, who is just indifferent between hiring men and women ●
The most discriminatory employer, since she earns the most profit ●
The average employer, who possess the average level of discrimination in the market ●
The least discriminatory employer, since she earns the most profit This question is in the context of the Becker model from class. Consider a firm with d = 0. If the equilibrium wage rate is higher for women than for men (WF > WM), then the firm will hire: ●
Only women ●
Equal numbers of men and women ●
Only men ●
More men than women ●
More women than men Consider a firm with d
> 0 in the Becker model. If W_f (1 + d) < W_m,
then the firm will hire: ●
More women than men ●
More men than women ●
Only women ●
Only men ●
Equal numbers of men and women This question is in the context of the Becker model from class. Suppose Firm A and Firm B sell their output in the same output market, purchase inputs in the same input markets and use the same production technology. Suppose the owners of Firm A and Firm B hire only women, with the following inequality true: WF(1 + dA) < WM and WF(1 + dB) < WM. If the discrimination coefficient is higher for Firm A than Firm B (
dA > dB
), then which of the following statements is true? ●
Firm B will earn higher profits ●
Both firms will earn the same profits ●
Firm A will earn higher profits ●
Both firms will earn less profit than they would if they had d=0 This question is in the context of the Becker model from class. Suppose Firm A and Firm B sell their output in the same output market, purchase inputs in the same input markets and use the same production technology. The only difference between the two firms is that Firm A hires only women and Firm B hires only men. That is: W_F(1 + d_A) < W_M
and W_F(1 + d_B) > W_M. Which firm will earn a higher profit? ●
Both firms earn the same profit. ●
Firm A
●
Their relative profit cannot be determined. ●
Firm B Why do economists in the Becker framework care about the marginal employer and not the average employer? ●
Because you can have labor markets with firms that discriminate and still find no evidence of wage gaps ●
Because the marginal employer is always a discriminating employer in the Becker model ●
The statement is wrong: economists actually care about the average employer in the Becker model Which model of discrimination predicts that discriminatory firms will earn lower profits? ●
Becker’s model of preference-based discrimination ●
Models of statistical discrimination. ●
Both ●
Neither According to Murphy's "How Gary Becker saw the Scourge of Discrimination", which of the following may be a way for non-discriminating firms to increase their profits? ●
Non-discriminating firms can hire white workers to appeal to their customers, if their customers have a sufficiently large preference for white workers ●
Non-discriminating firms can hire Black workers, who have a lower equilibrium wage rate ●
Non-discriminating firms can move to areas without minority populations ●
Non-discriminating firms should hire fewer white or Black workers than discriminating firms Consider a perfectly competitive labor market in which there are equal numbers of male and female workers. The wages of men and women are unknown. Now consider two companies in the market: Company A has discriminatory preferences against women (
d = 0.5), but Company B does not have discriminatory preferences against women (
d = 0). Which of these statements is true? ●
Company A will earn a lower profit than Company B. ●
If women earn lower wages, Company B will only hire women. ●
If more women enter the labor market, women’s relative wages will decrease. ●
In a competitive market, Company A will be driven out of business. ●
More than one of these statements must be true. The Becker model suggests that if enough non-discriminatory employers entered the market it is possible that we might observe no wage differentials across groups (say men and women, or Blacks and whites), even though some
firms may be be racist and sexist. ●
I need more information to answer this question ●
True: what matters is the marginal employer, not the average employer ●
False: even 1 discriminatory employer implies there has to be a wage differential According to the Becker model of preference based discrimination on the part of employers, it is true that firms maximize utility and not profits. What does this mean? ●
It means that firms are willing to take less profits in order to be discriminatory, since being discriminatory gives them utility ●
All answers are correct ●
It means that firms are unaware that they can make more profits if they stopped discriminating
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●
It means that employees only want to work at firms that don’t discriminate, hence employees are maximizing their utility and by consequence, the firm’s utility Suppose that employers in the United States have discriminatory preferences against Mexican immigrants. All else equal, as the number of discriminatory firms decrease over time, the theory of preference-based discrimination would predict that: ●
The relative wages of Mexican immigrants would increase. ●
The relative wages of Mexican immigrants would decrease. ●
The relative wages of Mexican immigrants would stay the same. ●
The change in the relative wage of Mexican immigrants would depend on whether Mexican immigrants are gross complements or gross substitutes with other workers. Consider a company that does not have discriminatory preferences against women (d = 0). In a world with preference-based discrimination where women’s wages are less than men’s wages, who will that company hire? ●
Only men ●
Only women ●
They are indifferent between hiring men and women. ●
Exactly equal amounts of men and women. ●
They will be driven out of business in a competitive market, so nobody. Suppose that employers in the United States have discriminatory preferences against Asian-Americans. All else equal, as the number of discriminatory firms decrease over time, the theory of preference-based discrimination would predict that: ●
Asian-American relative wages would increase ●
Asian-American relative wages would stay the same ●
Asian-American relative wages would decrease ●
It depends on whether Asian-Americans are gross substitutes or gross complements with other workers Consider that the one child policy led to more sex selective abortions and more men vs women. Using the models we learned in class, what might the one child policy do to gender wage gaps in China if employers in China discriminate on the basis of taste against women? ●
The supply curve for women in the labor market will shift right/down, so the gender wage gap will be larger. ●
The supply curve for women in the labor market will shift left/up, so the gender wage gap will be larger. ●
The supply curve for women in the labor market will shift left/up, so the gender wage gap will be smaller. ●
The demand curve for women in the labor market will shift left/up, so the gender wage gap will be larger. A firm must decide how many black and white workers to hire. Suppose black and white workers are equally productive, but the market wage for black workers is $10, and the market wage for white workers is $13. What will the racial composition of the workers hired be if the firm does not have discriminatory preferences toward either group (i.e. d=0)? ●
The firm will only hire white workers. ●
More information is needed. ●
The firm is indifferent between hiring black and white workers, so it will be a mix. ●
The firm will only hire black workers.
A firm must decide how many black and white workers to hire. Suppose black and white workers are equally productive, but the market wage for black workers is $10, and the market wage for white workers is $13. What will the racial composition of the workers hired be if the firm has a coefficient of discrimination against black workers equal to d=0.1? ●
The firm will only hire black workers. ●
The firm will only hire white workers. ●
The firm is indifferent between hiring black and white workers, so it will be a mix. ●
More information is needed. A firm must decide how many black and white workers to hire. Suppose black and white workers are equally productive, but the market wage for black workers is $10, and the market wage for white workers is $13. What will the racial composition of the workers hired be if the firm has a coefficient of discrimination against black workers equal to d=0.4? ●
More information is needed. ●
The firm will only hire black workers. ●
The firm will only hire white workers. ●
The firm is indifferent between hiring black and white workers, so it will be a mix. Suppose black and white workers are equally productive, but the market wage for black workers is $10, and the market wage for white workers is $13. True or false: a firm with a discriminatory coefficient against black workers of d=0 will make higher economic profit than a firm with a discriminatory coefficient against black workers of d=0.4. ●
True ●
False Consider a firm with d
> 0, under all the assumptions we made in class. If W_F (1 + d) > W_M
, then the firm will hire: ●
Only men ●
Only women ●
More women than men ●
More men than women ●
Equal numbers of men and women Which of the following are predictions from Becker's model? ●
The wage gap depends on labor supply ●
In a competitive equilibrium, there should be no discriminating firms ●
The wage gap depends on the overall level of discrimination ●
The marginal employer's level of discrimination determines the wage gap Consider three firms. Firm A has d=0, Firm B has d=0.2, and Firm C has d=0.5. The market-clearing wage for women is lower than that for men. Which firm hires the most women? ●
It depends on whether Firm B or Firm C choose to hire any men. ●
Firm A ●
Firm B ●
Firm C Suppose Firm A and Firm B hire only women. That is: W_F(1 + d_A) < W_M and W_F(1 + d_B) < W_M. If the discrimination coefficient is higher for Firm A than Firm B (
d_A > d_B
), then which of the following statements is correct? ●
Firm A will earn higher economic profits ●
Firm B will hire more women than Firm A ●
Firm B will earn higher economic profits
●
Firm A will hire more women than Firm B Consider a production function ࠵?(
࠵?)
= √
࠵?
, and the price of the product is given as 8, and the wage is given as 4. What's the optimal labor for the company to hire? 1 Which part of the lines in this graph represent the demand curve made up of firms preferable to hire woman? ●
The horizontal part of the red line. ●
The downward part of the red line. ●
The blue line. Read the table below and choose the correct statement(s). ●
The last hired employee is more likely to be black if there are more black customers. ●
The last hired employee is more likely to be black if there are more hispanic customers. ●
The association between the last employee's ethnicity and customer's composition is stronger when there is more customer contact in the working environment. ●
The association between the last employee's ethnicity and customer's composition is the strongest in blue collar work. STATISTICAL DISCRIMINATION THEORY Which of the following are examples of statistical discrimination? ●
If a home buyer doesn't buy a home in a Black neighborhood because he believes Black people are more likely to be criminals.
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●
If people avoided Chinese food restaurants at the beginning of the COVID pandemic because they believed Chinese people were more likely to carry the virus. (Note: we will have a guest lecture next week from a researcher who showed that this happened!) ●
If a home buyer doesn't buy a home in a Black neighborhood because faces a psychological cost when interacting with Black people. ●
If an employer doesn't hire a woman because he believes she is more likely to quit the job after starting a family. ●
If a car insurance company charges higher prices to young men because they are more likely to get in an accident ●
If someone renting out their apartment doesn’t rent to an Arab American even though they have the same likelihood of paying rent on time. ●
If a recruiter has full information about athletes’ performance, and offers an African American athlete with better performance a contract for more money than a White athlete with poorer performance. We discussed several reasons that sellers may offer different prices to different groups in settings with flexible prices. Which of the following reasons reflect forms of statistical discrimination? ●
groups may have different search or negotiation costs ●
groups may have different incomes (and so different inferred willingness to pay) ●
some groups may have less information about the haggling process ●
some groups may be disliked by the dealership's customers If police officers statistically discriminate against Black citizens because they believe that Black people are more likely than White people to be engaged in criminal activities, then: ●
only White officers should be more likely to search Black motorists than White motorists. ●
only Black officers should be more likely to search Black motorists than White motorists. ●
both Black and White officers should be more likely to search Black motorists than White motorists. In the case of statistical discrimination, wage gaps across two groups can arise because of: ●
Differences in the average true ability of the groups ●
Productivity signals are that known to employers, even if true average ability is the same ●
Factors that do not relate to productivity of individuals, but that can cause prejudice on the part of employers ●
Differences in the weight given to the signal that relates to underlying ability Consider the standard set up for thinking about statistical discrimination from previous classes (groups have same average productivity, but one group has a lower slope on the signal component – call this group women). A govt issues a minimum wage requirement. Which of the following is true: ●
Since the min wage is mandatory, signals will not matter ●
At any given min wage, employers will hire low signal men and high signal women ●
At a high enough min wage, employers will hire low signal men and high signal women ●
None of the above – need more information to ascertain this Which of the following are examples of statistical discrimination? ●
If people avoided Chinese food restaurants at the beginning of the COVID pandemic because they believed Chinese people were more likely to carry the virus. (Note: we will have a guest lecture in a few weeks from a researcher who showed that this happened!) ●
If a manufacturer doesn't hire men because he believes they are less productive than women. ●
If doctors give Black people less pain medication than White people because they believe they have a higher pain tolerance.
●
If a manufacturer doesn't hire Hispanic people because he doesn't like them. Which of the following are examples of statistical discrimination? ●
Car insurance companies charge higher prices to men than women because the companies believe men are more likely to get into an accident. ●
An employer chooses not to hire Black workers because he believes having Black employees will make White customers less likely to visit his store. ●
Banks are more likely to give loans to married couples than single people because banks believe married couples are less likely to default. ●
Parole boards are less likely to grant parole to African-Americans than whites because the members of the parole board believe African-Americans are more likely to recidivate (i.e. commit another crime). In our model of statistical discrimination, employers observe worker's
y
with y = θ
+ ε
.
Recall that y is a metric of everything the employer knows about the worker, θ
is true productivity, and μ
is the mean of θ
taken across all workers. As in class, assume the error ε
is normally distributed with mean 0. Suppose that in addition to knowing μ and observing y
, employers also observed θ
. What would they pay the worker? ●
Θ
●
y ●
(1 - β
)μ + β
y
●
μ Which of the following are conclusions from Moro's paper on statistical discrimination? ●
Statistical discrimination can lead to both efficient and inefficient outcomes. ●
If firms statistically discriminate, then over time they'll learn more about the workers' productivity and rely less on the group mean productivity to determine their wages ●
Groups that are discriminated against could achieve higher productivity if employers didn't treat them differently than the privileged group. ●
If firms statistically discriminate against Black workers because they think they're not as productive as White workers, Black workers have a lower incentive to invest in the skills required to become more productive, and so they are likely to become less productive than White workers even if they hadn't been previously. According to class discussion and lecture, why does Prof Bharadwaj think it is important to study statistical discrimination? ●
Because all group level differences in labor market outcomes is due to discrimination, and statistics helps prove this. ●
To understand whether group level differences in the labor market outcomes differ due to information/signal extraction problems about individual productivity. ●
To suggest that discrimination in labor market outcomes is “fair” and “just”. ●
Because he loves theories that are far removed from reality. If firms can perfectly observe workers' productivity, then we know that the observed wage gap between two groups cannot be explained by: ●
taste-based discrimination ●
either type of discrimination could explain this ●
statistical discrimination In the model of statistical discrimination discussed in class, employers are trying to decide:
1.
How much to pay men or women 2.
How many women and men to hire 3.
Whether they should be utility or profit-maximizing 4.
The average productivity of men and women This question is based on Thursday's breakout room. Suppose employers care about overall productivity Z, which is made up of two components, X and Y, such that Z=X+Y (and employers know this productivity function). Suppose there are two groups (male and female) whose average Zs are the same (i.e. Z_M =Z_F), but X_M < X_F and Y_M > Y_F (and again, employers know these population averages). (Averages are given by bold font.) Researchers decide to run a resume-based audit study where they randomize names based on gender (using typically male or female names) but hold constant Y. They provide no information on X. Which of the following results would provide suggestive evidence of statistical discrimination? ●
The call-back rate is the same for both sexes. ●
We can't use differences in call-back rates to find evidence of statistical discrimination. ●
The call-back rate is higher for women than for men. ●
The call-back rate is higher for men than for women. Consider the statistical discrimination graph of how the signal y relates to the employers ‘best guess’ of true productivity, E(
࠵?
|y). The quality of the signal is better for group W, so ࠵?
!
> ࠵?
"
. The groups have the same average ࠵?
>0. The signal y becomes a better predictor for group B than it was before, and the same quality of predictor for group W. In words, the new slope for Black individuals (࠵?
"
′)
becomes steeper, but not as steep as the slope for White individuals. In math, (0 < ࠵?
"
< ࠵?
"
′ < ࠵?
!
)
. True or false, the Black-White wage gap gets smaller at all levels of y? Hint: μ stays the same.
True False [Other version of the above question, signal for B gets flatter. Same Q, answer is now False]
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[next question is too hard, but potential exam question:] Consider the statistical discrimination graph of how the signal y relates to the employers ‘best guess’ of true productivity, E(
࠵?
|y). The quality of the signal is better for group W, so ࠵?
!
> ࠵?
"
. The groups have the same average ࠵?
> 0
. To be hired for the job, the employer wants someone whose expected productivity is above average, so E(
࠵?
|y)>μ. If y becomes a better predictor for group B than it was before, and the same quality of predictor for group W, what happens to the minimum y that someone from group B needs to be hired? Hint: μ stays the same. Select all possible answers. [NOTE: would need to clarify at or above average vs strictly above average.]
The minimum y that someone from group B needs to be hired becomes larger The minimum y that someone from group B needs to be hired becomes smaller The minimum y that someone from group B needs to be hired stays the same [correct if threshold=mu] The minimum y that someone from group B needs will still be larger than that for group W The minimum y that someone from group B needs will become smaller than that for group W We discussed the Altonji & Pierret and Bohren, Imas, & Rosenberg papers in class. These papers talk about how we would expect wages to change over time depending on if it is caused by taste-based or statistical discrimination. Conditional on being hired, how might we expect someone’s wage to change over time as the employer can learn more about them? Select all that apply. 1.
Under the taste-based Becker model, the wages for the group that is discriminated against would increase over time. 2.
Under the taste-based Becker model, the wages for the group that is discriminated against would stay the same over time. 3.
Under the taste-based Becker model, the wages for the group that is discriminated against would decrease over time. 4.
Under the statistical model, the wages for the group that is discriminated against would become more like true productivity θ
and less like the signal y.
5.
Under the statistical model, the wages for the group that is discriminated against would become less like true productivity θ
and more like the signal y.
Which of the following models best describe the main findings of Bohren, Imas, and Rosenberg (2019): 1.
Statistical discrimination with accurate beliefs 2.
Taste based discrimination 3.
Statistical discrimination with inaccurate/biased beliefs 4.
No discrimination Consider a situation where you are choosing a math tutor. Assume that tutors who identify as men are less likely to be organized. As such, everyone (including you) prefers tutors who do not identify as men (i.e. women, non-binary individuals, etc.) when they do not know exactly how organized they are. Which of the following are possible in this scenario? 1.
People initially choose tutors who identify as men
2.
People initially choose tutors who are women, non-binary, etc (who do not identify as men)
3.
Over time, tutors who identify as men and are organized will get a good reputation and will be hired as tutors more often
4.
Over time, tutors who identify as men and are organized will never be hired more often because people don’t like them REDLINING IN SAN DIEGO We discussed the history of redlining and institutional discrimination in San Diego in class. Which of the following statements is/are true about San Diego’s history of institutional discrimination: A.
The HOLC maps from 1935 still broadly correlate with property values in San Diego today. B.
Redlining maps and neighborhood descriptions in San Diego viewed “white” neighborhoods as being better relative to neighborhoods that had more racial diversity. C.
Barrio Logan experienced declines in its residential population as a result of city zoning laws that allowed auto junkyards to be built in that neighborhood. D.
Despite its history of redlining, San Diego’s wealthy neighborhoods such as La Jolla and UTC are seen as extremely racially diverse. SIGNALING MODELS Consider a labor market for men and women with two types of workers in each group, high ability (H types), and low ability (L types). H types among men and women have a productivity of 70 and L types among men and women have a productivity of 30. Among women 2/3rds are H types, and 1/3rd are L types, and among men ½ are H types, and ½ L types. Suppose employers have distaste towards H type women, but not towards L type women. In a world where college is a possibility (with the same costs as above), what might happen to college attendance and wages for women? ●
Depending on the level of distaste, H type women might still go to college ●
The wage gap between L and H type women will go down
●
Employer distaste raises the cost of going to college for women, so fewer of them will go to college ●
Depending on the level of distaste, women may not go to college at all Consider a signaling problem like the one we went over in class. One-half of the population is high-type and one-half is low-type. Employers can only view signals of productivity, not true productivity. The productivity of a high-type person is 200 and the productivity of a low-type person is 100. If neither type goes to college, high-types are paid a wage of _____ and low-types are paid a wage of ____.Please write your answers as integers and do not include dollar signs! ●
150 ●
150 Consider a signaling problem like the one we went over in class. One-half of the population is high-type and one-half is low-type. Employers can only view signals of productivity, not true productivity. The productivity of a high-type person is 200 and the productivity of a low-type person is 100. Suppose college costs 10 for high-types and 80 for low-types. Then, (write either "high" or "low" without the quotes) types go to college. High-types have overall utility equal to ____ and low-types have utility equal to ____. Please write your answers as integers and do not include dollar signs! ●
High ●
190 ●
100 Consider a labor market for men and women with two types of workers in each group, high ability (H types), and low ability (L types). H types among men have a productivity of 45 and L types among men have a productivity of 35. H types among women have a productivity of 80, and L types among women have a productivity of 40. There are equal proportions of each type within men and women. An employer is aware of all the above information, but is unable to observe types when she meets a man or a woman. Fill in the blank: the expected productivity for men is ____ and the expected productivity for women is _____. Please fill in the blank with a numerical answer in order to get credit. ●
40 ●
60 Same setup as Q1: Consider a labor market for men and women with two types of workers in each group, high ability (H types), and low ability (L types). H types among men have a productivity of 45 and L types among men have a productivity of 35. H types among women have a productivity of 80, and L types among women have a productivity of 40. There are equal proportions of each type within men and women. An employer is aware of all the above information, but is unable to observe types when she meets a man or a woman. What is the gender wage gap? ●
40 ●
30 ●
There is no gender wage gap ●
20 Consider the standard set up for thinking about statistical discrimination from lecture (groups have same average productivity, but one group has a lower slope on the signal component – call this group SDSU graduates, and call the group with the higher slope UCSD graduates). The government issues a minimum wage requirement. Which of the following is true: ●
At any given minimum wage, employers will hire low signal UCSD grads and high signal SDSU grads ●
Only at a high enough minimum wage, employers will hire low signal UCSD grads and high signal SDSU grads
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●
At a low enough minimum wage, employers will hire UCSD and SDSU grads of any signal type ●
Since the minimum wage is mandatory, signals don't matter! Suppose State University only accepts applicants whose expected college GPA is 3.0 or higher, and it bases its admissions decisions solely an applicant’s SAT scores and whether the applicant in US-born or foreign born. There is no difference in either the average ability or average SAT scores of foreign-born and US-born applicants, but while SAT scores are an excellent predictor of college GPA for US-born applicants, they are a poor predictor of college GPA for foreign-born applicants. Based on this information, which of the following would you expect? ●
The cutoff SAT score used for admitting foreign-born students will be higher than the cutoff SAT score used for admitting US-born students. ●
The cutoff SAT score used for admitting foreign-born students will be lower than the cutoff SAT score used for admitting US-born students. ●
C. The cutoff SAT score used for admitting foreign-born students and US-born students will be the same. ●
D. All of the above are possible and the answer depends on the specifics of how this problem is drawn. Suppose a company is hiring graduates from Harvard and Yale and they want to hire people with very high predicted productivity. All they use to predict productivity is where they went to school and their GPA. There is no difference in average ability or average GPA between students at Harvard and Yale. However, while Yale GPAs are excellent predictors of performance at this company, Harvard GPAs are not. The company hires very few graduates and the cutoff for expected productivity is well above average. What will be true about the GPA cutoffs for the two schools? ●
The cutoff for Harvard will be higher. ●
The cutoff for Yale will be higher. ●
The cutoffs will be the same. ●
There is not enough information to answer this question. Suppose State University only accepts applicants whose expected college GPA is 3.0 or higher, and it bases its admissions decisions solely on an applicant’s SAT scores and whether the applicant is US-born or foreign born. There is no difference in either the average ability or average SAT scores of foreign-born and US-born applicants, but while SAT scores are an excellent predictor of college GPA for US-born applicants, they are a poor predictor of college GPA for foreign-born applicants. Based on this information, which of the following would you expect? ●
We don't have enough information to ascertain this. ●
The cutoff SAT score used for admitting foreign-born students will be higher than the cutoff SAT score used for admitting US-born students. ●
The cutoff SAT score used for admitting foreign-born students will be lower than the cutoff SAT score used for admitting US-born students. ●
The cutoff SAT score used for admitting foreign-born students and US-born students will be the same. Suppose the UCSD Economics PhD Program only accepts applicants whose expected graduate school GPA is 3.5 or higher, and it bases its admissions decisions solely on an applicant's undergraduate GPA and whether the applicant majored in something rigorous (like economics) or something more relaxed (like basket-weaving). There is no difference in either the average ability or average undergrad GPA of economics-major and basket-weaving-major applicants, but undergrad GPA is a great indicator of graduate school GPA for the economics majors, and not such a great indicator for the basket-weavers. Based on this information, what do you expect?
●
The cutoff scores could be anything. ●
The cutoff undergraduate GPA used for admitting economics majors will be higher than that for basket-weavers ●
The cutoff scores will be the same for the two groups ●
The cutoff undergraduate GPA used for admitting basket-weavers will be higher than that for economics majors Consider the standard set up for thinking about statistical discrimination from previous classes (groups have same average productivity, but one group has a lower slope on the signal component – call this group women). Neither group has a zero y-intercept. A government issues a minimum wage requirement. Which of the following is true: ●
At a low enough minimum wage, employers will hire men and women of any signal type. ●
At a low enough minimum wage, employers will hire high signal men and low signal women ●
At a low enough minimum wage, employers will hire women of any signal type and only higher signal men. ●
At a high enough minimum wage, employers will hire low signal men and high signal women PAPERS Darity et al. 2004, “An Introduction to Stratification Economics” According to the article by Darity et al, which of the following statements is/are true about stratification economics? A.
Stratification economics integrates economics, sociology, and social psychology. B.
Stratification economics presumes the rationality of discrimination (i.e. discrimination is functional in promoting the privileged group’s relative status). C.
Stratification economics looks beyond individual factors to structural factors that preserve the relative status of dominant groups. D.
Stratification economics emphasizes the role of genetic differences in explaining group outcomes. E.
Akerlof & Kranton (2000), “Economics and Identity” According to the article on Identity and Economics by Akerlof and Kranton (2000): A.
Incorporating identity-based payoffs helps explain persistent patterns of occupational segregation that have previously not been possible. B.
Their model gives a theoretical structure for how the women’s movement may have impacted the labor market. C.
Their model incorporates identity, a person’s sense of self, affects economic outcomes. D.
Incorporating identity into the utility function can help explain behavior that appears detrimental. Consider the model described in the “Economics of Identity” (Akerlof and Kranton 2000). Which of the following are consistent with their model of utility and identity? See equations below. U
j
=U
j
(a
j
, a
-j
, I
j
) I
j
= I
j
(a
j
, a
-j
; c
j
, e
j
, P) A. An individual’s payoff is a function of their own actions.
B. An individual’s payoff is a function of others’ actions. C. The payoff to a given action depends on the individual’s identity. Neal and Johnson (1995), “Role of Pre-Market Factors in Black-White Wage Differences” According to the article by Neal and Johnson “Role of Pre-Market Factors in Black- White Wage Differences” which we discussed in class: ●
Controlling for just years of schooling relative to test scores can overstate the black- white wage gap ●
Controlling for years of schooling explains most of the black-white wage gap ●
The disadvantages faced by black workers in the labor market mainly stems from the obstacles they face in the labor market due to discrimination from employers ●
All of the above Which of the following are conclusions from "The Role of Premarket Factors in Black-White Wage Gaps" by Neal and Johnson (1996)? ●
The Black-White earnings gap shrinks after including a control for pre-labor market skills. ●
The Black-White earnings gap shrinks after including a control for IQ. ●
Unequal access to good childhood education could drive differences in AFQT scores across racial groups. ●
AFQT scores must be racially biased, similar to SAT/ACT scores. According to the article by Neal and Johnson: ●
Controlling for test scores (measured by AFQT) explains a large portion of the Black-
White wage gap for men ●
Controlling for just years of schooling explains more than half of the Black-White wage gap for men ●
The disadvantages faced by Black workers (men and women) in the labor market mainly stems from the obstacles they face as children in acquiring human capital ●
The key measure for ability (AFQT) is likely to be biased in favor of White workers What is a problem with using AFQT scores as measures of innate ability (like The Bell Curve did)? ●
They are measured after people have accumulated human capital from things like grade school. ●
Neal and Johnson claim that the AFQT could be biased against different racial groups. ●
A and B ●
Nothing; they are good measures. Chetty et al (2020), “Race and Economic Opportunity in the United States” Which of the following statements about economic mobility is consistent with the readings assigned for class “Race and Economic Opportunity in the United States” by Chetty et al.? ●
The differences in mobility between blacks and whites are primarily driven by men. ●
When you look within a neighborhood or city, mobility for black and white men are the same. ●
All answers are correct. ●
Mobility for Hispanics is the same as the mobility for whites.
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Which of the following are findings from Chetty et al, "Race and Economic Opportunity in the United States"? ●
Black-White gaps are bigger in high-poverty neighborhoods. ●
Differences in intergenerational mobility between Black and White families are driven by differences across White and Black men. ●
At low parent income ranks, Black intergenerational mobility is very similar to that of American Indians. ●
At the median parent income (rank 50 out of 100), the average Asian child will have a higher household income than the average White, Hispanic, American Indian, or Black child in his mid-to-
late 30s. Which of the following statements about economic mobility is correct? ●
Among Hispanics, rates of upward mobility across generations are only slightly lower than those of whites. ●
Among Asians whose parents were born in the United States, rates of upward mobility across generations are similar to those of whites. ●
Among blacks and Indian Americans, rates of upward mobility are substantially lower than rates of upward mobility among other groups. ●
All of the above. ●
None of the above Which of the following statements about economic mobility is correct? ●
Differences in family characteristics – parental marriage rates, education, wealth – and differences in ability explain very little of the black-white gap. ●
In 99% of neighborhoods in the United States, black boys earn less in adulthood than white boys who grow up in families with comparable income. ●
Both black and white boys have better outcomes in low-poverty areas, but black-white gaps are bigger in such neighborhoods. ●
All of the above ●
None of the above We discussed the graph on page 2 of the W1Quiz_pictures.pdf, available in the intro to this quiz, in class. Which of the following statements is true: ●
The upward intergenerational mobility among whites whose parents earned below the 20th percentile is greater than the intergenerational mobility among Blacks whose parents earned below the 20th percentile. ●
For Blacks and whites, there is upward intergenerational mobility among families whose parents earned below the 20th percentile, but downward mobility for parents who earned above the 80th percentile. ●
Asians have the highest intergenerational mobility among all groups. ●
This graph shows that Black parents in general are poorer relative to white parents.
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According to the article by Chetty et al “Race and Economic Opportunity in the United States…” ●
Even after controlling for highly disaggregated measures of geography like census block, the black-white gap in mobility for men persists ●
After controlling for income, differences in family characteristics (parental marriage rates, education, wealth) explain a significant portion of black-white gap in mobility for men ●
Black-white income gap is driven by differences in men’s outcomes, not women’s outcomes ●
Incarceration rates are higher for black men relative to white men, even conditional on parental income percentile Jennifer Doleac Brookings (2017), “Do body-worn cameras improve police behavior?” In Jennifer Doleac’s Brookings article, “Do body-worn cameras improve police behavior?”, she describes a randomized control trial in Washington, D.C. that tested the effect of police body-worn cameras on excessive use of force. This study found no effect. What might explain this result? ●
Washington, D.C. has already implemented many policies to reduce excessive use of force, so the margin for improvement might be much smaller than in other cities. ●
The widespread presence of cell phones means that police already act as though they are being recorded without wearing body cameras. ●
The result cannot possibly be true; body-worn cameras must have an effect on police behavior. ●
Body-worn cameras do not change police behavior; that is, police are just as likely to use excessive force when they are being video-recorded as when they are not. Bertrand and Mullainathan (2003), “Are Emily and Greg More Employable than Lakisha and Jamal?”) According to the article by Betrand and Mullainathan (“Are Emily and Greg more employable…”) ●
The resume audit study confirms the hypothesis of statistical discrimination ●
The resume audit study confirms the hypothesis of taste based discrimination ●
No conclusive proof of either model
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In Bertrand and Mullainathan's paper, "Are Emily and Greg more employable than Lakisha and Jamal? A field experiment on labor market discrimination," they find resumes with Black-sounding names receive fewer callbacks. They hypothesize this is likely because of: ●
Statistical discrimination, as mothers of daughters with Black-sounding names are less educated than mothers of daughters with White-sounding names. ●
Attention discrimination, with employers likely not reading resumes further after seeing a Black name. ●
Taste-based discrimination, because the racial gap in callbacks was higher for customer-facing jobs. ●
Statistical discrimination, because employers judged Black resumes to be less likely to fulfill job requirements. Why do Bertrand and Mullainathan randomize the white and black sounding names in their study? ●
They don’t want to use names that could belong to a real person applying for the job. ●
They want to interpret the differential response in call rates as attributable only to the racial affiliation of the names. ●
They don’t want employers to figure out that they are part of an experiment. ●
There would be too many names to choose from if they didn’t randomize. ●
All of the above. What are some of the critiques of audit studies like the ones discussed in class: ●
Audit studies typically cannot measure whether someone actually receives a job offer ●
Audit studies equalize only one component of what might be a multidimensional set of characteristics that firms might care about, so it is unclear what is learned from such an exercise ●
Audit studies can cause more prejudice among employers ●
Audit studies (like resume name randomization) have the potential to waste employers time with fake resume Which is NOT a criticism of audit and correspondence studies? ●
They target entry level jobs, so it’s not informative about other positions. ●
They usually do not pin down theories of discrimination. ●
There are ethical concerns about wasting the employer’s time. ●
They do not control for observable differences between groups. ●
Outcomes like callbacks are not necessarily informative about other parts of the hiring process. Bartos et al. (2016), Attention Discrimination: Theory and Field Experiments with Monitoring
Information Acquisition (True or False) According to Bartos et al. (2016)’s model of “attention discrimination,” in situations where the number of applicants for a job is high, and the number of applicants eventually chosen is small, we would expect applicants from negatively-stereotyped groups to receive more attention. Ian Ayres and Peter Siegelman(1995), Race and Gender Discrimination in Bargaining for a New Car ●
Black buyers receive lower prices in Black neighborhoods. ●
non-White-males were more than 2.5x likely to be asked how they got to the dealership
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●
Dealers were more likely to ask non-White-males to sign a purchase order, put down a deposit, or “bump” their price Bryson and Chevalier (2014), “Is there a ‘taste’ for discrimination?” The article by Bryson and Chevalier, "Is there a 'taste for discrimination'?", finds that there is no racial discrimination in the hiring decisions of fantasy soccer league "employers". Which of the following are potential explanations for how this lack of racial discrimination might not be representative of real-life labor markets? ●
Most real-life labor markets are racially segregated. ●
Fantasy soccer league "employers" do not have to interact with the soccer players they hire, nor do they have any customers that interact with them. ●
People are more likely to racially discriminate if they can do so privately, and so this study overestimated the amount of racial bias in hiring since no one knew if an "employer" only hired White players. ●
A soccer player's productivity is easily measured with statistics so they escape statistical discrimination, unlike the broader labor market where it's harder to provide such clean estimates of productivity. Jayachandran (2015), “The Roots of Gender Inequality in Developing Countries” In "The Roots of Gender Inequality in Developing Countries”, Jayachandran claims that economic growth helps increase female labor force participation by which of the following mechanisms? ●
As economies grow they quickly abandon cultural practices that inhibit female labor force participation ●
Economic growth is usually accompanied by medical advances that might benefit women leading to women entering the labor force. ●
Economic growth makes home production less labor-intensive. ●
Economic growth generally leads to sectoral shifts which lead to less reliance on physical labor and more on services. According to Jayachandran’s article, “The Roots of Gender Inequality in Developing Countries”, which of following are true: ●
India and China are outliers when it comes to son preference (sex ratio at birth). ●
In many poor countries, the desire for sons and constricted opportunities for women are exacerbated by cultural practices and norms. ●
Skewed sex ratio at birth and GDP per capita are somewhat positively correlated in developing countries. ●
The r-squared in all her figures shows the average gender gap for the outcome that is being measured. State the correct inference drawn from the graph linked below, from Jayachandran: ●
India and China have seen an increase in population over time despite policy efforts to lower population ●
Male-female sex ratios in India and China have risen sharply in recent decades ●
China's economic growth is higher than India’s between 1980-2010
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●
Stringent population control policies can help lower skewed sex ratios at birth.
Which one of the following most closely describes the issue of "missing women”? ●
Women in developing countries are focused on household production and thus are missing from the labor market. ●
Preference for sons causes parents to favor male children over female children, either through sex-selective abortion, female infanticide, or prioritizing lifesaving resources such as food and vaccinations for male children. ●
Women tend to migrate away from developing countries. ●
Women in developing countries are less likely to have children than in developed countries, so fertility rates are lower. What are some causes of gender discrimination in developing countries? ●
Home production is labor-intensive so women have no time to work outside the home. ●
Fertility is high and risky, so women are discouraged from investing in their human capital. ●
Cultural norms such as patrilocality, dowries, and old-age support. ●
The returns to physical skill are high when capital is low. Which of the following could be factors that lead to/explain gender gaps in the developing context? A. High fertility and risky childbirth B. High return to physical skills C. Labor intensive home production D. Cultural norms, e.g. old age support Suppose there exists a Country F where pregnant women are more likely to abort female fetuses than male fetuses due to a preference for sons over daughters. This has resulted in a case of “missing women”. What example of discrimination presented in class suggests that an abortion ban may not completely correct Country F's ‘missing women’ problem? ●
In India, the majority of the population believe that it is ok for a husband to beat his wife. ●
In India, pregnant women are more likely to be anemic when carrying a male fetus. ●
In India, pregnant women get more and higher quality prenatal care when carrying male fetuses than female fetuses. ●
In India, sons are preferred over daughters because sons are more likely to take care of their parents when they get older.
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What is the main takeaway of this graph from Jayachandran (2015)? A. There is a negative relationship between GDP per capita and perceptions about the ability of women (relative to men). B. There is a positive relationship between GDP per capita and perceptions about the ability of women (relative to men). C. Increasing GDP per capita causally increases the number of people who agree that men make better business executives than women. D. Increasing the number of people who agree that men make better business executives than women causally increases GDP per capita. What is the main takeaway of this graph from Jayachandran (2015)?
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A. There is a negative relationship between GDP per capita and tertiary education enrollment rates of women (relative to men). B. There is a positive relationship between GDP per capita and the tertiary education enrollment rates of women (relative to men). C. Increasing GDP per capita causally increases the ratio of male to female tertiary enrollment. D. Increasing the ratio of male to female tertiary enrollment causally increases GDP per capita. True or False: The idea of missing women is that there are fewer women alive than there should be, relative to men. This is documented using population ratios. A. True B. False Bharadwaj and Nelson “Discrimination Begins in the Womb: Evidence of Sex-Selective Prenatal Investments” Consider the table in Quiz10_table.pdf posted under Modules / Week 10 PDFs. Based on this table, which of the following are boys in India more likely to receive than girls? ●
Hugs ●
Prenatal care ●
Non-home delivery ●
Tetanus shot
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The main takeaway from Bharadwaj & Nelson “Discrimination begins in the womb” is that laws banning sex-selective abortion will stop all forms of pre-natal gender discrimination. A. True B. False Agan and Starr (2017) “Ban the Box” Which of the following are conclusions made in Agan and Starr's "Ban the Box"? ●
When employers cannot ask about previous criminal behavior, they are equally as likely to call back Black workers as they are White workers. ●
Employers are accurate in their beliefs about racial disparities in prior conviction rates. ●
They find conclusive proof of taste-based discrimination against Black workers. ●
When employers cannot ask about previous criminal behavior, they are much less likely to call back Black workers. What are the three dimensions that Agan and Starr difference over in their triple difference empirical result from "Ban the Box, Criminal Records, and Racial Discrimination: A Field Experiment"? ●
White and Black callback rates ●
Employers who included the box on their job applications prior to the policy change and employers who never included the box ●
Felons and non-felons ●
Before and after the "Ban the Box" policy change According to "Ban the Box", which of the following are true statements about firms that asked about felony status in the pre-period (i.e. "box removers")? ●
Black and White felon resumes were less likely to receive a callback than their non-felon own-race resumes. ●
Black felon resumes were more likely to receive a callback after "Ban the Box"
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●
Non-felon resumes of both races were hurt by "Ban the Box" ●
There were small racial disparities in call-back rates in the pre-period. Antonovics and Knight (2004), “A New Look at Racial Profiling: Evidence from the Boston Police Department” The paper by Antonovics and Knight finds evidence which suggests: ●
Black officers search white drivers more than Black drivers, but white officers search Black drivers a lot more than white drivers ●
Taste-based discrimination could be a potential source for the differences in search rates ●
Black drivers are searched more by both white and Black officers ●
When there is a match between officer and driver race (ex: Black officer and Black driver), search rates conditional on a stop are lower than when there is no match Which of the following do Antonovics and Knight find in their paper, "A New Look at Racial Profiling: Evidence from the Boston Police Department"? ●
Their results are most consistent with taste-based discrimination. ●
Their results are most consistent with statistical discrimination, since officers of all races search drivers at the same rates. ●
Civilians are more likely to be searched during traffic stops with an officer of a different race. ●
Civilians are less likely to be searched by a different-race officer than by a same-race officer when they are in their neighborhood of residence. Aksoy, Carpenter, and Frank (2016), “Sexual Orientation and Earnings: How Being in a Partnership Matters” The paper "Sexual Orientation and Earnings: How Being in a Partnership Matters" by Aksoy, Carpenter, and Frank found evidence consistent with which of the following hypotheses? ●
Finding labor market gaps are driven by married couples is consistent with taste-based discrimination if married gay men are more "out" than single gay men. ●
The authors find gaps in labor market outcomes are larger for married LGB people. ●
Married gay men face a wage penalty and married lesbian women face a wage premium, consistent with theories of household specialization. ●
The authors only find results for unmarried gay and lesbian people, suggesting that there is taste-
based discrimination against unwed LGB people. Which of the following results from Aksoy et al (2016) provide evidence that LGB wage gaps are driven by household specialization? ●
Partnered gay men are less likely to work full-time than partnered heterosexual men ●
Partnered gay/lesbian people are visibly LGB, and so it may be easier for their employers to discriminate against them ●
Partnered lesbians are more likely to work full-time than partnered heterosexual women ●
All effects for partnered lesbians/gay men are larger (in absolute value) in the partnered subsample than in the overall sample (which includes single people) Aksoy et. al.'s paper, "Sexual Orientation and Earnings: How Being in a Partnership Matters", finds that partnered gay men earn ____ than partnered straight men, and partnered lesbians earn ____ than partnered straight women. ●
Less ●
More In writing assignment two, Carpenter found a gay-straight wage premium in favor of gay men; that is, gay men earn 10% more than straight men. Suppose Carpenter adds a control variable indicating the number
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of children in each man's household into his calculation of the wage gap, and he finds that the wage gap increases to 15%. Which of the following stories are consistent with this finding? ●
Having children causes a man's wages to fall, and gay men have fewer children. ●
Adding control variables always decreases the wage gap. ●
Having children causes a man's wage to increase, and gay men have fewer children. ●
Adding control variables always increases the wage gap. The paper "Sexual Orientation and Earnings: How Being in a Partnership Matters" by Aksoy, Carpenter, and Frank found evidence consistent with which of the following hypotheses? ● Finding labor market gaps are driven by married couples is consistent with taste-based discrimination if single gay men are more "out" than married gay men. ● The authors find gaps in labor market outcomes are larger for married LGB people. ● Married gay men face a wage penalty and married lesbian women face a wage premium, consistent with theories of household specialization. ● The authors only find results for unmarried gay and lesbian people, suggesting that there is taste-based discrimination against unwed LGB people. Bleemer (2020), “Affirmative Action, Mismatch, and Economic Mobility” Which of the following are findings from Bleemer (2020)? ●
URM UC applicants earned similar wages as non-URM applicants 6+ years after applying ●
URM students were more likely to graduate post-Prop 209 ●
URM UC applicants were as likely as non-URM applicants to be employed in CA 6+ years after applying ●
URM students were more likely to stay in a STEM degree after Prop 209 According to Figure 1 on Quiz9_materials.pdf, URM students at the 70th Academic Index percentile were more likely to enroll at which of the following after Prop 209 (compared to before Prop 209)? ●
more selective UCs ●
less-selective UCs ●
none of the other answers ●
selective UCs
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Consider the papers by Antonovics and Backes (2014) and Bleemer (2020). Combining their results, which students' admissions prospects were hurt by Prop 209? ●
Thousands of URM students who did not even apply to UC campuses because of Prop 209 ●
Non-URM students with higher SAT math scores from wealthier households ●
URM students who were less likely to go to the most selective UC campuses ●
URM students with higher SAT math scores from wealthier households The theory of "mismatch" in affirmative action is: ●
URM students may get complacent after getting into an elite school and not work as hard, even if their academic preparation is the same as non-URM students ●
URM students that get into elite schools because of affirmative action may be better off attending lower-tier schools, because they do not have the academic preparation to excel at the elite school ●
URM students that get into elite schools because of affirmative action are better off attending the elite schools, because the prestige of the college attended matters more than GPA ●
An elite school with a mismatch problem has better outcomes for students at every level of academic preparation than lower-ranked schools Critics of affirmative action policies at the college level talk about the likelihood of ”mismatch” once such policies are instituted. According to class notes, which of the following is an example of “mismatch”: ●
Affirmative action can harm targeted students by placing them in academic situations for which they are poorly suited ●
Policies are targeted towards group that are not actually the group in need of greater representation, hence creating a mismatch ●
Minority students might not want affirmative action at engineering colleges, they might want quotas in other types of institutions After Prop 209 was approved, which of the following are accurate statements about the enrollment of under-represented minorities (URMs) at UC's? ●
Enrollment of URMs increased at UC Riverside. ●
Enrollment of URMs fell at UC Berkeley. ●
Berkeley's admission rates of URMs fell sharply and remained low after Prop 209, but remained relatively constant at UC Riverside and across all UCs. ●
Enrollment of URMs across all UCs fell slightly, only to gradually increase to higher levels than prior to Prop 209. Suppose there is explicit affirmative action at the college level in the UCs after November 2020 (Prop 16 passed/Prop 209 was repealed), and no affirmative action in USC since it is a private school not subject to Prop 16/209. A resume based audit study based on Black and White names is conducted before and after implementation of affirmative action at the college level. What would you predict about call back rates differentials between Black and White names from the UCs before and after Prop 209? Assume GPA is included on student resumes, GPA is a much stronger signal of student productivity than UC admission, and the repeal of Prop 209 does not make it easier for Black students to earn a higher GPA. ●
Call-back rates will be higher for Black students, because employers know they got into UC schools solely based on merit. ●
There will likely be no change to call-back rates because discrimination based on names is illegal. ●
Call-back rates will be lower for Black students, because employers may think they did not got into UC schools solely based on merit. ●
There will likely be no change to call-back rates, because employers can rely on GPA as a signal of student productivity.
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Suppose there is explicit affirmative action at the college level in the UCs after November 2020 (Prop 16 passed/Prop 209 was repealed), and no affirmative action in USC since it is a private school not subject to Prop 16/209. A resume based audit study based on Black and White names is conducted before and after implementation of affirmative action at the college level. What would you predict about call back rates differentials between Black and White names from the UCs before and after Prop 209? Now assume GPA is not included on student resumes, and UC admission is the best signal of productivity available on the resumes. ●
There will likely be no change to call-back rates, because employers can rely on GPA as a signal of student productivity. ●
There will likely be no change to call-back rates because discrimination based on names is illegal. ●
Call-back rates will be higher for Black students, because employers know they got into UC schools solely based on merit. ●
Call-back rates will be lower for Black students, because employers may think they did not got into UC schools solely based on merit. Antonovics and Backes (2014), “The effect of banning affirmative action on college admissions” After Prop 209 passed, Antonovics and Backes (2014) found that Berkeley put more weight on which of the following factors? (i.e. select the factors that became more predictive of whether or not an applicant was admitted) ●
high school GPA ●
SAT verbal ●
URM status ●
SAT math score According to the findings of Antonovics and Backes (2014), after Prop 209, UCs were able to restore some of their diversity goals by: ●
By placing less weight on parental educational and income ●
By placing more weight on high school GPA ●
By extensively recruiting minorities from high schools ●
Factoring race into account even though they were not supposed to Which of the following are findings from Antonovics and Backes (2014)? ●
URM students were subject to mismatch prior to Prop 209 ●
Admissions rates of URM students at UC Berkeley fell sharply after the implementation of Prop 209 and never rebounded ●
Admissions rates of URM students at UC Riverside fell sharply after the implementation of Prop 209, but eventually rebounded to their original levels ●
Admissions rates of URM students in the UC system fell after the implementation of Prop 209 “10 facts about Crime and Incarceration in the United States” According to the authors of “10 facts about Crime and Incarceration in the United States” which of the following is true: ●
There is nearly a 20 percent chance that an African American man without a high school diploma will be imprisoned by his mid-thirties ●
The majority of criminal offenders are under the age of 30 ●
Juvenile incarceration can have lasting impacts on a young person’s future ●
Federal and state policies have driven up the incarceration rates in the past 30 years Ang (2021), “The Effects of Police Violence on Inner-City Students”
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Which of the following are accurate statements about Desmond Ang's paper, "The Effects of Police Shootings on Inner-City Students"? ●
There is no effect of living near a police shooting on absenteeism in the short-term. ●
He uses a difference-in-difference design to compare students who live close to a police shooting (within 0.5 miles) to those who live farther away. ●
Living near a police shooting reduces the probability that students graduate high school or go to college. ●
He finds the most significant effects for White and Asian students. Which of the following are accurate conclusions from Figure 1 on Quiz6_Materials.pdf, from Desmond Ang's paper, "The Effects of Police Shootings on Inner-City Students"? ●
Treated students after the shooting have lower GPAs than they did prior to the shooting for multiple semesters. ●
Treated students have no big changes in their GPAs for several semesters before the shooting occurs. ●
Student GPAs never return to their pre-shooting level. ●
Treated student GPAs were already trending downward prior to the shooting. Figure 1 on Quiz8_materials.pdf demonstrates that: ●
Students affected in 11th grade face negative, statistically significant effects for their GPA, high school completion rate, and college enrollment ●
Effects on student achievement reduce over time, so by 12th grade students who were affected in 9th grade have small or null effects ●
Effects on student achievement are largest when students are in 9th or 10th grade at the time of the shooting ●
None of the answer choices are correct
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Cook et al. (2015), “The Mortality Consequences of Distinctly Black Names” Which of the following are conclusions from Cook et. al.'s paper "The Mortality Consequences of Distinctively Black Names"? ●
Black men with Black-sounding names were of higher socioeconomic status than men of any race without Black-sounding names ●
Black men with Black-sounding names were less likely to be married or have children than Black men without Black-sounding names ●
Black men had shorter lifespans if their father or son had a Black-sounding name ●
Black men with Black-sounding names were of higher socioeconomic status than Black men without Black-sounding names Which of the following are conclusions from Cook et. al.'s paper "The Mortality Consequences of Distinctively Black Names"? a)
Black-sounding names were protective because they were associated with higher-income families b)
Black-sounding names were protective because they were associated with marriage and having more children c)
Black-sounding names were protective because they were associated with higher rates of literacy d)
The authors do not have a clear causal mechanism for why men with Black-sounding names had longer lifespans What are the findings in the paper by Cook, Logan, and Parman (2015): ●
Socio-economic differences do not explain fully explain why African American men with distinctively Black names live longer ●
African Americans with distinctively Black names are discriminated against ●
African Americans with distinctively Black names get fewer call backs for job interviews
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●
African Americans with distinctively Black names live longer Burn and Martell (2020), “Gender Typicality and Sexual Minority Labor Market Differentials” Which of the following are conclusions from Burn and Martell (2020)? ●
Gay and bisexual women have higher incomes than straight women because they tend to have more masculine characteristics ●
Adherence to gender typicality does not have statistically different effects for LGB people ●
Gay and bisexual men have lower incomes than straight men because they tend to have more feminine characteristics ●
Adherence to gender typicality (AGT) describes most of the gay/straight wage gap, holding observable job characteristics constant Daly et al (2017), “Disappointing Facts about the Black-White Wage Gap” Which of the following are findings from Daly et al, "Disappointing Facts about the Black-White Wage Gap"? ●
The Black-White earnings gap has fallen over time. ●
The Black-White wage gap is always lower at higher degrees of education, for both sexes. ●
The largest contributor to the Black-White male wage gap is unexplained. ●
Black men face lower growth in unemployment rates than do White men during recessions. Which of the following statements about trends over time is true? ●
The gender wage gap without using controls has increased over time. ●
The unexplained portion of the black-white wage gap has increased over time. ●
Labor force participation for women has not changed since the 1960s. ●
Answers to questions concerning racial prejudice, such as opposition to interracial marriage, have not changed since the 1970s. ●
All of the above. According to Daly et. al., "Disappointing Facts about the Black-White Wage Gap", which of the following is the biggest contributor to the growth in the black-white wage gap over the last forty years? ●
The portion of the wage gap that is explained by full- or part-time status. ●
The unexplained portion of the wage gap, which includes factors like discrimination and differences in career opportunities. ●
The unexplained portion of the wage gap, which includes observable characteristics like differences in the number of years of schooling and full- or part-time status. ●
The portion of the wage gap that is explained by years of schooling. According to Daly et. al. "Disappointing Facts about the Black-White Wage Gap", which of the following makes up the largest part of the explained portion of the black-white wage gap for men? ●
Industry and occupation ●
Age ●
Educational attainment ●
Part-time status Fryer et al (2013), “Racial Disparities in Job Finding and Offered Wages” Which one of the following do Fryer et al (2013) use as their main measure of worker productivity in the paper "Racial Disparities in Job Finding and Offered Wages"? ●
Education ●
wage at first job
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●
years of experience in the labor force ●
wage at last job Loury (2014), “How to Mend Affirmative Action” In "How to Mend Affirmative Action”, Glenn Loury suggests which of the following might be a reason to not advocate for affirmative action: ●
Affirmative action is closely linked to poor voter turnout among Blacks ●
Affirmative action is a solution for statistical discrimination, but what really matters is taste based discrimination ●
Affirmative action can create workplace problems when white employees have to work alongside Black employees ●
Affirmative action can create a situation where lower standards for Blacks might lead Blacks to put in less effort Bohren (2019), “The Dynamics of Discrimination” Consider the results of the "Dynamics of Discrimination" (2019) paper we discussed in lecture. Suppose instead the authors found that novice female accounts received lower reputation than novice male accounts when asking questions, but advanced female accounts received equal reputation to advanced male accounts (with the same previous reputation) when asking questions. With which one model of discrimination would these results be most consistent? ●
preference-based discrimination ●
no model of discrimination would explain these results ●
belief-based (statistical) discrimination with accurate beliefs ●
belief-based (statistical) discrimination with inaccurate beliefs Fu and Sheng “From Fear to Hate: How a Pandemic Sparks Racial Animus in the United States” Which of the following are components of Lu and Sheng's strategy in "From Fear to Hate: How a Pandemic Sparks Racial Animus in the United States"? ●
Measure how use of anti-Asian slurs changes on Twitter and Google relative to the hour of a tweet from former President Trump linking China and COVID ●
Measure how use of anti-Asian slurs was different in other countries compared to the US ●
Measure how use of anti-Asian slurs changes on Twitter and Google relative to the first week of a COVID diagnosis in the local area ●
Compare use of anti-Asian slurs to anti-female slurs as a placebo test Hilger (2016), “Upward Mobility and Discrimination: The Case of Asian Americans” Consider Figure 1 on Quiz6_materials.pdf from Hilger's "Upward Mobility and Discrimination: The Case of Asian Americans." Points above 1 on the y-axis imply: ●
parents of age 1-17 year olds in a group are poorer than Asian parents of age 1-17 year olds in the same year ●
parents of age 1-17 year olds in a group are richer than Asian parents of age 1-17 year olds in the same year ●
a group's children in later censuses are poorer than Asian children in later censuses ●
a group's children in later censuses are richer than Asian children in later censuses
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Which of the following does Hilger find evidence for to explain why Asian Americans have higher intergenerational mobility than other groups who have also faced institutional racism? ●
Asian Americans migrated voluntarily ●
Early Asian American migrants had higher education levels, particularly those who had children ●
Asian Americans mostly settled on the West Coast which had more opportunity ●
Asian American culture promoted a strong work ethic. Alsan and Wanamaker (2018), “Tuskagee and the Health of Black Men” The main mechanism that Alsan and Wannamaker focus on in terms of describing black-white health gaps for men after Tuskegee is: ●
Black men have high rates of incarceration and therefore worse health outcomes ●
There are too few black doctors ●
Black men tend to have greater mistrust in the health care system ●
White women encourage white men to go to the doctor, but this is not true for blacks According to Table 1 in Quiz7_materials.pdf, older Black men who lived near Tuskegee post-1972: ●
had higher mortality ●
were significantly less likely to have any hospital admission ●
had significantly fewer nights in the hospital ●
were significantly less likely to have any outpatient visit
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Alsan and Wanamaker find their results in "Tuskegee and the Health of Black Men" are driven by which of the following? ●
Black men's general mistrust of institutions ●
Black men who are higher income (who may have been more likely to have studied Tuskegee in school) ●
Black men without children ●
Older Black men Figure 1 of Quiz7_materials.pdf finds that Black men have _____ mortality compared to Black women when they live closer to Tuskegee. ●
Higher
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Goncalves and Mello (2021), “A Few Bad Applies? Racial Bias in Policing” Consider Figure 2 on Quiz6_materials.pdf from Goncalves and Mello's paper "A Few Bad Apples? Racial Bias in Policing." Which of the following could potentially explain the differential bunching at 9 MPH by race? (Note this question is not asking what the paper found as the explanation; these are just hypotheses.) ●
Black and Hispanic drivers are less aware of the ticketing schedule, so when they speed they are more often at 10 MPH or 11 MPH than are White drivers. ●
Police officers discount White drivers' tickets (i.e. mark them down to 9MPH even if they were speeding at 10MPH) more often than they do for Black and Hispanic drivers. ●
Black and Hispanic drivers have fewer traffic stops. ●
White drivers have fewer traffic stops.
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Bertrand, Goldin, and Katz (2010), “Dynamics of the Gender Gap” According to Bertrand, Goldin, and Katz (dynamics of the gender gap article): ●
The pay gap between men and women is relatively constant throughout their working lives after an MBA ●
The gender pay gap is small right after graduation from an MBA but increases over time ●
Discrimination in the labor market is the leading cause of the gender pay gap ●
None of the above According to Bertrand, Goldin, and Katz ("Dynamics of the Gender Gap"): a) The gender pay gap can be explained by their control variables, but only in year zero b) The gender pay gap can be explained by their control variables, but only in years nine and 10+ c) The gender pay gap can never be explained by their control variables d) The gender pay gap can be explained by their control variables across the entire career trajectory Alsan et al (2019), “Does Diversity Matter for Health? Experimental Evidence from Oakland” Which of the following are conclusions from Table 2 on Quiz7_materials.pdf?
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●
In the post-consultation phase, patients with a Black doctor had a bigger increase in their take-up of services than patients with a non-Black doctor. ●
In the pre-consultation phase, the difference between selection of services was very slight between patients with a Black doctor compared to patients with a non-Black doctor. ●
The biggest gaps between take-up rates across Black and non-Black doctors was for the more invasive screening measures. ●
In panels A through D, all patients increased their take-up of services in the post-consultation stage. Which of the following do Alsan et. al. find as potential mechanisms for their results in "Does Diversity Matter for Health? Experimental Evidence from Oakland?" ●
Black doctors have higher rates of patient compliance ●
A higher fraction of Black doctors in the sample see at least five patients per week, so they have more experience persuading Black patients ●
The Black doctors in the sample went to better medical schools, so they may have had an easier time gaining Black men's trust ●
The Black doctors in the sample reported that they have an easier time persuading their Black patients than the non-Black doctors reported. According to the Oakland study on racial diversity among physicians: ●
Black men were more likely to choose invasive screenings after consultation with a Black doctor ●
Black men were equally likely to choose medical screenings from Black or white doctors before in person consultation ●
Black men were more likely to choose white doctors ●
Black men were more likely to choose Black doctors The study that found that black patients responded better to black doctors in Oakland used which of the following empirical methods to show causal impacts of the role of physician race on patient outcomes (the study was the reading in the Stanford Institute for Economic Policy Research news brief)
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●
Qualitative discussions with black physicians ●
Qualitative discussions with black and white patients ●
Randomized control trial ●
None of the above Charles and Guryan (2007), “Prejudice and the Economics of Discrimination” Which of the following do Charles and Guryan show? ●
Black-White wage gaps are larger in regions where a higher percent of White Americans are against interracial marriage or would not vote for a Black president. ●
Racial wage gaps are more closely related to the prejudice of the marginal person in the distribution than to the average person. ●
Racial wage gaps always go away quickly once they appear, because discriminating firms earn less profit than non-discriminating firms, and thus in a competitive setting they are driven out of the market. ●
Black-White wage gaps are higher in regions with a higher fraction of Black workers. Tilcsik (2011), “Pride and prejudice: Employment Discrimination against Openly Gay Men in the United States” In Tilcsik's paper "Pride and Prejudice: Employment Discrimination against Openly Gay Men in the United States", call-back rates for gay men were lower in which of the following: ●
areas without anti-discrimination laws ●
job postings that require stereotypical heterosexual male traits ●
conservative states ●
jobs with higher wages What is one obstacle that researchers face when attempting to identify discrimination in the labor market against gay men in the United States? ●
Sexuality can be measured on a spectrum, so identifying who is gay and who is straight presents challenges. ●
Large-scale surveys often don’t ask people about their sexuality. ●
Since sexuality can be hidden, identifying discriminatory employers is more difficult than identifying employers who discriminate based on race or gender. ●
All of the above Bursztyn et al (2017), “Acting Wife” Consider the results of the Acting Wife paper. Which of the following are potential explanations that are consistent with the results? ●
Single women are more humble in front of their peers than are married women, across all types of skills and not just those associated with ambition. ●
Single women want to signal their marriageability to their single male peers, and so they downplay their ambition in career surveys when their answers are made public. ●
Single women face a larger backlash than their married female peers when they are perceived as ambitious, and so they downplay their ambition in career surveys when their answers are made public. ●
Single women are less ambitious than married women. Chin (2005), “Long-Run Labor Market Effects of Japanese American Internment during World War II on Working-Age Male Internees”
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In Chin's paper, "Long-Run Labor Market Effects of Japanese American Internment during World War II on Working-Age Male Internees", which of the following does she use as a control group? ●
Younger Japanese Americans whose labor market decisions were not as affected by internment ●
Chinese Americans ●
Japanese Americans who live outside of the West Coast ●
White Americans Sarson (2017), “Interpreting Signals in the Labor Market: Evidence from Medical Referrals” Which of the following are findings from Heather Sarson's paper, discussed in the BOR W10 L2 video: https://www.youtube.com/watch?v=O2LcjoU6aAo&t=270s ●
When a female surgeon and a male surgeon each have a patient with the same medical issue, and both patients have a positive outcome, doctors are more likely to refer future patients to any female surgeon than to any male surgeon. ●
When a female surgeon and a male surgeon each have a patient with the same medical issue, and both patients die, doctors are much less likely to refer future patients to the female surgeon than to the male surgeon. ●
When a female surgeon and a male surgeon each have a patient with the same medical issue, and both patients have a positive outcome, doctors are more likely to refer future patients to the male surgeon than to the female surgeon. ●
When a female surgeon and a male surgeon each have a patient with the same medical issue, and both patients die, doctors are less likely to refer future patients to any female surgeon than to any male surgeon. YouTube video: Housing Segregation and Redlining in America, https://www.youtube.com/watch?v=O5FBJyqfoLM Refer to the video we watched in Tuesday's breakout room: https://www.youtube.com/watch?v=O5FBJyqfoLM Which of the following are ways that redlining has had persistent impacts on Black communities? ●
Property taxes were lower in Black neighborhoods, and so their schools had less funding. ●
Black families couldn't get loans to buy or refinance their homes, and so they lost out on a crucial form of asset-building and had lower wealth ●
Black people have more contact with the police because of aggressive policing in their neighborhoods. ●
Black families are more likely to live in areas with industrial plants, less access to healthy food, and low-quality drinking water. According to the video you watched on redlining policies in class, which of the following is true? ●
All answers are correct ●
Redlining policies lead to segregation in neighborhoods and differences in school quality. ●
Redlining policies contributed towards the wealth gap that exists between Blacks and whites ●
Redlining policies created inequalities in housing, which has long term consequences. YouTube video: “A doctor’s memoir shows race matters in the hospital room” Which of the following are arguments made in the Youtube video, "A doctor's memoir shows race matters in the hospital room", from BOR W7 L1? ●
Black men have been attending medical school at lower rates for the last few decades, though Black women's enrollment has been growing. ●
Dr. Tweedy expresses that he worried his fellow classmates at Duke thought he was only admitted because of affirmative action. ●
Dr. Tweedy feels that he's never had a doctor treat him differently because he's Black.
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Black people make up 13% of the population, but only 4% of physicians. YouTube video: “Can we reduce inequality by moving people to better neighborhoods?” In the Youtube video, "Can we reduce inequality by moving people to better neighborhoods?", which of the following was described as driving the effects of migration inflows on intergenerational mobility? ●
Selection effects ●
Location effects ●
Time effects ●
Individual effects YouTube video: “How disadvantaged neighborhoods amplify racial inequality” https://www.youtube.com/watch?v=lYSc70NotfQ During the breakout room, we watched the following video: How disadvantaged neighborhoods amplify racial inequality (Links to an external site.) This video contains a discussion of an experiment. Which of the following is true about this experiment (you should answer only based on what is discussed in the video): ●
The experiment forced people to move into different neighborhoods in order to study the effects of living in a different neighbor on various outcomes. ●
The experiment showed that the advantages of living in a better neighborhood accrued only to white families and not black families. ●
The experiment randomized (via a lottery) who received a voucher to live in a better neighborhood thereby mimicking a science experiment. ●
The experiment showed that living in a better (less poor) neighborhood had various positive outcomes (on earnings, college attendance etc.) on children compared to children who did not lived in poorer neighborhoods. ProPublica - Machine Bias https://www.propublica.org/article/machine-bias-risk-assessments-in-criminal-
sentencing According to the ProPublica article on machine bias, which of the following are accurate statements about a machine-learning algorithm used to predict recidivism in Florida? ●
Black defendants were more likely to be mislabeled as having a high risk of committing future crimes than were white defendants ●
The algorithm made mistakes in predicting recidivism for black defendants at a much higher rate than for white defendants ●
White defendants were more likely to be mislabeled as having a low risk of committing future crimes than were black defendants ●
Controlling for previous criminal behavior and crime characteristics erases any disparities between the algorithm’s predictions for white and black defendants The New York Times - “To Make Orchestras More Diverse, End Blind Auditions” The NYT article "To Make Orchestras More Diverse, End Blind Auditions" (from BOR W9 L1, pdf available under Modules) found which of the following? ●
Blind auditions led to large improvements in the number of Black and Latino orchestra players ●
Blind auditions led to large improvements in the number of female orchestra players ●
Getting rid of blind auditions may reduce the share of female orchestra players. ●
Getting rid of blind auditions may increase the share of orchestra players of color. According to Cecilia Rouse in the Youtube video from BOR W9 L1: https://www.youtube.com/watch?v=A3Nwi1VsF3o&app=desktop
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Prior to the implementation of blind auditions, section leaders picked their favorite students to join the orchestra. ●
All orchestras implemented blind auditions at the same time, so Rose's study just did a simple pre-
/post- study. ●
Rose controlled for the % female of auditioning musicians in her study. ●
In her research, Rose identified the male/female % of orchestras using the first names of musicians listed in the playbook. NOVA - “Racially-biased medical algorithm prioritizes white patients over Black patients” https://www.pbs.org/wgbh/nova/article/racial-bias-medical-algorithm-black-patients/ What caused the racial bias in the algorithm described in the article, "Racially-biased medical algorithm prioritizes white patients over black patients", from BOR W7 L1? ●
Black people have worse health conditions than people of other races, and the algorithm didn't take health care spending into account. ●
Black people have lower health care spending than White people, holding medical conditions constant, in part because they have less access to care. ●
The algorithm relied on financial rather than biological data. Including biological data reduced the number of chronic conditions missed in Black people by 84%. ●
Black people have historic mistrust in health providers, which may explain why they have lower health care spending holding health conditions constant. Which of the following contribute to racial disparities in health? ●
Differences in genetics and preferences ●
Differences in relative prices ●
Differences in resources ●
Differences in health shocks NYT - When an algorithm sends you to prison According to the NYT article “When an algorithm sends you to prison”, which of the following is true: ●
Algorithms cannot be biased because humans are not involved in any part of the process ●
If the data used to train algorithms is biased, then predictions based on algorithms can reflect the same biases ●
Algorithms can not only make predictions, but also useful causal statements, which can lead to more accurate policy making ●
All of the above The New York Times - “Does Harvard Admissions Discriminate?” According to the NYT article, "Does Harvard Admissions Discriminate?", which of the following are potential explanations for why Asian-Americans have lower admittance rates? ●
Asian-Americans tend to have lower GPAs than students of other races. ●
Harvard leans heavily on factors such as parent occupation and intended major, and differences across races in these factors explain the gap in admittance rates. ●
Harvard has publicly set quotas for the racial composition of their student body, and the quota allows for too few Asian-Americans to be admitted. ●
Harvard uses a "personal rating" in its admissions process, which is subjective and on average lower for Asian-American students than students of other races. Vox - Study: anti-Black hiring discrimination is as prevalent today as it was in 1989
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Which of the following are conclusions from Thursday's breakout room article? https://www.vox.com/identities/2017/9/18/16307782/study-racism-jobs ●
The authors were only able to include published articles in their meta-analysis since unpublished articles can't be found anywhere, so there may be publication bias from never including unpublished papers. ●
The meta-analysis only included 24 studies, and the small sample size may make it difficult to detect a change in anti-black hiring practices. ●
There may have been large reductions in anti-Black hiring prior to the study's start date due to anti-discrimination laws and reductions in average racial prejudice. ●
Anti-Black hiring discrimination has not improved since the 1970s, and there's only been slight improvement for Latino workers. Dobbie and Yang (2019), “The Effects of Pretrial Detention on Conviction, Future Crime, and Employment” Which of the following do Dobbie and Yang propose for immediate implementation to improve the pretrial system? ●
Increase the use of citations and release on recognizance for low-risk defendants ●
Increase the use of noncash and non-detention alternatives for high-risk defendants ●
Use machine-learning algorithms to determine who should be released pretrial. ●
Use behavioral nudges (such as text message reminders) to improve appearance rates for defendants released pretrial International Monetary Fund - “The COVID-19 Gender Gap” https://blogs.imf.org/2020/07/21/the-
covid-19-gender-gap/ Consider a perfectly competitive labor market in which there are equal numbers of male and female workers. The wages of men and women are unknown. Now consider two companies in the market: Company A has discriminatory preferences against women (
d = 0.5), but Company B does not have discriminatory preferences against women (
d = 0). Which of these statements is true? ●
Company A will earn a lower profit than Company B. ●
If women earn lower wages, Company B will only hire women. ●
If more women enter the labor market, women’s relative wages will decrease. ●
In a competitive market, Company A will be driven out of business. ●
More than one of these statements must be true. Gneezy et al “Performance in Competitive Environments” Which of the following are accurate conclusions from the below figure (from Gneezy et al, "Performance in Competitive Environments")?
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a) There is only a statistically significant difference between male and female performance in single-sex tournaments b) There is only a statistically significant difference between male and female performance in mixed-sex tournaments c) Men are better at solving mazes than are women, on average d) Both men and women appear to be better at solving mazes in competitive environments than they are in the piece-rate scheme (though the figure does not tell us whether this difference is statistically significant) Marriage / gender discrimination Which of the following did we discuss as a feasible explanation for the missing mass of couples at share=0.5? a) More divorces occur when the wife earns just a couple thousand dollars more than her husband. b) If when a woman receives a raise or a promotion, she begins to earn just a few thousand dollars more than her husband, she reduces her hours worked so that he remains the breadwinner. c) If when a woman receives a raise or a promotion, she begins to earn just a few thousand dollars more than her husband, her husband increases his hours worked so that he remains the breadwinner. d) Employers change the pay of their female employees so that they always earn less than their husbands. “Are men and women evaluated differently in the labor market?” Which of the following explains how referrals change for female surgeons relative to male surgeons after an unexpectedly good patient outcome, in the video "Are men and women evaluated differently in the labor market?"?
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a) After a female surgeon has a good outcome, she receives more referrals than a male surgeon receives after he has a good outcome. b) After a female surgeon has a good outcome, she receives fewer referrals than a male surgeon receives after he has a good outcome. c) After a female surgeon has a good outcome, there is no effect on the number of referrals she receives, and instead more referrals are given to male surgeons. d) After a female surgeon has a good outcome, there is no effect on the number of referrals she receives, and instead fewer referrals are given to male surgeons. Affirmative action and algorithms Suppose UCSD has race-blind admissions, and wants to use other student characteristics to admit URM students. Which of the following will help target URM students? a) high school b) ZIP code of residence c) SAT score d) parental education level NYT - “Asian-Americans are being attacked. Why are hate crime charges so rare?” Which of the following is a reason suggested in "Asian-Americans are being attacked. Why are Hate Crime charges so rare?" for why attacks on Asian Americans are not often prosecuted as hate crimes? a) There is no widely recognized symbol of anti-Asian sentiment as there are for hatred toward other groups (such as a noose or swastika) b) Perpetrators are often White, and they have enough power in the legal system to fight off hate crime charges c) Prosecutors can't use anything the perpetrator posted online as evidence, only what happened during the incident d) Violence against Asian Americans is rare and has not increased during the COVID-19 pandemic Gay-straight wage gaps: Suppose we start from a baseline of a wage premium for lesbian women in 2019 (i.e. lesbians earn more than straight women), without controlling for any observable differences across these groups. In 2020, it became illegal for employers to discriminate on the basis of sexual orientation. This means employers cannot discriminate in their hiring or firing decisions, or in their wage determinations. Which of the following could explain how the raw, unconstrained gay/straight women wage gap would change? a) The wage gap will get larger, because lesbians can no longer be paid lower wages for the same work. b) The wage gap will get smaller, because lesbians can no longer be paid lower wages for the same work.
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c) The wage gap will get larger, because lower-wage lesbians were previously not participating in the labor market at all, and now they will reenter the labor market. d) The wage gap will get smaller, because lower-wage lesbians were previously not participating in the labor market at all, and now they will reenter the labor market. Campbell et al, “Beyond the Gender Binary: Transgender Labor Force Status in the United States 2014-
2017” Refer to the below figure from Campbell et. al.'s paper, "Beyond the Gender Binary: Transgender Labor Force Status in the United States 2014-2017". For both trans women and trans men, which of the following combinations of gender expression and perception are associated with statistically significantly lower labor market participation than masculine cisgender men? a) feminine gender expression and feminine gender perception b) masculine gender expression and feminine gender perception c) feminine gender expression and masculine gender perception d) masculine gender expression and masculine gender perception More LGBT related questions Burn and Martell (2020) Which of the following are conclusions from Burn and Martell (2020)?
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● Gay and bisexual women have higher incomes than straight women because they tend to have more masculine characteristics ● Adherence to gender typicality does not have statistically different effects for LGB people ● Gay and bisexual men have lower incomes than straight men because they tend to have more feminine characteristics ● Adherence to gender typicality (AGT) describes most of the gay/straight wage gap, holding observable job characteristics constant Gender discrimination in Economics Which of the following are findings from Alice Wu’s paper about gendered language on the Economics Job Market Rumors (EJMR) forum? A. Posts about men were more likely to have commonly gendered male terminology relative to posts about women with commonly gendered female terminology. B. Postings about women tended to highlight physical appearance, personal information, and sexism, while those about men were more academic or professional. C. Postings about women tended to highlight their job titles. What is one intervention that improves outcomes for women in Economics and why? A. Mentoring, because participation in a mentorship program looks impressive on a resume B. Mentoring, because of the increased networking through the mentorship program, which leads to more publications, grants, co-authorships, etc. C. Co-authoring and publishing with men, because women get more credit when they co-
author with men. D. Co-authoring and publishing with women, because they are more likely to get accepted in top-ranked journals with a 100% female authored paper.
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