Jennifer VanGilder

Atrophy rates in male and female occupations

Abstract This paper re-examines atrophy rates in female and male occupations. The innovation is to examine recent hometime as opposed to career hometime. Consistent with human capital theory, married women incur lower penalties for recent hometime in female occupations.

Skin Tone and Wages: Evidence From NBA Free Agents

Although the vast majority of research focuses on differences across races, recent research has also considered disparities within racial groups. Intraracial discrimination or colorism is defined as a bias between members of the same racial group. Prior research has found a strong relationship between skin tone of African American men and economic outcomes. This article examines the relationship between skin tone and compensation for a sample of highly paid African American men, namely, professional basketball players. One innovation is to use an objective measure of skin tone. The authors find only weak support for customer discrimination and no support for employer discrimination based on skin tone.

The role of childhood sexual victimization in the occupational choice of adults

Numerous studies have found that survivors of Childhood Sexual Abuse (CSA) suffer as adults from depression, post-traumatic stress disorder, alcohol and drug abuse, and other mental illnesses. As such, the effect of experiencing traumatic events during childhood including sexual abuse can be long lasting. The lasting effects of CSA may have economic as well as psychological implications. This article examines the relationship between CSA and future labour market outcomes for men and women. In particular, we examine whether the occupations of abuse survivors differ from those who were not subject to sexual abuse, focusing on the gender composition of the occupation. In addition, we determine whether there are gender differences in the consequences of CSA, and whether incomes of CSA victims vary across male and female occupations.

The relationship between faculty characteristics and the use of norm- and criteria-based grading

Abstract Norm-based grading has been associated with a reduction in student incentives to learn. Thus, it is important to understand faculty incentives for using norm-based grading. This paper used two waves of the National Study of Postsecondary Faculty to examine faculty characteristics related to the use of norm-based grading. Results suggest that norm-based grading is more likely when faculty and departments are more research oriented. Faculty who are at lower rank, male, younger, in science and social science departments are more likely to use norm-based grading, while faculty who feel that teaching should be the primary promotion criterion use criteria-based grading.

The Relationship between Faculty Characteristics and Grading on a Curve

Relative grading or the use of curves in grading has been associated with a reduction in student incentives to learn. Given that relative grading is associated with a reduction in student effort, it is important to understand faculty incentives for using curves. This paper used two waves of the National Study of Postsecondary Faculty (1993 and 1999) to examine faculty characteristics related to the use of curves in grading. Results suggest that curves are more likely to be used when faculty and departments are more research oriented. Faculty who are at lower rank, male, younger, in science and social science departments are more likely to use curves, while faculty who feel that teaching should be the primary criteria for promotion are less likely to use curves.

An Exercise in Perceptions of Skin Tone: Are Subjective Measures of Skin Tone Systematically Related to the Outcomes?

While the vast majority of research focuses on differences in economic outcomes across races, recent research has also considered disparities within racial groups. Intra-racial discrimination or colorism is defined as a bias between members of the same racial group. One challenge in teaching classes involving discrimination is to get students to understand how discrimination can be very subtle and that the students themselves may discriminate based on skin color. This paper discusses the design and application of an experiment designed to assess whether students assess skin color based on outcomes.

GENDER DIFFERENCES IN REASONS FOR JOB MOBILITY INTENTIONS IN HIGHER EDUCATION

The purpose of this paper is twofold. First, it assesses motives for intended mobility among academics in institutions of higher education. Second, it investigates gender differences. Women have twice the intention to leave their institution than men during their first few years, but this difference narrows with seniority. Women report monetary reasons such as salary and promotion opportunities, as well as non-monetary reasons such as spousal employment to motivate their intended mobility. Gender differences across the reasons are minor once one controls for tenure status.