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A Robinsonian Approach to Discrimination

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  • Schlicht, Ekkehart

Abstract

Bei der Festsetzung des Lohnsatzes für eine bestimmte Tätigkeit wird die Unternehmung den Lohnsatz weder unnötig hoch wählen noch so gering , dass es unwahrscheinlich wird, eine geeignete Arbeitskraft zu finden. So werden die Lohnsätze unter Berücksichtigung ihres Einflusses auf die Wahrscheinlichkeit einer erfolgreichen Stellenbesetzung optimal fixiert. Wenn Indikatoren wie Geschlecht oder Rasse typischerweise mit unterschiedlichem Angebotsverhalten verknüpft sind, wird die Lohnsetzung der Unternehmung zu Diskriminierung gemäß diesen Indikatoren führen. Der Ansatz kann als eine moderne Neuformulierung der Diskriminierungstheorie von Joan Robinson verstanden werden. Er führt zu mathematisch identischen Gleichgewichtsbedingungen, allerdings mit abweichender Interpretation und unter Vermeidung einiger Schwierigkeiten des ursprünglichen Ansatzes. Innerhalb des entwickelten Rahmens lässt sich die Möglichkeit langfristig anhaltender Diskriminierung aufweisen und so ein Beitrag zur Erklärung eines Phänomens leisten, das für andere Ansätze (Joan Robinson's eingeschlossen) gewisse Schwierigkeiten bietet

Suggested Citation

  • Schlicht, Ekkehart, 1982. "A Robinsonian Approach to Discrimination," Munich Reprints in Economics 3351, University of Munich, Department of Economics.
    • Handle: RePEc:lmu:muenar:3351
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    File URL: https://epub.ub.uni-muenchen.de/3351/1/20.pdf
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    References listed on IDEAS

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    1. Marshall, Ray, 1974. "The Economics of Racial Discrimination: A Survey," Journal of Economic Literature, American Economic Association, vol. 12(3), pages 849-871, September.
    2. Stiglitz, Joseph E, 1973. "Approaches to the Economics of Discrimination," American Economic Review, American Economic Association, vol. 63(2), pages 287-295, May.
    3. Phelps, Edmund S, 1972. "The Statistical Theory of Racism and Sexism," American Economic Review, American Economic Association, vol. 62(4), pages 659-661, September.
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    Cited by:

    1. Boris Hirsch & Marion König & Joachim Möller, 2013. "Is There a Gap in the Gap? Regional Differences in the Gender Pay Gap," Scottish Journal of Political Economy, Scottish Economic Society, vol. 60(4), pages 412-439, September.
    2. Michael R Ransom & Ronald L. Oaxaca, 2010. "New Market Power Models and Sex Differences in Pay," Journal of Labor Economics, University of Chicago Press, vol. 28(2), pages 267-289, April.
    3. Johannes Ludsteck, 2014. "The Impact of Segregation and Sorting on the Gender Wage Gap: Evidence from German Linked Longitudinal Employer-Employee Data," ILR Review, Cornell University, ILR School, vol. 67(2), pages 362-394, April.
    4. Boris Hirsch & Thorsten Schank & Claus Schnabel, 2010. "Differences in Labor Supply to Monopsonistic Firms and the Gender Pay Gap: An Empirical Analysis Using Linked Employer-Employee Data from Germany," Journal of Labor Economics, University of Chicago Press, vol. 28(2), pages 291-330, April.
    5. Boris Hirsch, 2009. "The Gender Pay Gap Under Duopsony: Joan Robinson Meets Harold Hotelling," Scottish Journal of Political Economy, Scottish Economic Society, vol. 56(5), pages 543-558, November.

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