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Economics
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11 Dec 2019

Draw simple labor supply and demand graphs for the occupations of economists and nurses to show the labor market in each profession. Assume that some workers prefer to do economics for a living, and some prefer to work as nurses, but that all will change occupations if the wages are high enough.

Now assume that women face discrimination that prevents them from becoming economists; show and explain the effect of this discrimination on wages and labor supply in both occupations graphically and in your own words.

Show the reduction in output from discrimination. Since total output would increase if we ended discrimination, why has it been so hard to do so?

Review John Miller, “’Equal Pay’ Is Not So Equal,” Real World Micro, 8.3. Are women paid less than men? In what ways is the gender pay gap a statistical artifact, and in what ways is it real?

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Related questions

Question 1:

Economic discrimination puts the economy inside its production possibilities curve because discrimination:

promotes present consumption rather than production of capital goods.
often causes inflation, which reduces the nation's real output.
redistributes income from low-paid to high-paid persons.
arbitrarily blocks women and certain minorities from higher-productivity, higher wage jobs and thus keeps the economy from producing its maximum output.

Question 2:

Economic discrimination:

affects the distribution of domestic output and income, but not its total size.
places the economy at some point inside of its production possibilities curve.
affects the total size of domestic output and income, but not its distribution.
is shown as some point outside of an economy's production possibilities curve.

Question 3:

Labor market discrimination creates a:

larger domestic output but no redistribution.
redistribution of a smaller domestic output.
redistribution of a larger domestic output.
smaller domestic output but no redistribution.

Question 4:

An increase in the collective discrimination coefficients of employers will:

reduce the African-American wage rate, increase African-American employment, and lower the actual African-American-white wage ratio.
reduce the African-American wage rate, decrease African-American employment, and lower the actual African-American-white wage ratio.
increase the African-American wage rate, reduce African-American employment, and increase the actual African-American-white wage ratio.
increase the African-American wage rate, increase African-American employment, and increase the actual African-American-white wage ratio.

Question 5:

A reduction in the collective discrimination coefficients of employers will:

reduce the African-American wage rate, increase African-American employment, and lower the actual African-American-white wage ratio.
reduce the African-American wage rate, decrease African-American employment, and lower the actual African-American-white wage ratio.
increase the African-American wage rate, reduce African-American employment, and increase the actual African-American-white wage ratio.
increase the African-American wage rate, increase African-American employment, and increase the actual African-American-white wage ratio.

Question 6:

In the taste-for-discrimination model:

women and minorities are confined to a limited number of occupations.
white employers behave as if employing African-American workers adds to costs.
individual workers are judged by the characteristics of the groups to which they belong.
prejudiced white employers will never hire African-American workers.

Question 7:

Which of the following employers is the most prejudiced? Employer:

C whose d is $4.
A whose d is $0.
D whose d is $6.
B whose d is $2.

Question 8:

An implication of the taste-for-discrimination model is that:

other things equal, nondiscriminating firms will have lower production costs than discriminating firms.
discrimination will move a firm along its declining average total cost curve.
discrimination can lower a firm's production costs.
other things equal, discriminating firms will have lower production costs than nondiscriminating firms.

Question 9:

An employer is prejudiced, prefers to hire white rather than African-American workers, and is willing to pay higher wages to obtain white workers. This illustrates:

the crowding model.
statistical discrimination.
the taste-for-discrimination model.
reverse discrimination.

Question 10:

Empirical studies generally find that the estimated discrimination coefficient is larger in southern versus northern states. True or False: presuming that the wage differential is due to employer discrimination, this necessarily implies that there are more discriminating employers in the South than there are in the North.

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