Showing papers by "Harry J. Holzer published in 2006"

Perceived Criminality, Criminal Background Checks, and the Racial Hiring Practices of Employers*

Abstract: In this paper, we analyze the effect of employer‐initiated criminal background checks on the likelihood that employers hire African Americans. We find that employers who check criminal backgrounds are more likely to hire African American workers, especially men. This effect is stronger among those employers who report an aversion to hiring those with criminal records than among those who do not. We also find similar effects of employer aversion to ex‐offenders and their tendency to check backgrounds on their willingness to hire other stigmatized workers, such as those with gaps in their employment history. These results suggest that, in the absence of criminal background checks, some employers discriminate statistically against black men and/or those with weak employment records. Such discrimination appears to contribute substantially to observed employment and earnings gaps between white and black young men.

Affirmative action: What do we know?

Abstract: In this paper we review the research evidence on the effects of affirmative action in employment, university admissions and government procurement. We consider effects on both equity (or distribution) as well as efficiency. Overall, we find that affirmative action does redistribute jobs, university admissions and government contracts away from white males towards minorities and females, though the overall magnitudes of these shifts are relatively modest. We also find that affirmative action shifts jobs and university admissions to minorities who have weaker credentials, but there is little solid evidence to date of weaker labor market performance among its beneficiaries. While those students admitted to universities under affirmative action have weaker grades and higher dropout rates than their white counterparts at selective schools, they seem to benefit overall in terms of higher graduation rates and later salaries. Affirmative action also generates positive externalities for the minority and low-income communities (in terms of better medical services and labor market contacts), and perhaps for employers and universities as well. More research on a variety of these issues is also clearly needed.

Reconnecting Disadvantaged Young Men

Abstract: By several recent counts, the United States is home to 2 to 3 million youth age 16 through 24 who are out of school and out of work Much has been written on disadvantaged youth, and government policy has gone through many incarnations, yet questions remain unanswered. Why are so many young people ?disconnected,? and what can public policy do about it? And why has disconnection become more common for young men?particularly African-American men and low-income men?than for young women? In Reconnecting Disadvantaged Young Men, Edelman, Holzer, and Offner offer analysis and policy prescriptions to solve this growing crisis. They carefully examine field programs and research studies and recommend specific strategies to enhance education, training, and employment opportunities for disadvantaged youth; to improve the incentives of less-skilled young workers to accept employment; and to address the severe barriers and disincentives faced by some youth, such as ex-offenders and noncustodial fathers. The result is a clear guidebook for policymakers, and an important distillation for anyone interested in the plight of today?s disconnected youth. With a foreword by Hugh Price, former President and CEO, National Urban League

Employers in the Boom: How Did the Hiring of Less-Skilled Workers Change during the 1990s?

Abstract: Employers became more willing to hire a range of disadvantaged workers during the 1990s boom—including minorities, workers with certain stigmas (such as welfare recipients), and those without recent experience or high school diplomas. The wages paid to newly hired less-skilled workers also increased. On the other hand, employers' demand for specific skill certification rose over time, as did their use of certain screens. The results suggest that the tight labor markets of the late 1990s, in conjunction with other secular changes, raised hiring costs and induced employers to shift toward screens that seemed more cost-effective.

Employment Issues and Challenges in Post-Katrina New Orleans

Abstract: In Hurricane Katrina's aftermath, several hundred thousand former residents of New Orleans and the Gulf Coast lost their jobs. In this paper we review some of the short- and longer-term challenges and uncertainties involved in tackling labor market issues in rebuilding New Orleans. We also present some policy proposals for addressing them. The needs of those returning to New Orleans, as well as those who choose to remain or go elsewhere, are considered. We argue that, for fairly modest public expenditures, the labor market disadvantages of many current and former residents can be addressed and their long-term employment outcomes improved.

Equal Employment Opportunity and Affirmative Action

Abstract: Discrimination's dynamic nature means that no single theory, method, data or study should be relied upon to assess its magnitude, causes, or remedies. Despite some gains in our understanding, these remain active areas of debate among researchers, practitioners and policymakers. The specially commissioned papers in this volume, all by distinguished contributors, present the full range of issues related to this complex and challenging problem.