https://wikis.swarthmore.edu/div_econ/index.php?title=Statistical_discrimination&feed=atom&action=historyStatistical discrimination - Revision history2024-03-28T08:57:43ZRevision history for this page on the wikiMediaWiki 1.31.8https://wikis.swarthmore.edu/div_econ/index.php?title=Statistical_discrimination&diff=3750&oldid=prevAbayer1 at 15:49, 5 December 20132013-12-05T15:49:10Z<p></p>
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<td colspan="2" style="background-color: #fff; color: #222; text-align: center;">Revision as of 15:49, 5 December 2013</td>
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<tr><td class='diff-marker'>−</td><td style="color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>Statistical Discrimination occurs when agents use an observable characteristic of an individual to make inferences about another attribute that is relevant to the transaction but more difficult to observe. The agents' beliefs about group averages affect their treatment of an individual member of the group. This theory is typically attributed to Kenneth Arrow's 1973 work ''The Theory of Discrimination'' and to Edmund Phelp's  1972 paper ''The Statistical Theory of Racism and Sexism''. In Phelp's theory, the cause of inequality is an exogenous difference in two <del class="diffchange diffchange-inline">group</del>'<del class="diffchange diffchange-inline">s </del>innate qualities. Without full information about different workers' productivity, the "rational" employer would make hiring decisions based on their knowledge of the  applicants' group as a whole. For example, employers may be reluctant to hire and train teenage workers because their past experience with teenagers is that they only want a short-term position (e.g., a summer job). Arrow's later theory followed a similar line of thought, but did not assume that a person's or a group's traits were determined exogenously. Instead, these traits are endogenous and develop through society's beliefs about a group. For a more complete overview of statistical discrimination, read [http://www.sas.upenn.edu/~hfang/publication/moro/final.pdf this paper], ''Theories of Statistical Discrimination and Affirmative Action: A Survey'' by Hanming Fang and Andrea Moro.  </div></td><td class='diff-marker'>+</td><td style="color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>Statistical Discrimination occurs when agents use an observable characteristic of an individual to make inferences about another attribute that is relevant to the transaction but more difficult to observe. The agents' beliefs about group averages affect their treatment of an individual member of the group. This theory is typically attributed to Kenneth Arrow's 1973 work ''The Theory of Discrimination'' and to Edmund Phelp's  1972 paper ''The Statistical Theory of Racism and Sexism''. In Phelp's theory, the cause of inequality is an exogenous difference in <ins class="diffchange diffchange-inline">the </ins>two <ins class="diffchange diffchange-inline">groups</ins>' innate qualities. Without full information about different workers' productivity, the "rational" employer would make hiring decisions based on their knowledge of the  applicants' group as a whole. For example, employers may be reluctant to hire and train teenage workers because their past experience with teenagers is that they only want a short-term position (e.g., a summer job). Arrow's later theory followed a similar line of thought, but did not assume that a person's or a group's traits were determined exogenously. Instead, these traits are endogenous and develop through society's beliefs about a group. For a more complete overview of statistical discrimination, read [http://www.sas.upenn.edu/~hfang/publication/moro/final.pdf this paper], ''Theories of Statistical Discrimination and Affirmative Action: A Survey'' by Hanming Fang and Andrea Moro.  </div></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td></tr>
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</table>Abayer1https://wikis.swarthmore.edu/div_econ/index.php?title=Statistical_discrimination&diff=3274&oldid=prevAbayer1 at 12:52, 17 September 20132013-09-17T12:52:26Z<p></p>
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<td colspan="2" style="background-color: #fff; color: #222; text-align: center;">Revision as of 12:52, 17 September 2013</td>
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<tr><td class='diff-marker'>−</td><td style="color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>Statistical Discrimination occurs when agents use an observable characteristic of an individual to make inferences about another attribute that is relevant to the transaction but more difficult to observe. The agents' beliefs about group averages affect their treatment of an individual member of the group. This theory is typically attributed to Kenneth Arrow's 1973 work ''The Theory of Discrimination'' and to Edmund Phelp's  1972 paper ''The Statistical Theory of Racism and Sexism''. In Phelp's theory, the cause of inequality is an exogenous difference in two group's innate qualities. Without full information about different workers' productivity, the "rational" employer would make hiring decisions based on their knowledge of the  applicants' group as a whole. For example, employers may be reluctant to hire and train teenage workers because their past experience with teenagers is that they only want a short-term position (e.g., a summer job). Arrow's later theory followed a similar line of thought, but did not assume that a person's or a group's traits were determined exogenously. Instead, these traits are endogenous and develop through society's beliefs about a group. For a more complete overview of statistical discrimination, read [http://<del class="diffchange diffchange-inline">porter</del>.<del class="diffchange diffchange-inline">ssc</del>.upenn.edu/~hfang/publication/moro/final.pdf this paper], ''Theories of Statistical Discrimination and Affirmative Action: A Survey'' by Hanming Fang and Andrea Moro.  </div></td><td class='diff-marker'>+</td><td style="color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>Statistical Discrimination occurs when agents use an observable characteristic of an individual to make inferences about another attribute that is relevant to the transaction but more difficult to observe. The agents' beliefs about group averages affect their treatment of an individual member of the group. This theory is typically attributed to Kenneth Arrow's 1973 work ''The Theory of Discrimination'' and to Edmund Phelp's  1972 paper ''The Statistical Theory of Racism and Sexism''. In Phelp's theory, the cause of inequality is an exogenous difference in two group's innate qualities. Without full information about different workers' productivity, the "rational" employer would make hiring decisions based on their knowledge of the  applicants' group as a whole. For example, employers may be reluctant to hire and train teenage workers because their past experience with teenagers is that they only want a short-term position (e.g., a summer job). Arrow's later theory followed a similar line of thought, but did not assume that a person's or a group's traits were determined exogenously. Instead, these traits are endogenous and develop through society's beliefs about a group. For a more complete overview of statistical discrimination, read [http://<ins class="diffchange diffchange-inline">www</ins>.<ins class="diffchange diffchange-inline">sas</ins>.upenn.edu/~hfang/publication/moro/final.pdf this paper], ''Theories of Statistical Discrimination and Affirmative Action: A Survey'' by Hanming Fang and Andrea Moro.  </div></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>Unlike [[animus-based discrimination]], a statistically discriminating actor's actions are not due to any direct prejudice or dislike for the disadvantaged group, but rather are meant to maximize the actor's profits. Though the actions are based on average characteristics of a group, these generalizations result in unequal outcomes for individuals who are identical except in their perceived group membership. An example is labor market discrimination against women, particularly married women, who may not be hired because they are statistically more likely to take time off to raise a family. Another example is racial profiling in law enforcement: minorities are more likely to be pulled over than white drivers.</div></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>Unlike [[animus-based discrimination]], a statistically discriminating actor's actions are not due to any direct prejudice or dislike for the disadvantaged group, but rather are meant to maximize the actor's profits. Though the actions are based on average characteristics of a group, these generalizations result in unequal outcomes for individuals who are identical except in their perceived group membership. An example is labor market discrimination against women, particularly married women, who may not be hired because they are statistically more likely to take time off to raise a family. Another example is racial profiling in law enforcement: minorities are more likely to be pulled over than white drivers.</div></td></tr>
<tr><td colspan="2"> </td><td class='diff-marker'>+</td><td style="color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"> </ins></div></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>Compare to [[animus-based discrimination]], [[Personal prejudices and values|implicit associations]], and [[Discrimination|institutional discrimination]].</div></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>Compare to [[animus-based discrimination]], [[Personal prejudices and values|implicit associations]], and [[Discrimination|institutional discrimination]].</div></td></tr>
</table>Abayer1https://wikis.swarthmore.edu/div_econ/index.php?title=Statistical_discrimination&diff=3273&oldid=prevAbayer1 at 12:16, 17 September 20132013-09-17T12:16:05Z<p></p>
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<td colspan="2" style="background-color: #fff; color: #222; text-align: center;">Revision as of 12:16, 17 September 2013</td>
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<tr><td class='diff-marker'>−</td><td style="color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>Statistical Discrimination occurs when agents use an observable characteristic of an individual to make inferences about another attribute that is relevant to the transaction but more difficult to observe. The agents' <del class="diffchange diffchange-inline"> </del>beliefs about group averages affect their treatment of an individual member of the group. This theory is typically attributed to Kenneth Arrow's 1973 work ''The Theory of Discrimination'' and to Edmund Phelp's  1972 paper ''The Statistical Theory of Racism and Sexism''. In Phelp's theory, the cause of inequality is an exogenous difference in two group's innate qualities. Without full information about different workers' productivity, the "rational" employer would make hiring decisions based on their knowledge of the  applicants' group as a whole. For example, employers may be reluctant to hire and train teenage workers because their past experience with teenagers is that they only want a short-term position (e.g., a summer job). Arrow's later theory followed a similar line of thought, but did not assume that a person's or a group's traits were determined exogenously. Instead, these traits are endogenous and develop through society's beliefs about a group. For a more complete overview of statistical discrimination, read [http://porter.ssc.upenn.edu/~hfang/publication/moro/final.pdf this paper], ''Theories of Statistical Discrimination and Affirmative Action: A Survey'' by Hanming Fang and Andrea Moro.  </div></td><td class='diff-marker'>+</td><td style="color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>Statistical Discrimination occurs when agents use an observable characteristic of an individual to make inferences about another attribute that is relevant to the transaction but more difficult to observe. The agents' beliefs about group averages affect their treatment of an individual member of the group. This theory is typically attributed to Kenneth Arrow's 1973 work ''The Theory of Discrimination'' and to Edmund Phelp's  1972 paper ''The Statistical Theory of Racism and Sexism''. In Phelp's theory, the cause of inequality is an exogenous difference in two group's innate qualities. Without full information about different workers' productivity, the "rational" employer would make hiring decisions based on their knowledge of the  applicants' group as a whole. For example, employers may be reluctant to hire and train teenage workers because their past experience with teenagers is that they only want a short-term position (e.g., a summer job). Arrow's later theory followed a similar line of thought, but did not assume that a person's or a group's traits were determined exogenously. Instead, these traits are endogenous and develop through society's beliefs about a group. For a more complete overview of statistical discrimination, read [http://porter.ssc.upenn.edu/~hfang/publication/moro/final.pdf this paper], ''Theories of Statistical Discrimination and Affirmative Action: A Survey'' by Hanming Fang and Andrea Moro.  </div></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td></tr>
<tr><td class='diff-marker'>−</td><td style="color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>Unlike [[animus-based discrimination]], <del class="diffchange diffchange-inline">statistical discrimination assumes that the </del>actor <del class="diffchange diffchange-inline">is rational. His or her </del>actions are not due to any direct prejudice or dislike for the disadvantaged group, but rather are meant to maximize the actor's <del class="diffchange diffchange-inline">utility</del>. Though the <del class="diffchange diffchange-inline">outcomes </del>are based on average characteristics of a group, these generalizations <del class="diffchange diffchange-inline">do </del>result in unequal outcomes for <del class="diffchange diffchange-inline">group members. A common example of statistical discrimination is seen in the car insurance market. Because male drivers </del>are <del class="diffchange diffchange-inline">statistically more likely to get </del>in <del class="diffchange diffchange-inline">an accident, they are charged higher premiums</del>. An example <del class="diffchange diffchange-inline">more pernicious than car insurance  </del>is labor market discrimination against women, particularly married women, who are statistically more likely to take time off to raise a family. Another example is racial profiling in law enforcement: minorities are more likely to be pulled over than white drivers.</div></td><td class='diff-marker'>+</td><td style="color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>Unlike [[animus-based discrimination]], <ins class="diffchange diffchange-inline">a statistically discriminating </ins>actor<ins class="diffchange diffchange-inline">'s </ins>actions are not due to any direct prejudice or dislike for the disadvantaged group, but rather are meant to maximize the actor's <ins class="diffchange diffchange-inline">profits</ins>. Though the <ins class="diffchange diffchange-inline">actions </ins>are based on average characteristics of a group, these generalizations result in unequal outcomes for <ins class="diffchange diffchange-inline">individuals who </ins>are <ins class="diffchange diffchange-inline">identical except </ins>in <ins class="diffchange diffchange-inline">their perceived group membership</ins>. An example is labor market discrimination against women, particularly married women, who <ins class="diffchange diffchange-inline">may not be hired because they </ins>are statistically more likely to take time off to raise a family. Another example is racial profiling in law enforcement: minorities are more likely to be pulled over than white drivers.</div></td></tr>
<tr><td class='diff-marker'>−</td><td style="color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div> </div></td><td colspan="2"> </td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>Compare to [[animus-based discrimination]], [[Personal prejudices and values|implicit associations]], and [[Discrimination|institutional discrimination]].</div></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>Compare to [[animus-based discrimination]], [[Personal prejudices and values|implicit associations]], and [[Discrimination|institutional discrimination]].</div></td></tr>
</table>Abayer1https://wikis.swarthmore.edu/div_econ/index.php?title=Statistical_discrimination&diff=2956&oldid=prevJvenato1 at 22:24, 18 August 20122012-08-18T22:24:07Z<p></p>
<table class="diff diff-contentalign-left" data-mw="interface">
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<td colspan="2" style="background-color: #fff; color: #222; text-align: center;">Revision as of 22:24, 18 August 2012</td>
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<tr><td class='diff-marker'>−</td><td style="color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>Statistical Discrimination occurs when agents use an observable characteristic of an individual to make inferences about another attribute that is relevant to the transaction but more difficult to observe. The agents'  beliefs about group averages affect their treatment of an individual member of the group. This theory is typically attributed to Kenneth Arrow's 1973 work <del class="diffchange diffchange-inline">"</del>The Theory of Discrimination<del class="diffchange diffchange-inline">" </del>and to Edmund Phelp's  1972 paper <del class="diffchange diffchange-inline">"</del>The Statistical Theory of Racism and Sexism. In Phelp's theory, the cause of inequality is an exogenous difference in two group's innate qualities. Without full information about different workers' productivity, the "rational" employer would make hiring decisions based on their knowledge of the  applicants' group as a whole. For example, employers may be reluctant to hire and train teenage workers because their past experience with teenagers is that they only want a short-term position (e.g., a summer job). Arrow's later theory followed a similar line of thought, but did not assume that a person's or a group's traits were determined exogenously. Instead, these traits are endogenous and develop through society's beliefs about a group. For a more complete overview of statistical discrimination, read [http://porter.ssc.upenn.edu/~hfang/publication/moro/final.pdf this paper], ''Theories of Statistical Discrimination and Affirmative Action: A Survey'' by Hanming Fang and Andrea Moro.  </div></td><td class='diff-marker'>+</td><td style="color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>Statistical Discrimination occurs when agents use an observable characteristic of an individual to make inferences about another attribute that is relevant to the transaction but more difficult to observe. The agents'  beliefs about group averages affect their treatment of an individual member of the group. This theory is typically attributed to Kenneth Arrow's 1973 work <ins class="diffchange diffchange-inline">''</ins>The Theory of Discrimination<ins class="diffchange diffchange-inline">'' </ins>and to Edmund Phelp's  1972 paper <ins class="diffchange diffchange-inline">''</ins>The Statistical Theory of Racism and Sexism<ins class="diffchange diffchange-inline">''</ins>. In Phelp's theory, the cause of inequality is an exogenous difference in two group's innate qualities. Without full information about different workers' productivity, the "rational" employer would make hiring decisions based on their knowledge of the  applicants' group as a whole. For example, employers may be reluctant to hire and train teenage workers because their past experience with teenagers is that they only want a short-term position (e.g., a summer job). Arrow's later theory followed a similar line of thought, but did not assume that a person's or a group's traits were determined exogenously. Instead, these traits are endogenous and develop through society's beliefs about a group. For a more complete overview of statistical discrimination, read [http://porter.ssc.upenn.edu/~hfang/publication/moro/final.pdf this paper], ''Theories of Statistical Discrimination and Affirmative Action: A Survey'' by Hanming Fang and Andrea Moro.  </div></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td></tr>
</table>Jvenato1https://wikis.swarthmore.edu/div_econ/index.php?title=Statistical_discrimination&diff=2955&oldid=prevJvenato1 at 22:23, 18 August 20122012-08-18T22:23:22Z<p></p>
<table class="diff diff-contentalign-left" data-mw="interface">
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<td colspan="2" style="background-color: #fff; color: #222; text-align: center;">Revision as of 22:23, 18 August 2012</td>
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<tr><td class='diff-marker'>−</td><td style="color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>Statistical Discrimination occurs when agents use an observable characteristic of an individual to make inferences about another attribute that is relevant to the transaction but more difficult to observe. The agents'  beliefs about group averages affect their treatment of an individual member of the group. This theory is typically attributed to Kenneth Arrow's 1973 work "The Theory of Discrimination" and to Edmund Phelp's  1972 paper "The Statistical Theory of Racism and Sexism. In Phelp's theory, the cause of inequality is an exogenous difference in two group's innate qualities. Without full information about different workers' productivity, the "rational" employer would make hiring decisions based on their knowledge of the  applicants' group as a whole. For example, employers may be reluctant to hire and train teenage workers because their past experience with teenagers is that they only want a short-term position (e.g., a summer job). Arrow's later theory followed a similar line of thought, but did not assume that a person's or a group's traits were determined exogenously. Instead, these traits are endogenous and develop through society's beliefs about a group. For a more complete overview of statistical discrimination, read [http://porter.ssc.upenn.edu/~hfang/publication/moro/final.pdf this paper], Theories of Statistical Discrimination and Affirmative Action: A Survey by Hanming Fang and Andrea Moro.  </div></td><td class='diff-marker'>+</td><td style="color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>Statistical Discrimination occurs when agents use an observable characteristic of an individual to make inferences about another attribute that is relevant to the transaction but more difficult to observe. The agents'  beliefs about group averages affect their treatment of an individual member of the group. This theory is typically attributed to Kenneth Arrow's 1973 work "The Theory of Discrimination" and to Edmund Phelp's  1972 paper "The Statistical Theory of Racism and Sexism. In Phelp's theory, the cause of inequality is an exogenous difference in two group's innate qualities. Without full information about different workers' productivity, the "rational" employer would make hiring decisions based on their knowledge of the  applicants' group as a whole. For example, employers may be reluctant to hire and train teenage workers because their past experience with teenagers is that they only want a short-term position (e.g., a summer job). Arrow's later theory followed a similar line of thought, but did not assume that a person's or a group's traits were determined exogenously. Instead, these traits are endogenous and develop through society's beliefs about a group. For a more complete overview of statistical discrimination, read [http://porter.ssc.upenn.edu/~hfang/publication/moro/final.pdf this paper], <ins class="diffchange diffchange-inline">''</ins>Theories of Statistical Discrimination and Affirmative Action: A Survey<ins class="diffchange diffchange-inline">'' </ins>by Hanming Fang and Andrea Moro.  </div></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td></tr>
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</table>Jvenato1https://wikis.swarthmore.edu/div_econ/index.php?title=Statistical_discrimination&diff=2954&oldid=prevJvenato1 at 22:23, 18 August 20122012-08-18T22:23:09Z<p></p>
<table class="diff diff-contentalign-left" data-mw="interface">
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<td colspan="2" style="background-color: #fff; color: #222; text-align: center;">Revision as of 22:23, 18 August 2012</td>
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<tr><td class='diff-marker'>−</td><td style="color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>Statistical Discrimination occurs when agents use an observable characteristic of an individual to make inferences about another attribute that is relevant to the transaction but more difficult to observe. The agents'  beliefs about group averages affect their treatment of an individual member of the group. This theory is typically attributed to Kenneth Arrow's 1973 work "The Theory of Discrimination" and to Edmund Phelp's  1972 paper "The Statistical Theory of Racism and Sexism. In Phelp's theory, the cause of inequality is an exogenous difference in two group's innate qualities. Without full information about different workers' productivity, the "rational" employer would make hiring decisions based on their knowledge of the  applicants' group as a whole. For example, employers may be reluctant to hire and train teenage workers because their past experience with teenagers is that they only want a short-term position (e.g., a summer job). Arrow's later theory followed a similar line of thought, but did not assume that a person's or a group's traits were determined exogenously. Instead, these traits are endogenous and develop through society's beliefs about a group. For a more complete overview of statistical discrimination, read <del class="diffchange diffchange-inline">[</del>[http://porter.ssc.upenn.edu/~hfang/publication/moro/final.pdf this ]<del class="diffchange diffchange-inline">]</del>Theories of Statistical Discrimination</div></td><td class='diff-marker'>+</td><td style="color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>Statistical Discrimination occurs when agents use an observable characteristic of an individual to make inferences about another attribute that is relevant to the transaction but more difficult to observe. The agents'  beliefs about group averages affect their treatment of an individual member of the group. This theory is typically attributed to Kenneth Arrow's 1973 work "The Theory of Discrimination" and to Edmund Phelp's  1972 paper "The Statistical Theory of Racism and Sexism. In Phelp's theory, the cause of inequality is an exogenous difference in two group's innate qualities. Without full information about different workers' productivity, the "rational" employer would make hiring decisions based on their knowledge of the  applicants' group as a whole. For example, employers may be reluctant to hire and train teenage workers because their past experience with teenagers is that they only want a short-term position (e.g., a summer job). Arrow's later theory followed a similar line of thought, but did not assume that a person's or a group's traits were determined exogenously. Instead, these traits are endogenous and develop through society's beliefs about a group. For a more complete overview of statistical discrimination, read [http://porter.ssc.upenn.edu/~hfang/publication/moro/final.pdf this <ins class="diffchange diffchange-inline">paper</ins>]<ins class="diffchange diffchange-inline">, </ins>Theories of Statistical Discrimination and Affirmative Action: A Survey by Hanming Fang and Andrea Moro.  </div></td></tr>
<tr><td class='diff-marker'>−</td><td style="color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>and Affirmative Action: A Survey<del class="diffchange diffchange-inline">]] </del>by Hanming Fang and Andrea Moro.  </div></td><td colspan="2"> </td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td></tr>
</table>Jvenato1https://wikis.swarthmore.edu/div_econ/index.php?title=Statistical_discrimination&diff=2953&oldid=prevJvenato1 at 22:22, 18 August 20122012-08-18T22:22:43Z<p></p>
<table class="diff diff-contentalign-left" data-mw="interface">
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<td colspan="2" style="background-color: #fff; color: #222; text-align: center;">Revision as of 22:22, 18 August 2012</td>
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<tr><td class='diff-marker'>−</td><td style="color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>Statistical Discrimination occurs when agents use an observable characteristic of an individual to make inferences about another attribute that is relevant to the transaction but more difficult to observe. The agents'  beliefs about group averages affect their treatment of an individual member of the group. This theory is typically attributed to Kenneth Arrow's 1973 work "The Theory of Discrimination" and to Edmund Phelp's  1972 paper "The Statistical Theory of Racism and Sexism. In Phelp's theory, the cause of inequality is an exogenous difference in two group's innate qualities. Without full information about different workers' productivity, the "rational" employer would make hiring decisions based on their knowledge of the  applicants' group as a whole. For example, employers may be reluctant to hire and train teenage workers because their past experience with teenagers is that they only want a short-term position (e.g., a summer job). Arrow's later theory followed a similar line of thought, but did not assume that a person's or a group's traits were determined exogenously. Instead, these traits are endogenous and develop through society's beliefs about a group. For a more complete overview of statistical discrimination, read [[http://porter.ssc.upenn.edu/~hfang/publication/moro/final.pdf Theories of Statistical Discrimination</div></td><td class='diff-marker'>+</td><td style="color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>Statistical Discrimination occurs when agents use an observable characteristic of an individual to make inferences about another attribute that is relevant to the transaction but more difficult to observe. The agents'  beliefs about group averages affect their treatment of an individual member of the group. This theory is typically attributed to Kenneth Arrow's 1973 work "The Theory of Discrimination" and to Edmund Phelp's  1972 paper "The Statistical Theory of Racism and Sexism. In Phelp's theory, the cause of inequality is an exogenous difference in two group's innate qualities. Without full information about different workers' productivity, the "rational" employer would make hiring decisions based on their knowledge of the  applicants' group as a whole. For example, employers may be reluctant to hire and train teenage workers because their past experience with teenagers is that they only want a short-term position (e.g., a summer job). Arrow's later theory followed a similar line of thought, but did not assume that a person's or a group's traits were determined exogenously. Instead, these traits are endogenous and develop through society's beliefs about a group. For a more complete overview of statistical discrimination, read [[http://porter.ssc.upenn.edu/~hfang/publication/moro/final.pdf <ins class="diffchange diffchange-inline">this ]]</ins>Theories of Statistical Discrimination</div></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>and Affirmative Action: A Survey]] by Hanming Fang and Andrea Moro.  </div></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>and Affirmative Action: A Survey]] by Hanming Fang and Andrea Moro.  </div></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td></tr>
</table>Jvenato1https://wikis.swarthmore.edu/div_econ/index.php?title=Statistical_discrimination&diff=2952&oldid=prevJvenato1 at 22:21, 18 August 20122012-08-18T22:21:55Z<p></p>
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<td colspan="2" style="background-color: #fff; color: #222; text-align: center;">Revision as of 22:21, 18 August 2012</td>
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<tr><td class='diff-marker'>−</td><td style="color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>Statistical Discrimination occurs when agents use an observable characteristic of an individual to make inferences about another attribute that is relevant to the transaction but more difficult to observe. The agents'  beliefs about group averages affect their treatment of an individual member of the group. This theory is typically attributed to Kenneth Arrow's 1973 work "The Theory of Discrimination" and to Edmund Phelp's  1972 paper "The Statistical Theory of Racism and Sexism. In Phelp's theory, the cause of inequality is an exogenous difference in two group's innate qualities. Without full information about different workers' productivity, the "rational" employer would make hiring decisions based on their knowledge of the  applicants' group as a whole. For example, employers may be reluctant to hire and train teenage workers because their past experience with teenagers is that they only want a short-term position (e.g., a summer job). Arrow's later theory followed a similar line of thought, but did not assume that a person's or a group's traits were determined exogenously. Instead, these traits are endogenous and develop through society's beliefs about a group. For a more complete overview of statistical discrimination, read [porter.ssc.upenn.edu/~hfang/publication/moro/final.pdf Theories of Statistical Discrimination</div></td><td class='diff-marker'>+</td><td style="color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>Statistical Discrimination occurs when agents use an observable characteristic of an individual to make inferences about another attribute that is relevant to the transaction but more difficult to observe. The agents'  beliefs about group averages affect their treatment of an individual member of the group. This theory is typically attributed to Kenneth Arrow's 1973 work "The Theory of Discrimination" and to Edmund Phelp's  1972 paper "The Statistical Theory of Racism and Sexism. In Phelp's theory, the cause of inequality is an exogenous difference in two group's innate qualities. Without full information about different workers' productivity, the "rational" employer would make hiring decisions based on their knowledge of the  applicants' group as a whole. For example, employers may be reluctant to hire and train teenage workers because their past experience with teenagers is that they only want a short-term position (e.g., a summer job). Arrow's later theory followed a similar line of thought, but did not assume that a person's or a group's traits were determined exogenously. Instead, these traits are endogenous and develop through society's beliefs about a group. For a more complete overview of statistical discrimination, read [<ins class="diffchange diffchange-inline">[http://</ins>porter.ssc.upenn.edu/~hfang/publication/moro/final.pdf Theories of Statistical Discrimination</div></td></tr>
<tr><td class='diff-marker'>−</td><td style="color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>and Affirmative Action: A Survey] by Hanming Fang and Andrea Moro.  </div></td><td class='diff-marker'>+</td><td style="color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>and Affirmative Action: A Survey<ins class="diffchange diffchange-inline">]</ins>] by Hanming Fang and Andrea Moro.  </div></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"></td></tr>
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</table>Jvenato1https://wikis.swarthmore.edu/div_econ/index.php?title=Statistical_discrimination&diff=2951&oldid=prevJvenato1 at 22:21, 18 August 20122012-08-18T22:21:00Z<p></p>
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<tr><td class='diff-marker'>−</td><td style="color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>Statistical Discrimination occurs when agents use an observable characteristic of an individual to make inferences about another attribute that is relevant to the transaction but more difficult to observe. The agents'  beliefs about group averages affect their treatment of an individual member of the group. This theory is typically attributed to Kenneth Arrow's 1973 work "The Theory of Discrimination" and to Edmund Phelp's  1972 paper "The Statistical Theory of Racism and Sexism. In Phelp's theory, the cause of inequality is an exogenous difference in two group's innate qualities. Without full information about different workers' productivity, the "rational" employer would make hiring decisions based on their knowledge of the  applicants' group as a whole. For example, employers may be reluctant to hire and train teenage workers because their past experience with teenagers is that they only want a short-term position (e.g., a summer job). Arrow's later theory followed a similar line of thought, but did not assume that a person's or a group's traits were determined exogenously. Instead, these traits are endogenous and develop through society's beliefs about a group. For a more complete overview of statistical discrimination, read [<del class="diffchange diffchange-inline">http://</del>porter.ssc.upenn.edu/~hfang/publication/moro/final.<del class="diffchange diffchange-inline">pdfTheories </del>of Statistical Discrimination</div></td><td class='diff-marker'>+</td><td style="color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>Statistical Discrimination occurs when agents use an observable characteristic of an individual to make inferences about another attribute that is relevant to the transaction but more difficult to observe. The agents'  beliefs about group averages affect their treatment of an individual member of the group. This theory is typically attributed to Kenneth Arrow's 1973 work "The Theory of Discrimination" and to Edmund Phelp's  1972 paper "The Statistical Theory of Racism and Sexism. In Phelp's theory, the cause of inequality is an exogenous difference in two group's innate qualities. Without full information about different workers' productivity, the "rational" employer would make hiring decisions based on their knowledge of the  applicants' group as a whole. For example, employers may be reluctant to hire and train teenage workers because their past experience with teenagers is that they only want a short-term position (e.g., a summer job). Arrow's later theory followed a similar line of thought, but did not assume that a person's or a group's traits were determined exogenously. Instead, these traits are endogenous and develop through society's beliefs about a group. For a more complete overview of statistical discrimination, read [porter.ssc.upenn.edu/~hfang/publication/moro/final.<ins class="diffchange diffchange-inline">pdf Theories </ins>of Statistical Discrimination</div></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>and Affirmative Action: A Survey] by Hanming Fang and Andrea Moro.  </div></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>and Affirmative Action: A Survey] by Hanming Fang and Andrea Moro.  </div></td></tr>
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</table>Jvenato1https://wikis.swarthmore.edu/div_econ/index.php?title=Statistical_discrimination&diff=2950&oldid=prevJvenato1 at 22:20, 18 August 20122012-08-18T22:20:36Z<p></p>
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<td colspan="2" style="background-color: #fff; color: #222; text-align: center;">Revision as of 22:20, 18 August 2012</td>
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<tr><td class='diff-marker'>−</td><td style="color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>Statistical Discrimination occurs when agents use an observable characteristic of an individual to make inferences about another attribute that is relevant to the transaction but more difficult to observe. The agents'  beliefs about group averages affect their treatment of an individual member of the group. This theory is typically attributed to Kenneth Arrow's 1973 work "The Theory of Discrimination" and to Edmund Phelp's  1972 paper "The Statistical Theory of Racism and Sexism. In Phelp's theory, the cause of inequality is an exogenous difference in two group's innate qualities. Without full information about different workers' productivity, the "rational" employer would make hiring decisions based on their knowledge of the  applicants' group as a whole. For example, employers may be reluctant to hire and train teenage workers because their past experience with teenagers is that they only want a short-term position (e.g., a summer job). Arrow's later theory followed a similar line of thought, but did not assume that a person's or a group's traits were determined exogenously. Instead, these traits are endogenous and develop through society's beliefs about a group. For a more complete overview of statistical discrimination, read [http://porter.ssc.upenn.edu/~hfang/publication/moro/final.<del class="diffchange diffchange-inline">pdf Theories </del>of Statistical Discrimination</div></td><td class='diff-marker'>+</td><td style="color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>Statistical Discrimination occurs when agents use an observable characteristic of an individual to make inferences about another attribute that is relevant to the transaction but more difficult to observe. The agents'  beliefs about group averages affect their treatment of an individual member of the group. This theory is typically attributed to Kenneth Arrow's 1973 work "The Theory of Discrimination" and to Edmund Phelp's  1972 paper "The Statistical Theory of Racism and Sexism. In Phelp's theory, the cause of inequality is an exogenous difference in two group's innate qualities. Without full information about different workers' productivity, the "rational" employer would make hiring decisions based on their knowledge of the  applicants' group as a whole. For example, employers may be reluctant to hire and train teenage workers because their past experience with teenagers is that they only want a short-term position (e.g., a summer job). Arrow's later theory followed a similar line of thought, but did not assume that a person's or a group's traits were determined exogenously. Instead, these traits are endogenous and develop through society's beliefs about a group. For a more complete overview of statistical discrimination, read [http://porter.ssc.upenn.edu/~hfang/publication/moro/final.<ins class="diffchange diffchange-inline">pdfTheories </ins>of Statistical Discrimination</div></td></tr>
<tr><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>and Affirmative Action: A Survey] by Hanming Fang and Andrea Moro.  </div></td><td class='diff-marker'> </td><td style="background-color: #f8f9fa; color: #222; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>and Affirmative Action: A Survey] by Hanming Fang and Andrea Moro.  </div></td></tr>
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</table>Jvenato1