Category: Labor Economics

Employers Less Likely to Hire Older Workers

(p. A3) Using a method of uncovering discrimination well known in economics, David Neumark, an economist at the University of California at Irvine, led a study that sent out 40,000 fake résumés to employers who had posted openings. Mr. Neumark and his co-authors found that résumés suggesting an applicant was 64 to 66 years old got a response 35 percent less often than résumés suggesting that the applicant was 29 to 31.
Labeling it discrimination is another matter, however. “The one thing that people always point out is that acceptability for age stereotyping is extremely high,” Mr. Neumark said. “The number of people who make age-related jokes are way more frequent than people who make race-related jokes. For whatever reason, the social stigma for age discrimination is really weak.”
Aside from fairness, evidence suggests that finding ways to keep older Americans working has benefits to the broader society: Working keeps older Americans happier, healthier and more mentally engaged. And forestalling retirement could relieve some of the pressure a large aging population places on this country’s social safety net.
“Governments all over the world are trying to figure how to get old people to stay at work longer,” Mr. Neumark said. “If we have discriminatory barriers, then all these reforms will be less effective.”

For the full story, see:
Quoctrung Bui. “As More Older People Look for Work, They Are Put Into ‘Old Person Jobs’.” The New York Times (Thurs., AUG. 18, 2016): A3.
(Note: the online version of the article has the title “More Older People Are Finding Work, but What Kind?”)

The Neumark paper mentioned above, is:
Neumark, David, Ian Burn, and Patrick Button. “Experimental Age Discrimination Evidence and the Heckman Critique.” American Economic Review 106, no. 5 (May 2016): 303-08.

Brits Saw America “as a Place to Dump Their Human Waste”

(p. 11) . . . , Isenberg — a historian at Louisiana State University whose previous books include a ­biography of Aaron Burr — provides a cultural ­history of changing concepts of class and inferiority. She argues that British colonizers saw their North American empire as a place to dump their human waste: the idle, indigent and criminal. Richard Hakluyt the younger, one of the many colorful characters who fill these pages, saw the continent as “one giant workhouse,” in ­Isenberg’s phrase, where the feckless poor could be turned into industrious drudges.

For the full review, see:
THOMAS J. SUGRUE. “‘Hicks’ and ‘Hayseeds’.” The New York Times Book Review (Sun., JUNE 26, 2016): 11.
(Note: ellipsis added.)
(Note: the online version of the review has the date JUNE 24, 2016, and has the title “A Look at America’s Long and Troubled History of White Poverty.”)

The book under review, is:
Isenberg, Nancy. White Trash: The 400-Year Untold History of Class in America. New York: Viking, 2016.

Fewer Regulations and Lower Taxes Rouse “Animal Spirits” in Small Businesses

(p. B1) More than any other president since Ronald Reagan, President Trump is moving to strip away regulations and slash taxes, said Jeffrey Korzenik, an investment strategist with Fifth Third, a large regional bank in the Midwest and Southeast. In meetings with clients, Mr. Korzenik has been making the case that these policies will rouse the slumbering animal spirits in businesses across America.
“And now we have seen this huge spike in small-business confidence since the election,” Mr. Korzenik said, pointing to a chart. “So I have to ask you: Do you feel more confident now?”
There was a moment of silence, broken only by a howling northwestern Ohio wind that rattled the floor-to-ceiling windows in the bank’s boardroom.
Then, with rapid-fire speed, came the responses.
The president of a trucking company spoke of a “tremendous dark cloud” lifting when he realized he would no longer be feeling the burden of rules and regulations imposed by the Obama administration.
The owner of an automotive parts assembler gave thanks that he would not be receiving visits from pesky envi-(p. B3)ronmental and workplace overseers.
And the head of a seating manufacturer expressed hope that, finally, his health care costs would come down when the Affordable Care Act was repealed.
“My gut just feels better,” said Bob Fleisher, president of a local car dealership. “With Obama, you felt it was personal — like he just didn’t want you to make money. Now we have a guy who is cutting regulations and taxes. And when I see my taxes going down every quarter — well, that means I am going to start investing again.”
. . .
A heavier regulatory burden and uncertainty born of a weak economic recovery have kept small-business owners from making big bets in investments or hiring.
But in Toledo, this reluctance is changing — and quickly.
Louis M. Soltis owns a small company that manufactures control panels for large factories and machines. After four years of not adding to his work force of 22, he has seen orders for panels jump in the last two months and is looking to take on as many as six new workers.
There may not be a direct correlation between his surging order book and the new president, but there is no doubting the psychological boost.
“That guy is a junkyard dog, doing his tweets at 3 a.m. and taking on the news media — I just get strength from him,” Mr. Soltis said over a wine-soaked dinner with a large group of his small-business friends and peers from around town. “And I have to say, it makes you feel gutsy — ready to step up and start investing again.”
. . .
Yet there is a downside to animal spirits that persist too long, especially in labor markets, like Toledo’s, that are operating on the tight side.
And that is a sharp uptick in inflation.
In his presentation to Fifth Third’s banking clients, Mr. Korzenik raised this issue, suggesting that the broader economy was in the “seventh inning” of what has been a pretty long business cycle.
. . .
Still, no one in the room seemed overly concerned. As the group saw it, the party was just beginning.
“Most businesses I know are just taking a deep breath, happy that there is finally someone in the White House who understands what they do,” said Mr. Fleisher, the owner of the Lincoln car dealership. “So you say we are in the seventh inning — well, I am not sure we are.”

For the full story, see:
LANDON THOMAS Jr. “Small Businesses’ Hopes Are Up.” The New York Times (Mon., MARCH 13, 2017): B1 & B3.
(Note: ellipses added.)
(Note: the online version of the story has the date MARCH 12, 2017, and has the title “The President Changed. So Has Small Businesses’ Confidence.”)

Entrepreneur Rothblatt Was Highest-Paid Female CEO in 2013

(p. 3) Martine Rothblatt, a serial entrepreneur, has a unique perspective on female 1 percenters. She not only founded Sirius Satellite Radio, but also founded and serves as chief executive of United Therapeutics, a pharmaceuticals company. Ms. Rothblatt was the highest-paid female chief executive in the country in 2013, with compensation of $38 million, yet she does not see her success as a victory for women. She was born as Martin and underwent gender reassignment surgery in 1994.
“I’ve only been a woman for half of my life, and there’s no doubt that I’ve benefited hugely from being a guy,” she told Fortune magazine.
In an interview, Ms. Rothblatt had some surprising suggestions for helping women reach the top. She supports eliminating “say on pay” rules that allow shareholders to vote on executive compensation, and eliminating shareholder advisory groups. “If shareholders do not like the pay a woman is receiving as C.E.O., they should simply sell the stock, and vice versa,” she said.

For the full commentary, see:
ROBERT FRANK. “INSIDE WEALTH; Plenty of Billionaires, but Few Are Women.” The New York Times, Sunday Business Section (Sun., Jan. 1, 2017): 3.
(Note: the online version of the commentary has the date DEC. 30, 2016, and has the title “INSIDE WEALTH; Why Aren’t There More Female Billionaires?”)

Increasing Number of Free Agent Entrepreneurs

(p. A3) A tiny segment of U.S. manufacturing appears to be thriving–the one with no employees.
A mix of technology, economic necessity and adventure is leading more Americans to found companies that plan to stay very small. That entrepreneurial spark also highlights challenges facing the economy, from difficulty re-entering the job market to the diminishing role of fast-growing young firms.
Nicholas Hollows wants to be his own boss, and not anyone else’s.
“I definitely don’t intend to switch my role from a person who makes things to a person who manages people,” said the 32-year-old sole proprietor of Hollows Leather in Eugene, Ore. “Being hands-on is the whole reason I do this.”
The number of businesses classified as manufacturers with no employees has been rising steadily since the depths of the recession. The tiny operations often make food, craft beer, toiletries or other niche products. Their growth stands out in a sector that has been shedding workers for decades.
U.S. food manufacturers with no employee but the owner nearly doubled from 2004 to 2014. One-worker beverage and tobacco makers expanded 150%. Such chemical manufacturers–a category that includes makers of soap and perfume–grew almost 70%.
In all, there were more than 350,000 manufacturing establishments with no employee other than the owner in 2014, up almost 17% from 2004, according to the most recent Commerce Department data. By comparison, there were 292,543 establishments with other employees, down 12%. The shift creates a challenge for building back the number of jobs in the U.S. manufacturing sector.

For the full story, see:
Sparshott, Jeffrey. “Tiny Firms Stay That Way.” The Wall Street Journal (Thurs., Dec. 29, 2016): A3.
(Note: the online version of the story has the date Dec. 28, 2016, and has the title “Big Growth in Tiny Businesses.”)

We Want Meaningful Work

(p. 1) HOW satisfied are we with our jobs?
Gallup regularly polls workers around the world to find out. Its survey last year found that almost 90 percent of workers were either “not engaged” with or “actively disengaged” from their jobs. Think about that: Nine out of 10 workers spend half their waking lives doing things they don’t really want to do in places they don’t particularly want to be.
Why? One possibility is that it’s just human nature to dislike work. This was the view of Adam Smith, the father of industrial capitalism, who felt that people were naturally lazy and would work only for pay. “It is the interest of every man,” he wrote in 1776 in “The Wealth of Nations,” “to live as much at his ease as he can.”
This idea has been enormously influential. About a century later, it helped shape the scientific management movement, which created systems of manufacture that minimized the need for skill and close attention — things that lazy, pay-driven workers could not be expected to have.
Today, in factories, offices and other workplaces, the details may be different but the overall situation is the same: Work is structured on the assumption that we do it only because we have to. The call center employee is monitored to ensure that he ends each call quickly. The office worker’s keystrokes are overseen to guarantee productivity.
. . .
(p. 4) To start with, I don’t think most people recognize themselves in Adam Smith’s description of wage-driven idlers. Of course, we care about our wages, and we wouldn’t work without them. But we care about more than money. We want work that is challenging and engaging, that enables us to exercise some discretion and control over what we do, and that provides us opportunities to learn and grow. We want to work with colleagues we respect and with supervisors who respect us. Most of all, we want work that is meaningful — that makes a difference to other people and thus ennobles us in at least some small way.
. . .
You enter an occupation with a variety of aspirations aside from receiving your pay. But then you discover that your work is structured so that most of those aspirations will be unmet. Maybe you’re a call center employee who wants to help customers solve their problems — but you find out that all that matters is how quickly you terminate each call. Or you’re a teacher who wants to educate kids — but you discover that only their test scores matter. Or you’re a corporate lawyer who wants to serve his client with care and professionalism — but you learn that racking up billable hours is all that really counts.
Pretty soon, you lose your lofty aspirations. And over time, later generations don’t even develop the lofty aspirations in the first place. Compensation becomes the measure of all that is possible from work. When employees negotiate, they negotiate for improved compensation, since nothing else is on the table. And when this goes on long enough, we become just the kind of creatures that Adam Smith thought we always were.

For the full commentary, see:

BARRY SCHWARTZ. “Rethinking Work.” The New York Times, SundayReview Section (Sun., AUG. 30, 2015): 1 & 4.
(Note: ellipses added.)
(Note: the online version of the commentary has the date AUG. 28, 2015,)

The commentary is related to Schwartz’s book:
Schwartz, Barry. Why We Work, Ted Books. New York: Simon & Schuster, 2015.

G.D.P. May Understate Growth by 2% or More

(p. B1) As the economy has shifted from one that primarily produced things — refrigerators and cars, guns and shoes — to one that now deals largely in services and information, economists have grown more and more skeptical that the traditional measure of gross domestic product — the nation’s total output — is accurately capturing much of the economy’s innovation and improvements.
“I think the official data on real growth substantially underestimates the rate of growth,” said Martin Feldstein, an economist at Harvard.
. . .
(p. B2) Mr. Feldstein likes to illustrate his argument about G.D.P. by referring to the widespread use of statins, the cholesterol drugs that have reduced deaths from heart attacks. Between 2000 and 2007, he noted, the death rate from heart disease among those over 65 fell by one-third.
“This was a remarkable contribution to the public’s well-being over a relatively short number of years, and yet this part of the contribution of the new product is not reflected in real output or real growth of G.D.P.,” he said. He estimates — without hard evidence, he is careful to point out — that growth is understated by 2 percent or more a year.
. . .
For Mr. Feldstein, it is misleading measurements that are contributing to a public perception that real incomes — particularly for the middle class — aren’t rising very much. That, he said, “reduces people’s faith in the political and economic system.”
“I think it creates pessimism and a distrust of government,” leading Americans to worry that “their children are going to be stuck and won’t be able to enjoy upward mobility,” he said. “I think it’s important to understand this.”

For the full story, see:
PATRICIA COHEN. “Is the Slogging Economy Blazing? Growth Our Old Gauge Can’t See.” The New York Times (Tues., FEB. 7, 2017): B1-B2.
(Note: ellipses added.)
(Note: the online version of the article has the date FEB. 6, 2017, and has the title “The Economic Growth That Experts Can’t Count.”)

“More Women in Their 60s and 70s” Work in Fulfilling Jobs

(p. 1) Kay Abramowitz has been working, with a few breaks, since she was 14. Now 76, she is a partner in a law firm in Portland, Ore. — with no intention of stopping anytime soon. “Retirement or death is always on the horizon, but I have no plans,” she said. “I’m actually having way too much fun.”
The arc of women’s working lives is changing — reaching higher levels when they’re younger and stretching out much longer — according to two new analyses of census, earnings and retirement data that provide the most comprehensive look yet at women’s career paths.
. . .
Most striking, women have become significantly more likely to work into their 60s and even 70s, often full time, according to the analyses. And many of these women report that they do it because they enjoy it.
. . .
Nearly 30 percent of women 65 to 69 are working, up from 15 percent in the late 1980s, one of the analyses, by the Harvard economists Claudia Goldin and Lawrence Katz, found. Eighteen per-(p. 4)cent of women 70 to 74 work, up from 8 percent.
. . .
Of those still working, Ms. Goldin said, “They’re in occupations in which they really have an identity.” She added, “Women have more education, they’re in jobs that are more fulfilling, and they stay with them.” (Ms. Goldin happens to be an example of the phenomenon, as a 70-year-old professor and researcher.)

For the full story, see:
Claire Cain Miller. “With More Women Fulfilled by Work, Retirement Has to Wait.” The New York Times, First Section (Sun., FEB. 12, 2017): 1 & 4.
(Note: ellipses added.)
(Note: the online version of the article has the date FEB. 11, 2017, and has the title “More Women in Their 60s and 70s Are Having ‘Way Too Much Fun’ to Retire.”)

The paper by Goldin and Katz, mentioned above, is:
Goldin, Claudia, and Lawrence F. Katz. “Women Working Longer: Facts and Some Explanations.” NBER Working Paper #22607. National Bureau of Economic Research, Inc., Sept. 2016.

People Root for Billionaires If They Believe They Also Could Become Billionaires

(p. 22) “Billions” manages the feat of making you want the guy who has everything to have even more.
“People still root for billionaires because it reinforces the idea that they can do it too,” Mr. Kirshenbaum said recently. “People don’t want to be in a place where there’s not a lot of magic left in the equation.” Political analysts have long given this explanation for why poor or working-class people vote against tax increases for the wealthy: They want to believe that some day they, too, will have assets to guard.
. . .
Like the TV series, the film “The Big Short” puts you in the position of wanting the investors — or at least the investors depicted on the screen — to win. The movie channels your anger at the banks that came up with the perilous financial instruments that devastated the economy, but it leaves you no room to despise the charmingly eccentric rogue geniuses who made hundreds of millions of dollars shorting the housing market. All that hard work, the culling of documents and the fact-gathering trips to endangered Sun Belt real estate markets — it would be so wrong if they didn’t triumph in the end. Institutions are greedy; people are merely obsessed.

For the full commentary, see:
GINIA BELLAFANTE. “Big City; Rooting for the Robber Barons, at Least Those Onscreen.” The New York Times, First Section (Sun., MARCH 20, 2016): 22.
(Note: ellipsis added.)
(Note: the online version of the commentary has the date MARCH 18, 2016, and has the title “Big City; Rooting for the Robber Barons, at Least on the Screen.”)

Government Job Certification Boards Reduce Opportunities for Former Prisoners

(p. A21) . . . while there’s been a rightful focus on ending mass incarceration, there has been little public discussion of how we reintegrate this growing population.
. . .
. . . , we should remove unfair barriers to employment. Many jobs now require professional certification, like being a barber in Connecticut or a truck driver in Texas, and state certification boards often bar former prisoners. We should eliminate those blanket prohibitions.

For the full commentary, see:
ROBERT E. RUBIN. “How to Help Former Inmates Thrive.” The New York Times (Mon., JUNE 3, 2016): A21.
(Note: ellipses added.)
(Note: the online version of the commentary has the title “The Smart Way to Help Ex-Convicts, and Society.”)