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Collecting Compensation Data from Employers (2012)

Chapter: References

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Suggested Citation:"References." National Research Council. 2012. Collecting Compensation Data from Employers. Washington, DC: The National Academies Press. doi: 10.17226/13496.
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Suggested Citation:"References." National Research Council. 2012. Collecting Compensation Data from Employers. Washington, DC: The National Academies Press. doi: 10.17226/13496.
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Suggested Citation:"References." National Research Council. 2012. Collecting Compensation Data from Employers. Washington, DC: The National Academies Press. doi: 10.17226/13496.
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Suggested Citation:"References." National Research Council. 2012. Collecting Compensation Data from Employers. Washington, DC: The National Academies Press. doi: 10.17226/13496.
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Suggested Citation:"References." National Research Council. 2012. Collecting Compensation Data from Employers. Washington, DC: The National Academies Press. doi: 10.17226/13496.
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Suggested Citation:"References." National Research Council. 2012. Collecting Compensation Data from Employers. Washington, DC: The National Academies Press. doi: 10.17226/13496.
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94 COLLECTING COMPENSATION DATA FROM EMPLOYERS Bureau of Labor Statistics. (2010a). Occupational Employment and Wages, May 2010. USDL 11-0722. Available: http://www.bls.gov/news.release/ocwage.htm [September 2011]. Bureau of Labor Statistics. (2010b). Survey Methods and Reliability Statement for the May 2010 Occupational Employment Statistics Survey. Available: http://www.bls.gov/oes/ current/methods_statement.pdf [October 2010]. Bureau of Labor Statistics. (No date). Handbook of Methods. Washington, DC: U.S. Depart- ment of Labor. Available: http://www.bls.gov/opub/hom/homch8.htm [October 2012]. CedarCrestone. (2011). CedarCrestone 2010–2011 HR Systems Survey: HR Technologies, Service Delivery, Approaches, and Metrics, 13th Annual Edition. Available: http://www. cedarcrestone.com/media/whitepapers/CC_2010-2011_HRS_Survey_WP.pdf [October 2012]. Chay, K. (1998). The impact of federal civil rights policy on black economic progress: Evidence from the equal opportunity act of 1972. Industrial Labor Relations Review 51(4):608–632. Consad Research Corporation. (2009). An Analysis of Reasons for the Disparity of Wages be- tween Men and Women. Available: http://www.consad.com/content/reports/Gender%20 Wage%20Gap%20Final%20Report.pdf [May 2012]. Dobbin, F., Kalev, A., and Kelly, E. (2006). Best practices or best guesses?: Assessing the effi- cacy of corporate affirmative action and diversity policies. American Sociological Review 71(August):589–617. Donohoe, J., and Levitt, S. (2001). The impact of race on policing and arrests. Journal of Law and Economics 44(2):367–394. Federal Committee on Statistical Methodology. (2005). Report on Statistical Disclosure Meth- odology. Working Paper No. 22 (2nd Version), Confidentiality and Data Access Commit- tee, Office of Management and Budget, Executive Office of the President. Washington, DC. Available: http://www.fcsm.gov/working-papers/wp22.html [July 2012]. Follett, R.S., Ward, M.P., and Welch, F. (1993). Problems in assessing employment discrimi- nation. The American Economic Review 83(2):73–78. (Papers and Proceedings of the Hundred and Fifth Annual Meeting of the American Economic Association.) Gastwirth J.L., and Greenhouse S. (1987). Estimating a common relative risk: Application in equal employment. Journal of the American Statistical Association 82(397):38–45. Gastwirth, J.L., and Haber, S. (1976). Defining the labor market for equal opportunity stan- dards. Monthly Labor Review 99(March):32–36. Glover, T. (2011). Examining the gender wage gap among new hires in Wyoming’s manufactur- ing industry. Wyoming Labor Force Trends 48(8). (Wyoming Department of Workforce Services.) Available: https://doe.state.wy.us/lmi/trends/0811/toc.htm [September 2012]. Goldstein, M., and Smith, R. (1976). The estimated impact of the antidiscrimination program aimed at federal contractors. Industrial Labor Relations Review 29(3):524–543. Griffin, P. (1992). The impact of affirmative action on labor demand: A test of some implica- tions of the Le Chatelier principle. The Review of Economics and Statistics 74(2):251– 260. Available: http://www.jstor.org/stable/2109656 [October 2011]. Hirsh, E. (2008). Settling for less? The organizational determinants of discrimination-charge outcomes. Law and Society Review 42(2):239–274. Hirsh, E. (2009). The strength of weak enforcement: The impact of discrimination charges on sex and race segregation in the workplace. American Sociological Review 74(2):245–271. Hirsh, E., and Kmec, J. (2009). Human resource structures: Reducing discrimination or raising rights awareness? Industrial Relations 48(3):512–532. Hirsh, E., and Kornrich, S. (2008). The context of discrimination: Workplace conditions, institutional environments, and sex and race discrimination charges. American Journal of Sociology 113(5):1,394–1,432.

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96 COLLECTING COMPENSATION DATA FROM EMPLOYERS National Equal Pay Enforcement Task Force. (2010). Report of the National Equal Pay Enforcement Task Force. Task force included Equal Employment Opportunity Com- mission, the U.S. Department of Justice, U.S. Department of Labor, and Office of Per- sonnel Management. Available: http://www.whitehouse.gov/sites/default/files/rss_viewer/ equal_pay_task_force.pdf [June 2012]. Naylor, L.A., and Rosenbloom, D.H. (2004). Adarand, Grutter, and Gratz: Does affirma- tive action in federal employment matter? Review of Public Personnel Administration 24(2):150–174. Office of Federal Contract Compliance Programs. (2009). Technical Assistance Guide for Fed- eral Construction Contractors. Available: https://www.dol.gov/ofccp/TAguides/consttag. pdf [May 2012]. Office of Federal Contract Compliance Programs. (2011). Non-Discrimination in Compen- sation; Compensation Data Collection Tool, Advance Notice of Proposed Rule­ aking.m 41 C.F.R.49398–49401. Available: http://www.gpo.gov/fdsys/pkg/FR-2011-08-10/ html/2011-20299.htm [October 2012]. Office of Federal Contract Compliance Programs. (No date). Guide for Small Businesses with Federal Contracts. Available: http://www.dol.gov/ofccp/TAguides/sbguide.htm#Q4 [July 2012]. Reiter, J. (2005). Releasing multiply imputed, synthetic public use microdata: An illustration and empirical study. Journal of the Royal Statistical Society. Series A 168(1):185–205. Reznek, A.P. (2006). Recent Confidentiality Research Related to Access to Enterprise Mi- crodata Prepared for the Comparative Analysis of Enterprise Microdata Conference, September 18–19, 2006, U.S. Census Bureau. Available: http://www.oecd.org/data oecd/6/30/37503027.pdf [December 2011]. Robinson, C., Taylor, T., Tomaskovic-Devey, D., Zimmer, C., and Irvin, M. (2005). Study- ing race and sex segregation at the establishment-level: Methodological concerns and substantive opportunities in the use of EEO-1 data. Work and Occupations 32:5–38. Rodgers, W., and Spriggs, W. (1996). The effect of federal contractor status on racial differ- ences in establishment-level employment shares, 1979–1992. American Economic Review 86(2):290–293. Selden, S.C. (2006). A solution in search of a problem? Discrimination, affirmative action, and the new public service. Public Administration Review 66(6):911–923. Skaggs, S. (2008). Producing change or bagging opportunity? The effects of discrimina- tion litigation on women in supermarket management. American Journal of Sociology 113:1,148–1,183. Slavkovic, A.B., and Lee, J. (2010). Synthetic two-way contingency tables that preserve con- ditional frequencies. Statistical Methodology 7(3):225–239. Smith, J.P., and Welch, F. (1984). Affirmative action and labor markets. Journal of Labor Economics 2(2):269–301. Published by The University of Chicago Press on behalf of the Society of Labor Economists and NORC at the University of Chicago. Available: http:// www.jstor.org/stable/2534898 [July 2012]. Stainback, K., and Tomaskovic-Devey, D. (2009). Intersections of power and privilege: Long- term trends in managerial representation. American Sociological Review 74(5):800–820. Stainback, K., Robinson, C., and Tomaskovic-Devey, D. (2005). Race and workplace integra- tion: A politically mediated process? American Behavioral Scientist 48(9):1,200–1,228. Stephanopoulos, G., and Edley, Jr., C. (1995). Review of Federal Affirmative Action Programs. Unpublished White House document, Washington, DC. Stevens, D.W. (2002). Unemployment That Is Not Covered by State Unemployment Insurance Laws, Longitudinal Employer-Household Dynamics. Technical Paper No. TP-2002-16, U.S. Census Bureau. Available: http://lehd.did.census.gov/led/library/techpapers/tp-2002- 16.pdf [December 2011].

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U.S. agencies with responsibilities for enforcing equal employment opportunity laws have long relied on detailed information that is obtained from employers on employment in job groups by gender and race/ethnicity for identifying the possibility of discriminatory practices. The U.S. Equal Employment Opportunity Commission (EEOC), the Office of Federal Contract Compliance programs of the U.S. Department of Labor, and the Civil Rights Division of the U.S. Department of Justice have developed processes that use these employment data as well as other sources of information to target employers for further investigation and to perform statistical analysis that is used in enforcing the anti-discrimination laws. The limited data from employers do not include (with a few exceptions) the ongoing measurement of possible discrimination in compensation.

The proposed Paycheck Fairness Act of 2009 would have required EEOC to issue regulations mandating that employers provide the EEOC with information on pay by the race, gender, and national origin of employees. The legislation was not enacted. If the legislation had become law, the EEOC would have been required to confront issues regarding currently available and potential data sources, methodological requirements, and appropriate statistical techniques for the measurement and collection of employer pay data.

The panel concludes that the collection of earnings data would be a significant undertaking for the EEOC and that there might be an increased reporting burden on some employers. Currently, there is no clearly articulated vision of how the data on wages could be used in the conduct of the enforcement responsibilities of the relevant agencies. Collecting Compensation Data from Employers gives recommendations for targeting employers for investigation regarding their compliance with antidiscrimination laws.

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