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Immigrants and Workplace Training: Evidence from Canadian Linked Employer–Employee Data
Industrial Relations ( IF 2.4 ) Pub Date : 2020-04-20 , DOI: 10.1111/irel.12255
Benoit Dostie , Mohsen Javdani

Job training is one of the most important aspects of skill formation and human capital accumulation. In this study, we use longitudinal Canadian linked employer–employee data to examine whether white/visible minority immigrants and Canadian‐born emplooyees experience different opportunities in two well‐defined measures of firm‐sponsored training: on‐the‐job training and classroom training. While we find no differences in on‐the‐job training between different groups, our results suggest that visible minority immigrants are significantly less likely to receive classroom training, and receive fewer and shorter classroom training courses, an experience that is not shared by white immigrants. For male visible minority immigrants, these gaps are entirely driven by their differential sorting into workplaces with fewer training opportunities. For their female counterparts, however, they are mainly driven by differences that emerge within workplaces. We find no evidence that years spent in Canada or education level can appreciably reduce these gaps. Accounting for potential differences in career paths and hierarchical level also fails to explain these differences. We find, however, that these gaps are only experienced by visible minority immigrants who work in the for‐profit sector, with those in the nonprofit sector experiencing positive or no gaps in training. Finally, we show that other poor labor market outcomes of visible minority immigrants, including their wages and promotion opportunities, stem in part from these training gaps.

中文翻译:

移民和工作场所培训:来自加拿大相关雇主-雇员数据的证据

职业培训是技能形成和人力资本积累的最重要方面之一。在这项研究中,我们使用纵向加拿大相关雇主和雇员数据,以检查白人/有形少数族裔移民和加拿大出生的雇员在企业赞助的两种明确定义的培训措施中是否遇到不同的机会:在职培训和课堂培训。尽管我们发现不同群体之间的在职培训没有差异,但我们的结果表明,可见的少数族裔移民接受课堂培训的可能性大大降低,并且接受的培训课程越来越少,这是白人移民所没有的。对于可见的男性少数族裔移民来说,这些差距完全是由他们在培训机会较少的工作场所中的分类差异造成的。但是,对于女同事,她们主要是由工作场所内部出现的差异所驱动。我们没有证据表明在加拿大度过的年数或学历可以明显减少这些差距。解释职业道路和等级上的潜在差异也无法解释这些差异。但是,我们发现,只有在营利性部门工作的可见少数族裔移民才会经历这些差距,而在非营利性部门中,在培训方面却出现积极的差距或没有差距。最后,我们表明,可见的少数族裔移民在劳动力市场上的其他不良后果,包括他们的工资和晋升机会,部分源于这些培训差距。我们没有证据表明在加拿大度过的年数或学历可以明显减少这些差距。解释职业道路和等级上的潜在差异也无法解释这些差异。但是,我们发现,只有在营利性部门工作的可见少数族裔移民才会经历这些差距,而在非营利性部门中,在培训方面却出现积极的差距或没有差距。最后,我们表明,可见的少数族裔移民在劳动力市场上的其他不良后果,包括他们的工资和晋升机会,部分源于这些培训差距。我们没有证据表明在加拿大度过的年数或学历可以明显减少这些差距。解释职业道路和等级上的潜在差异也无法解释这些差异。但是,我们发现,只有在营利性部门工作的可见少数族裔移民才会经历这些差距,而在非营利性部门中,在培训方面却出现积极的差距或没有差距。最后,我们表明,可见的少数族裔移民在劳动力市场上的其他不良后果,包括他们的工资和晋升机会,部分源于这些培训差距。这些差距只有在营利性部门工作的可见少数族裔移民才能经历,而在非营利性部门中的少数民族移民在培训方面则存在积极的或没有差距。最后,我们表明,可见的少数族裔移民在劳动力市场上的其他不良后果,包括他们的工资和晋升机会,部分源于这些培训差距。这些差距只有在营利性部门工作的可见少数族裔移民才能经历,而在非营利性部门中的少数民族移民在培训方面则存在积极的或没有差距。最后,我们表明,可见的少数族裔移民在劳动力市场上的其他不良后果,包括他们的工资和晋升机会,部分源于这些培训差距。
更新日期:2020-04-20
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