Gender and racial training gaps in Oregon apprenticeship programs

Arbeitspapier

This paper uses micro data from Oregon to measure the gender and minority training gaps in apprenticeship training. Its methodological innovation is the use of on-the-job training credit hours of exiting workers as the measure of the quantity of training. Apprentices who started training between 1991 and 2002 are followed through 2007. Controlling for individual and program attributes, women and racial/ethnic minorities on average receive less training than men and whites, respectively. Union programs deliver more training than nonunion programs, regardless of gender and race/ethnicity. Prior education level has a strong impact on training, especially for women and minorities. The evidence does not support the hypothesis that apprentices who quit are sufficiently qualified to be able to obtain high-skill jobs.

Object Details

• Language: Englisch

References and Relationships

• Bibliographic citation: Series: Working Paper ; No. 2008-15

Classification and Topics

• Classification: Wirtschaft ; Economics of Minorities, Races, Indigenous Peoples, and Immigrants; Non-labor Discrimination ; Human Capital; Skills; Occupational Choice; Labor Productivity ; Trade Unions: Objectives, Structure, and Effects
• Subject: Training ; Gender ; Race ; Unions

Contributors, Places and Time

• Event: Geistige Schöpfung
• (who): Berik, Günseli ; Bilginsoy, Cihan ; Williams, Larry S.
• Event: Veröffentlichung
• (who): The University of Utah, Department of Economics
• (where): Salt Lake City, UT
• (when): 2008

Further information

• Handle: http://hdl.handle.net/10419/64455
• Last update: 10.03.2025, 11:43 AM CET