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Nov 29 2017 04:07pm
I mainly need formatting, require that you've taken econometrics in an accredited university.
Offer closed in 2 days.

Estimated length about 60-130 paragraphs, no research required. Just reading and interpretation.
Interview process including a short quiz will be done via discord or skype.
Payment is negotiable.

I can offer tutoring in Anaconda, SQL, Stata v14 and ArcGIS as possible payments.

e: paper is on inequality, discrimination theory, blah blah blah

This post was edited by Arcolithe on Nov 29 2017 04:13pm
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Nov 30 2017 12:36pm
not MLA or APA or any BS, just writing.

content will look like this:
Ashenfelter considers when viewing the actual effects of training programs on earnings, the problem of a good experimental design to benchmark the earnings of the trainees with an adequate comparison group. Other criticisms he mentions with finding the actual effects of training programs on earnings are: large sample sizes tend to cause high variance in the earnings variable, and the large expenses for longitudinal surveys to track trainees over long periods of time. He found that white males had the largest increase in earnings after 1964, coincidentally the Civil Rights Act was enacted then, with minority groups increasing in earnings in smaller amounts.
The racial gap primarily reflects a skill gap which can be traced back to family backgrounds and school environment. They argue that labor market discrimination affects the many productive characteristics which are endogenous. Using longitudinal survey data and base wage regressions, they find that the Armed Forced Qualification Test scores explains three-quarters of the racial wage gap for young men, and all the gap for young women. If they held the AFQT scores constant, black and Hispanic women earn more than white women with Hispanic women showing statistical significance. The authors conclude that this indicates the Black youth to have acquired less from their family backgrounds and school environment than White youth, leading to lower scores on the AFQT. The idea is to increase human capital in Black youth in skills valued by the labor market.
The Seattle Minimum Wage Study Team’s “Report on the Impact of Seattle’s Minimum Wage Ordinance in Wages, Workers, Jobs, and Establishments through 2015,” looked for the short-run impact primarily on the low-wage workers living in Seattle as they were expected to be benefitting the most from the minimum wage ordinance. Using a set of regions not partaking in the minimum wage ordinance in Washington with similar labor market trends as Seattle, the study team was able to create a Synthetic Seattle used to analyze the effects of the minimum wage ordinance. Estimates showed that the minimum wage ordinance had a small impact to low-wage workers with the increased quarterly earnings of employees who kept their job offset by decreasing average hours worked per employee indicating a higher turnover rate. Despite this, the closure rate of single location establishments was less than predicted, as there was an unexpected increase in the rate of business opening. Overall, the study team indicates that there should be a long-run study on the impact of seattle’s minimum wage ordinance and to correlate the economic climate of Washington to the minimum wage ordinance.
Cha found in her research “Overwork and the Slow Convergence in Gender Gap Wages,” that there was an importance to why the convergence in gender wage gaps slowed down. Previous research did not consider the gender gap in overwork, and the different factors of overwork. Despite the equalizing effect of women’s strong gains in education, the growth in overwork and its wage returns kept the gender gap in overwork persistent, particularly present in professional and managerial occupations. However, this overwork effect cannot explain the convergence of gender gap in wages slowed even more in the 2000s.
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Dec 1 2017 07:19pm
completed, closed.
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Dec 1 2017 11:58pm
gender gap doesnt even exist
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Dec 7 2017 10:26am
Quote (Snyft2 @ Dec 2 2017 12:58am)
gender gap doesnt even exist


tl;dr version:

Goldin, C. (2006). “The Quiet Revolution That Transformed Women's Employment, Education, and Family."
Goldin further considers the history of women’s work participation in the economy since 1800s, stating that a quiet revolution occurred in 1970. She states that at first, women almost always exited the workforce at marriage. As time continued until the 1970s, women’s workforce participation increased, including married women, and women’s education also increased. Despite the increase, there still remains a significant gender gap in labour participation rates.
In 1970, three key indicators for a revolution are noticed. Women started to attend and graduate from college at higher rates than men, with gender parity in law school entrants in 2000. There was also an increased rate of women keeping their last name after marriage, with the median age of first marriage for female college graduates increasing to 25. During the 1950s and 1960s, the labor demand increased greatly for women, with the following generation choosing for higher education in positions that offer career advancement. Increased with the accessibility of the contraceptives from the 1960s, as well as increasing divorce rates and marriage delay, career planning became a core choice of their decision making.
Goldin et al. (2006). “The Homecoming of American College Women: The Reversal of the College Gender Gap.
Goldin et al. goes over the reversal of the college gender gap between 1930 to 2003. Since 1930 the gender gap in higher education enrollment was generally converging until 1980 where it reached parity and then diverged favoring women. However, in 1944 the G.I. Bill was enacted offering a lower cost to males to enroll into higher education, temporarily widening the gap. In 1957, Regardless of aptitude, high school rank and family background, girls had considerably lower college graduation rates than those of comparable boys. In 1992, The advantage from composite reading and math test scores also reversed and girls had considerably higher college graduation rates than before.
This change was especially significant in the family socio-economic status. The conventional wisdom on those poorer in the socio-economic status distribution would “tend to favor sons over daughters when they could afford to educate only some.” By 1992 the NELS showed a reversal, where those poorer in the socio-economic status distribution would tend to favor daughters over sons for college education.
Goldin, C., and Rouse, C. (1997). “Orchestrating Impartiality: The Impact of Blind Auditions on Female Musicians."
Goldin and Rouse uses an opportunity of blind auditions to view sexual bias in a symphony orchestra. They conduct a case study using confidential data from audition records of eight major symphony orchestras between 1950 and 1995, estimating the impact of screening process to increase the probability a woman will have in advancing certain preliminary rounds. They find that the screen increases the chances for females to advance by 50%, showing bias. Furthermore, audition policies revising during the 1970s increased the representation of female musicians in the top five symphony orchestra in the United States. These results could be implications of further sexual bias in the labor market.


Further literature on econometric valuations of gender inequality.
Goldin, C., and Katz, L. F. (2002). “The Power of the Pill: Oral Contraceptives and Womens Career and Marriage Decisions." Journal of Political Economy, 110(4).
Goldin, C. (2006). “The Quiet Revolution That Transformed Women's Employment, Education, and Family." The American Economic Review, 96(2), 1-21.
Mulligan, C. B., and Rubinstein, Y. (2008). “Selection, Investment, and Women's Relative Wages Over Time." The Quarterly Journal of Economics, 1061-1110.
Goldin, C., Katz, L. F., and Kuziemko, I. (2006). “The Homecoming of American College Women: The Reversal of the College Gender Gap." Journal of Economic Perspectives, 20(4), 133-156.
Goldin, C. (2002). “A Pollution Theory of Discrimination: Male and Female Differences in Occupations and Earnings." National Bureau of Economic Research, No. w8985.
Olivetti, C. and Albanesi, S., (2009). “Home Production, Market Production and the Gender Wage Gap: Incentives and Expectations." Review of Economic Dynamics, 12(1), 80-107.
Olivetti, C., and Petrongolo, B. (2006). “Unequal Pay or Unequal Employment? A Cross-Country Analysis of Gender Gaps." CEPR DP 5506, February 2006.
Dembe, A. E., et al. (2005) “The Impact of Overtime and Long Work Hours on Occupational Injuries and Illnesses: New Evidence from the United States." Occupational and Environmental Medicine, 62.9: 588-597.
Autor, D., Dorn, D., and Hanson, G. (2017). “When Work Disappears: Manufacturing Decline and the Falling Marriage-Market Value of Men" National Bureau of Economic Research, No. w23173
Coate, S., and Loury, G. C. (1993). “Will Affirmative-Action Policies Eliminate Negative Stereotypes?" The American Economic Review, 1220-1240.
Heckman, J. J. (1998). “Detecting Discrimination." The Journal of Economic Perspectives, 12(2), 101-116.
Ayres, I., and Siegelman, P. (1995). “Race and Gender Discrimination in Bargaining for a New Car." The American Economic Review, 304-321.
Goldberg, P. K. (1996). “Dealer Price Discrimination in New Car Purchases: Evidence From the Consumer Expenditure Survey." Journal of Political Economy, 622-654.
Harless, D. W., and Hoffer, G. E. (2002). “Do Women Pay More for New Vehicles? Evidence From Transaction Price Data." The American Economic Review, 92(1), 270-279.
Munnell, A. H., Tootell, G. M., Browne, L. E., and McEneaney, J. (1996). “Mortgage Lending in Boston: Interpreting HMDA Data." The American Economic Review, 25-53.
Persico, N. G. (2006). “Rational Choice Foundations of Equal Protection in Selective Enforcement: Theory and Evidence." U of Penn, Inst for Law and Econ Research, Paper 06-20.
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Dec 8 2017 09:33pm
well holy shit :wacko: ...
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