Conclusion
The striking racial difference in the payoff to OJT and PSE activities could have been generated by two distinct phenomena, and probably reflects a combination of both. On the one hand, Blacks may have restricted access to OJT and PSE opportunities, essentially being allocated the least desirable ones. This could come about through discrimination on the part of WIN program personnel assigned the allocation responsibility, or, more likely, reflects attitudes of employers, as expressed to or perceived by WIN project staff. Note that we are measuring net gains here and explicitly controlling for education and work experience, so that observed disparities cannot easily be attributed to differences in capability.
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This paper is based on an evaluation performed under contract to the Office of Program Evaluation, U.S. Employment and Training Administration, U.S. Department of Labor. As with all such contracts there is no implied official responsibility for findings or conclusions. The evaluation itself was undertaken by a consortium of three firms, Pacific Consultants Ketron, Inc., and Camil Associates; Michael Temple (Ketron) and David Miller (Camil) and their staffs contributed to the evaluation effort.
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Schiller, B.R. The pay-off to training for blacks: The win experience. The Review of Black Political Economy 8, 211–217 (1978). https://doi.org/10.1007/BF02689498
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DOI: https://doi.org/10.1007/BF02689498