Discrimination in NHL Economics

A situation when an employer, despite equal productivity, shows preference for one group over another based on non-work related characteristics.

The additional amount an employer is willing to pay for a preferred group compared to a non-preferred group, even when productivity is equal.

The demand for players from the preferred group will be higher because employers are willing to pay more for them, leading to higher wages.

If the preference for one group is strong enough, employers may completely exclude the other group, regardless of their qualifications.

A situation where a group is denied opportunities in work, regardless of their skills and qualifications, due to discrimination.

A model that explains employer discrimination based on the idea that employers might be willing to sacrifice profits to avoid associating with a group they dislike.

The European hockey players not being hired despite being equally productive as North American players due to employer preference for North American players.

The absence of black players in Major League Baseball for over 60 years, illustrating how strong social preferences can lead to employer discrimination.

A coefficient that reflects an employer's preference for one group over another, leading to unequal pay for equal work.

The cost an employer is willing to pay to avoid associating with a particular group, even if it means paying them more.

The pay received by workers, taking into account the psychological cost of discrimination.

The situation where workers from a certain group receive lower pay compared to equally skilled workers from another group.

The potential for discrimination to affect the job opportunities and pay for workers from a certain group.

The employer's choice to hire workers from a particular group, even though it might result in lower profits due to discrimination.

The potential reduction in profits for a company due to discriminatory hiring practices.

A situation where the overall negative impact of discrimination outweighs any personal benefits for the discriminating employer.

The market for professional sports is not perfectly competitive, meaning teams may be willing to pay more for players they prefer, even if they have lower productivity. This can lead to discrimination.

If companies are not forced to compete, they can continue to discriminate against certain groups indefinitely, as workers have fewer options for employment.

Becker's theory of discrimination suggests that employers may be willing to pay more for workers from a preferred group, even if they are less productive. This preference can lead to economic outcomes that benefit the preferred group.

Unprejudiced employers, who value worker skill over personal preferences, can undercut discriminatory employers by hiring and paying lower wages to skilled workers from groups that are discriminated against.

Competition between employers can force discriminatory employers to eventually pay the same wages to all workers. This is because, if they don't, they will lose workers and profits to unprejudiced employers.

The exclusion of Black players from Major League Baseball from 1888 to 1947 illustrates how employer discrimination could significantly impact employment opportunities for groups based on preferences.

If there's a large pool of available labor, restricting the market to a preferred group can still result in the same wage for the preferred group, but with limited opportunities for the excluded group.

A situation where employers treat members of certain groups differently based on their race, ethnicity, gender, or other factors unrelated to their skills and abilities.

An NFL rule requiring teams to interview minority candidates for head coaching and senior administrative positions. It was implemented to address the underrepresentation of minority head coaches in the league.

A situation where even though a group is equally qualified, they are still less likely to be hired, promoted, or given opportunities due to prejudices and biases.

A situation where women are underrepresented in coaching roles, potentially due to the assumption that women are less knowledgeable about the sport.

The NFL's effort to increase diversity by having at least 12 female assistant coaches. This shows progress towards greater inclusion in professional sports.

Despite the Rooney Rule, the number of Black head coaches in the NFL declined from 22% in 2011 to 9.4% in 2020, suggesting that the rule may not be effective in tackling the issue.

A situation where an individual is denied opportunities because they do not belong to the preferred 'minority' group, even though they face similar disadvantages.

A situation where the assumption that a group is less qualified can prevent them from even getting an interview, or the opportunity to prove their abilities.

Minorities are systematically placed in specific positions, often due to prejudices.

When a particular position disproportionately favors one race or gender over another, despite equal talent.

A type of discrimination that occurs when referees disproportionately penalize players based on their race.

Foreign players in the NBA are paid less than their American counterparts, even with the same level of skill and performance.

The historical dominance of men in play-by-play announcing and analysis in sports.

The recent increase in women's representation in sports broadcasting, particularly in the NBA and MLB.

The growing presence of all-female broadcast crews in certain sporting events, signifying a change in the industry.

The groundbreaking moment when Leah Hextall became the first woman to call NHL games.

The US Women's National Team (USWNT) sued the US Soccer Federation (USSF) for unequal pay, alleging violation of Civil Rights Act; USSF settled for $24 million, representing a significant victory for women's soccer but not resolving the global gender disparity in World Cup payments.

Despite the USWNT's strong performance and popularity, World Cup prize money for women is significantly lower than for men, largely due to a disparity in sponsorship revenue: $529 million for women versus $17 million for men.

Men's prize money in Open tennis was initially 10 times higher than women's, but Billie Jean King, the 1972 US Open champion, threatened a boycott to achieve pay equality, which eventually succeeded.

While some argue that men deserve higher pay in tennis due to longer matches and greater popularity, the popularity claim is debatable, and prize money discrepancies alone are not sufficient evidence of discrimination in the eyes of many economists.

Evaluating claims of gender-based discrimination in sports is difficult as women and men rarely compete directly; factors like venues, timings, and playing conditions make it challenging to isolate the role of gender.