Aboriginal Earnings and Employment in Canadian Cities, 2001 - - PowerPoint PPT Presentation

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Aboriginal Earnings and Employment in Canadian Cities, 2001 - - PowerPoint PPT Presentation

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Aboriginal Earnings and Employment in Canadian Cities, 2001 Krishna Pendakur and Ravi Pendakur SFU U of Ottawa Goals How do Aboriginal (Indian) registration, Aboriginal identity and Aboriginal ancestry play into patterns of employment

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SLIDE 1

Aboriginal Earnings and Employment in Canadian Cities, 2001

Krishna Pendakur and Ravi Pendakur SFU U of Ottawa

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SLIDE 2

Goals

How do Aboriginal (Indian) registration,

Aboriginal identity and Aboriginal ancestry play into patterns of employment and earning disparity?

How does Aboriginal employment and

earnings vary across Canada's largest cities?

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SLIDE 3

Previous work

Previous research has focused mostly on the

relevance of “aboriginal origin” to labour market success

Papers establish that the earnings of Aboriginal-origin

people in Canada are extremely low relative to the non- Aboriginal-origin population (George et al. (1994), Drost (1994), Pendakur and Pendakur (1998), Kuhn and Sweetman (1998, 2002), DeSilva (1999))

A few papers have used the “aboriginal identity”

definition (Clatworthy 1995, Mendelson 2004).

Results are often hampered by small sample size.

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SLIDE 4

Model of labour market outcomes

  • Census family status
  • Schooling
  • Age
  • City
  • Language

Aboriginal groups: Status

  • on reserve
  • Off reserve

Identity

  • NAI
  • Métis
  • Inuit
  • multiple

Ancestry

SELECTION Canadian-born Males or Females 25-64 With some schooling

20% 50% 80% 90%

Job characteristics:

  • Occupation
  • Industry
  • Weeks, full time

Majority origins

Odds of employment Earnings

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SLIDE 5

Relative Odds of Employment, Aboriginal groups vs British origin, Canada

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

  • Reg. on reserve
  • Reg. off reserve
  • N. Amer Indian

Metis Aboriginal Heritage

  • Reg. on reserve
  • Reg. off reserve
  • N. Amer Indian

Metis Aboriginal Heritage Females Males

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SLIDE 6

Relative Odds of Employment, Aboriginal groups vs British origin, Winnipeg

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

  • Reg. on reserve
  • Reg. off reserve
  • N. Amer Indian

Metis Aboriginal Heritage

  • Reg. on reserve
  • Reg. off reserve
  • N. Amer Indian

Metis Aboriginal Heritage Females Males

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SLIDE 7

Relative Odds of Employment, Aboriginal groups vs British origin, Vancouver

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

  • Reg. on reserve
  • Reg. off reserve
  • N. Amer Indian

Metis Aboriginal Heritage

  • Reg. on reserve
  • Reg. off reserve
  • N. Amer Indian

Metis Aboriginal Heritage Females Males

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SLIDE 8

Mean earnings differentials (%) controlling for personal and work characteristics, Aboriginal groups vs British only ancestry, Canada, Males

  • 50%
  • 45%
  • 40%
  • 35%
  • 30%
  • 25%
  • 20%
  • 15%
  • 10%
  • 5%

0%

  • Reg. on reserve
  • Reg. off reserve
  • N. Amer. Indian

Métis

  • Aborig. Heritage

Personal Personal & Work

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SLIDE 9

Mean earnings differentials (%) controlling for personal & work characteristics, Aboriginal groups vs British only ancestry, Canada, Females

  • 25%
  • 20%
  • 15%
  • 10%
  • 5%

0%

  • Reg. on reserve
  • Reg. off reserve
  • N. Amer. Indian

Métis

  • Aborig. Heritage

Personal Personal & Work

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SLIDE 10

Mean earnings differentials (%) controlling for personal & work characteristics, Aboriginal groups vs British only ancestry, Winnipeg, Males

  • 50%
  • 45%
  • 40%
  • 35%
  • 30%
  • 25%
  • 20%
  • 15%
  • 10%
  • 5%

0%

  • Reg. on reserve
  • Reg. off reserve
  • N. Amer. Indian

Métis

  • Aborig. Heritage

Personal Personal & Work

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SLIDE 11

Mean earnings differentials (%) controlling for personal & work characteristics, Aboriginal groups vs British only ancestry, Winnipeg, Females

  • 30%
  • 25%
  • 20%
  • 15%
  • 10%
  • 5%

0%

  • Reg. on reserve
  • Reg. off reserve
  • N. Amer. Indian

Métis

  • Aborig. Heritage

Personal Personal & Work

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SLIDE 12

Mean earnings differentials (%) controlling for personal & work characteristics, Aboriginal groups vs British only ancestry, Vancouver, Males

  • 50%
  • 45%
  • 40%
  • 35%
  • 30%
  • 25%
  • 20%
  • 15%
  • 10%
  • 5%

0%

  • Reg. on reserve
  • Reg. off reserve
  • N. Amer. Indian

Métis

  • Aborig. Heritage

Personal Personal & Work

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SLIDE 13

Mean earnings differentials (%) controlling for personal & work characteristics, Aboriginal groups vs British only ancestry, Vancouver, Females

  • 45%
  • 40%
  • 35%
  • 30%
  • 25%
  • 20%
  • 15%
  • 10%
  • 5%

0%

  • Reg. on reserve
  • Reg. off reserve
  • N. Amer. Indian

Métis

  • Aborig. Heritage

Personal Personal & Work

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SLIDE 14

Earnings differentials Aboriginal groups vs British Origin, at the 20th, 50th, 80th and 90th percentile, controlling for personal characteristics, Canada, Males

  • 0.70
  • 0.60
  • 0.50
  • 0.40
  • 0.30
  • 0.20
  • 0.10

0.00 q20 q50 q80 q90

  • Reg. on reserve
  • Reg. off reserve
  • N. Amer. Indian

Métis

  • Aborig. Heritage
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SLIDE 15

Earnings differentials Aboriginal groups vs British Origin, at the 20th, 50th, 80th and 90th percentile, controlling for personal characteristics, Canada, Females

  • 0.45
  • 0.40
  • 0.35
  • 0.30
  • 0.25
  • 0.20
  • 0.15
  • 0.10
  • 0.05

0.00 q20 q50 q80 q90

  • Reg. on reserve
  • Reg. off reserve
  • N. Amer. Indian

Métis

  • Aborig. Heritage
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SLIDE 16

Earnings differentials Aboriginal groups vs British Origin, at the 20th, 50th, 80th and 90th percentile, controlling for personal characteristics, Vancouver, Males

  • 0.70
  • 0.60
  • 0.50
  • 0.40
  • 0.30
  • 0.20
  • 0.10

0.00 q20 q50 q80 q90

  • Reg. on reserve
  • Reg. off reserve
  • N. Amer. Indian

Métis

  • Aborig. Heritage
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SLIDE 17

Earnings differentials Aboriginal groups vs British Origin, at the 20th, 50th, 80th and 90th percentile, controlling for personal characteristics, Vancouver, Females

  • 0.60
  • 0.50
  • 0.40
  • 0.30
  • 0.20
  • 0.10

0.00 0.10 q20 q50 q80 q90

  • Reg. on reserve
  • Reg. off reserve
  • N. Amer. Indian

Métis

  • Aborig. Heritage
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SLIDE 18

Conclusions 2

1.

Men and women fare differently. The disparity, both in employment prospects and earnings amongst men is always greater than is the case for women.

2.

Results vary by city. Cities are labour markets and in some, Aboriginals do better, while in others they do worse. Vancouver stands out as particularly bad.

3.

The link between employment and earnings is

  • strong. Where employment probabilities are low,

earnings are also low, suggesting that the two reinforce each other.

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SLIDE 19

Conclusions 2

1.

There is no strength in numbers. Employment and earnings are low in Prairie cities despite large aboriginal populations.

2.

We are looking at a sticky floor rather than a glass

  • ceiling. Those people at the upper end face far

less discrimination than those at the bottom end.

3.

There is a fairly consistent hierarchy of labour market outcomes amongst Aboriginal men and

  • women. Registered Indians (particularly men on

reserves) fare the worst.

4.

In contrast to Drost and Richards, we find that among registered Aboriginals, Men do better off reserve and women do better on reserve.