Gendered choices of labour market integration programmes: evidence from the United States

Abstract

PurposeWe investigate whether women are more likely than men to choose to pursue a competency-based labour market integration programme, rather than the time-based labour market integration programme. We further investigate whether women with existing but uncertified skills are even more likely to pursue a competency-based labour market integration programme.Design/methodology/approachWe test our hypotheses using ordinary least squares applied to linear probability models. We discuss the relative advantages of this methodology. We show the robustness of our results through multiple specifications and estimation methods. Finally, we discuss the reasons preventing us from granting our results a causal interpretation and discuss how they are surmountable in future research.FindingsWomen are significantly more likely to enrol into competency-based programmes, relative to time-based. Women with existing but uncertified skills are significantly more likely to enrol into competency-based programmes, whereas women without skills or with college degrees are not significantly different from the baseline. Our findings are robust to various specifications, and we include a comprehensive set of fixed-effect vectors, addressing industrial, occupational and time-varying state specificities.Research limitations/implicationsFirst, our empirical test of hypothesis H2 is hindered by the construction of the “some college or associate’s degree” variable in RAPIDS data. “Some college” is very different from an associate’s degree. Second we had to choose between omitted variable bias and selection bias. Because of the demonstrated importance of the occupation and industry variables in existing literature, we included those variables at the risk of selection bias. Occupation and industry fixed effects reduce, but do not eliminate, omitted variable bias. Finally, the third limitation of this paper is external validity. Registered Apprenticeship programmes are quite idiosyncratic to the United States.Social implicationsThe rollout and expansion of CBRA may thus be an avenue through policymakers may reduce the gender training gap. This may in turn give more women access to the labour market and allow more women to benefit from the “wage premia” of Registered Apprenticeship completion on the labour market (Lou and Hawley, 2019).Originality/valueThis article is the first that applies econometric methods to investigate women’s choices of labour market integration programmes, using Registered Apprenticeship as a case study. We discuss the implications of our findings, highlighting how competency-based programmes may be an approach to better serving more diverse populations in Registered Apprenticeship.