Abstract
The literature concerning the influence of race and gender on layoff likelihood suggests that differences persist between whites and blacks as well as males and females even after controlling for factors expected to influence personal productivity. However, it appears that formal on-the-job training has often not been adequately accounted for. This paper uses direct objective measures of formal on-the-job training to examine the influence of gender and working lifecycle stage on the likelihood of participating in formal on-the-job training programs and on the duration of these on-the-job training experiences for program participants.
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