Race, Ranking, Promotions, and Pay at a Federal Facility: A Logit Analysis

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Abstract
This study analyzes rank assignments and promotions among a group of federal civilian employees at a U.S. Army base, with special attention to racial differences, by estimating a multinomial logit model and using pooled data from four different years. The authors find that position and compensation, although closely related, are by no means identical, nor are promotions and changes in pay. For example, the racial differential in compensation at this base is accompanied by a racial differential in ranking under which blacks are more likely than comparable whites to be in blue-collar occupations and less likely to be in white-collar occupations; whereas the gender differential in compensation is accompanied by a gender differential in ranking under which women are more likely than comparable men to be in low-level white-collar occupations and less likely to be in other occupations. Similarly, a narrowing of the racial differential in earnings over time coexisted with a racial differential in promotions that worked to the disadvantage of nonwhites.

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