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Earnings
Inequality
Educational choice
models
Inequality of earnings generally accounts for by far the greatest
share of income inequality. Thus, a better understanding of the origins
of earnings distribution is of central importance for any public policy
which intends to combat economic inequality.
Drawing on and extending the theory of human capital, Research Fellow Robert
von Weizsäcker designs a comprehensive life-cycle model of
individual earnings in Discussion Paper No. 1014. The approach taken
permits an isolated analysis of three interconnected levels of
aggregation (intra-cohort distribution, overall distribution, and
lifetime distribution) within the same dynamic microeconomic model of
educational choice. In this way, interrelated economic, demographic, and
fiscal effects on earnings inequality are established. The paper reveals
that reallocation reactions of optimizing individuals, combined with
population heterogeneity by productive endowments, learning abilities,
and working age, can destroy simple relationships between the standard
of living, current earnings inequality, lifetime earnings inequality,
and public distributional policy.
The study thus provides some possible economic interpretations of
empirical findings and identifies several policy conflicts. First, there
seems to be an inherent incompatibility of the two social objectives of
higher living standards and lower inequality of human wealth: as an
example, the paper analyses policy measures for public education.
Second, distributional policy decisions made on the basis of current
earnings inequality are generally not compatible with those which would
have been made on the basis of the distribution of lifetime earnings.
Third, earnings inequality is not assigned to single factors per se,
but is seen as a result of the individuals' optimization behaviour,
which itself depends on numerous forces.
Educational Choice, Lifetime Earnings Inequality, and Conflicts of
Public Policy
Robert K von Weizsäcker
Discussion Paper No. 1014, September 1994 (HR)
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