Urban Institute and American University, USA, and IZA, Germany
IZA World of Labor role
Institute Fellow, Urban Institute, and Emeritus Professor of Economics, American University, USA
Education and training, economics of the family, economic inequality, housing, social welfare policy
Positions/functions as a policy advisor
Panel Member, National Academy of Sciences, Study of Post-secondary Training and Education for Work; Member, Maryland Task Force on Apprenticeship and Economic Development
Chair, Department of Economics, American University; Economist, Office of the Secretary, US Department of Labor; Staff Economist, Joint Economic Committee, USA
PhD Economics, MIT, 1970
“Income inequality effects by income source: A new approach and applications to the U.S.” Review of Economics and Statistics (1985) (with S. Yitzhaki).
“Income inequality and income stratification.” Review of Income and Wealth (1991) (with S. Yitzhaki).
“Are skills the problem? Reforming the education and training system in the United States.” In: A Future of Good Jobs. Kalamazoo, MI: Upjohn Institute, 2008; pp. 17–80.
“The impact of changing US family structure on child poverty and income inequality.” Economica 63:250 (1996): S119–S139. Reprinted in: Sattinger, M. (ed.). The International Library of Critical Writings in Economics: Income Distribution: II. Cheltenham, UK: Edward Elgar Publishing, 2001; pp. 104–124.
“US wage inequality trends and recent immigration.” American Economic Review: Papers and Proceedings (May 1999): 23–28.
Why spending on occupational skills can yield economic returns to employersRobert Lerman, October 2019Economists have long believed that firms will not pay to develop occupational skills that workers could use in other, often competing, firms. Researchers now recognize that firms that invest in apprenticeship training generally reap good returns. Evidence indicates that financial returns to firms vary. Some recoup their investment within the apprenticeship period, while others see their investment pay off only after accounting for reduced turnover, recruitment, and initial training costs. Generally, the first year of apprenticeships involves significant costs, but subsequently, the apprentice's contributions exceed his/her wages and supervisory costs. Most participating firms view apprenticeships as offering certainty that all workers have the same high level of expertise and ensuring an adequate supply of well-trained workers to cover sudden increases in demand and to fill leadership positions.MoreLess