This paper reports on the employment migration behavior of non-White ethnic minority graduates in the United Kingdom for the 2018/2019 graduation cohort, which is the last cohort to enter the labor market before the COVID-19 pandemic. Using data from the new Graduate Outcomes survey and controlling for a rich set of background characteristics, the findings indicate that ethnic minority graduates are more likely than their White counterparts to find work in ethnically diverse areas of the United Kingdom after leaving higher education. An identity utility framework is then formalized that combines identity economics with traditional approaches of human capital theory and job search theory. A test of an ethnic identity-based hypothesis reveals that Asian, Black, and Mixed-background graduates are comparatively more likely to migrate to areas with higher ethnic diversity levels, rather than less diverse areas. In addition to traditional explanations based on human capital theory and job search theory, this paper argues that these patterns are best explained by ethnic identity norms, which introduce a preference for working in ethnically diverse places. However, the results should be interpreted with some caution because of concerns related to heterogeneity within the ethnic group classifications used in the paper and possible omitted and unobserved variables.

中文翻译：

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种族与英国毕业生移民：身份经济学方法

本文报告了 2018/2019 届毕业生在英国的非白人少数族裔毕业生的就业移民行为，这是在 COVID-19 大流行之前进入劳动力市场的最后一批毕业生。利用新的毕业生成果调查的数据并控制丰富的背景特征，研究结果表明，少数族裔毕业生比白人毕业生更有可能在离开高等教育后在英国的多种族地区找到工作。然后，将身份经济学与人力资本理论和求职理论的传统方法结合起来，形成身份效用框架。对基于种族身份的假设的检验表明，亚裔、黑人和混血背景的毕业生相对更有可能迁移到种族多样性水平较高的地区，而不是种族多样性较低的地区。除了基于人力资本理论和求职理论的传统解释之外，本文认为这些模式最好用种族认同规范来解释，这种规范引入了在种族多元化的地方工作的偏好。然而，由于与本文中使用的种族群体分类内的异质性以及可能遗漏和未观察到的变量相关的担忧，应谨慎解释结果。