Affirmative Action in Hierarchies
AbstractThere is considerable evidence that males are more prone to take risks than females. This difference has implications for rates of promotion in hierarchies where promotion is based on random signals of ability. I explore the promotion consequences of three types of performance standards: gender-blind standards, standards designed to promote agents of equal ability on average, and standards designed to promote equal numbers of both genders. These three objectives lead to different promotion standards, which highlights among other things that the goal of affirmative action is not well defined. Lower promotion standards for females can be necessary to ensure either equal abilities or equal numbers in the promoted populations.
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Bibliographic InfoPaper provided by Department of Economics, Institute for Business and Economic Research, UC Berkeley in its series Department of Economics, Working Paper Series with number qt2tt598kt.
Date of creation: 06 Jan 2003
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More information through EDIRC
labor markets; affirmative action; hierarchy; risk-taking;
Other versions of this item:
- Scotchmer, Suzanne, 2003. "Affirmative Action in Hierarchies," Department of Economics, Working Paper Series qt12j9d7c1, Department of Economics, Institute for Business and Economic Research, UC Berkeley.
- Suzanne Scotchmer, 2005. "Affirmative Action in Hierarchies," NBER Working Papers 11213, National Bureau of Economic Research, Inc.
- Suzanne Scotchmer, 2003. "Affirmative Action in Hierarchies," Industrial Organization 0303005, EconWPA.
- J7 - Labor and Demographic Economics - - Labor Discrimination
Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:
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