Why do I like people like me?
AbstractIn many dimensions the ability to assess knowledge depends critically on the observer's own knowledge of that dimension. Building on this feature, this paper offers both theoretical and empirical evidence showing that, in those tasks where multidisciplinary knowledge is required, evaluations exhibit a similar-to-me effect: candidates who excel in the same dimensions as the evaluator tend to be ranked relatively higher. It is also shown that, if races or genders differ in their distribution of ability, group discrimination will arise unless evaluators (i) are well informed about the extent of intergroup differences and (ii) they may condition their assessments on candidates' group belonging.
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Bibliographic InfoPaper provided by Universidad Carlos III, Departamento de Economía de la Empresa in its series Business Economics Working Papers with number wb080601.
Date of creation: Feb 2008
Date of revision:
Statistical discrimination; Evaluation biases;
Other versions of this item:
- J71 - Labor and Demographic Economics - - Labor Discrimination - - - Hiring and Firing
- D82 - Microeconomics - - Information, Knowledge, and Uncertainty - - - Asymmetric and Private Information; Mechanism Design
This paper has been announced in the following NEP Reports:
- NEP-ALL-2008-02-23 (All new papers)
- NEP-CBE-2008-02-23 (Cognitive & Behavioural Economics)
- NEP-HPE-2008-02-23 (History & Philosophy of Economics)
- NEP-SOC-2008-02-23 (Social Norms & Social Capital)
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