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Should Workplace Programs be Voluntary or Mandatory? Evidence from a Field Experiment on Mentorship

Author

Listed:
  • Jason Sandvik
  • Richard Saouma
  • Nathan Seegert
  • Christopher T. Stanton

Abstract

In a field experiment, we find large differences in productivity treatment effects between voluntary and mandatory workplace mentorship programs. A significant portion of this difference is due to the best employees opting into the program when it is voluntary and these employees having the smallest treatment effects. Our findings suggest that pilot programs run on a voluntary group may obfuscate large potential gains. In our setting, the firm cannot rely on self-selection to help with program allocation because employees that benefit the most from the program are the least likely to participate. Our findings have implications for program evaluation, experimental design, productivity dispersion, and inequality.

Suggested Citation

  • Jason Sandvik & Richard Saouma & Nathan Seegert & Christopher T. Stanton, 2021. "Should Workplace Programs be Voluntary or Mandatory? Evidence from a Field Experiment on Mentorship," NBER Working Papers 29148, National Bureau of Economic Research, Inc.
    • Handle: RePEc:nbr:nberwo:29148
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    More about this item

    JEL classification:

    • J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity
    • L23 - Industrial Organization - - Firm Objectives, Organization, and Behavior - - - Organization of Production
    • L84 - Industrial Organization - - Industry Studies: Services - - - Personal, Professional, and Business Services
    • M5 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics
    • M53 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Training

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