What Does Affirmative Action Do?
We use data from a survey of employers to investigate how Affirmative Action in recruiting and hiring influences hiring practices, personnel policies, and ultimately employment out- comes. Our results show that Affirmative Action increases the number of recruitment and screening practices used by employers, raises their willingness to hire stigmatized applicants, increases the number of minority and female applicants as well as employees, and increases employers’ tendencies to provide training and to formally evaluate employees. When Affirmative Action is used in recruiting, it does not lead to lower credentials or performance of women and minorities hired. When it is also used in hiring, it yields female and minority employees whose credentials are somewhat weaker, though performance generally is not. Overall, then, the more intensive search, evaluation, and training that accompany Affirmative Action appear to offset any tendencies of the policy to lead to hiring of less-qualified or less-productive women and minorities.
|Date of creation:|
|Date of revision:|
|Contact details of provider:|| Postal: 3412 Social Science Building, 1180 Observatory Drive, Madison, WI 53706|
Phone: (608) 262-6358
Fax: (608) 265-3119
Web page: http://www.ssc.wisc.edu/irp/dp/dplist.htm
More information through EDIRC
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.:
- Holzer, Harry J, 1987.
"Informal Job Search and Black Youth Unemployment,"
American Economic Review,
American Economic Association, vol. 77(3), pages 446-52, June.
- Leonard, Jonathan S, 1985.
"Affirmative Action as Earnings Redistribution: The Targeting of Compliance Reviews,"
Journal of Labor Economics,
University of Chicago Press, vol. 3(3), pages 363-84, July.
- Jonathan S. Leonard, 1984. "Affirmative Action as Earnings Redistribution: The Targeting of Compliance Reviews," NBER Working Papers 1328, National Bureau of Economic Research, Inc.
- Gregory Attiyeh & Richard Attiyeh, 1997. "Testing for Bias in Graduate School Admissions," Journal of Human Resources, University of Wisconsin Press, vol. 32(3), pages 524-548.
- Holzer, Harry J. & Reaser, Jess, 2000.
"Black Applicants, Black Employees, and Urban Labor Market Policy,"
Journal of Urban Economics,
Elsevier, vol. 48(3), pages 365-387, November.
- Harry J. Holzer, . "Black Applicants, Black Employees, and Urban Labor Market Policy," Institute for Research on Poverty Discussion Papers 1162-98, University of Wisconsin Institute for Research on Poverty.
- Harry J. Holzer, 1998. "Why Do Small Establishments Hire Fewer Blacks Than Large Ones?," Journal of Human Resources, University of Wisconsin Press, vol. 33(4), pages 896-914.
- Barron, John M & Bishop, John & Dunkelberg, William C, 1985. "Employer Search: The Interviewing and Hiring of New Employees," The Review of Economics and Statistics, MIT Press, vol. 67(1), pages 43-52, February.
When requesting a correction, please mention this item's handle: RePEc:wop:wispod:1169-98. See general information about how to correct material in RePEc.
For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: (Thomas Krichel)
If references are entirely missing, you can add them using this form.