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Mentoring and the Dynamics of Affirmative Action

Mich'le M'ller-Itten (michele.muller@nd.edu) and Aniko Öry
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Mich'le M'ller-Itten: Department of Economics, University of Notre Dame

Authors registered in the RePEc Author Service: Michèle Müller-Itten

No 2112, Cowles Foundation Discussion Papers from Cowles Foundation for Research in Economics, Yale University

Abstract: We study the evolution of labor force composition when mentoring is more effective within members of the same socio-demographic type. Typically, multiple steady states exist. Some completely exclude juniors of one type. Even a mixed steady state tends to over-represent the type that is dominant in the population. In contrast, the efficient labor force balances talent recruitment against mentoring frictions. It may even underrepresent the dominant type and typically calls for persistent government intervention. This contrasts with the public discourse around temporary affirmative action. We consider specific policy instruments and show that hiring quotas can induce equilibrium employment insecurity.

Keywords: Affirmative action; Continuous time overlapping generations; Human capital; Labor participation; Employment insecurity; Mentoring; Talent (search for similar items in EconPapers)
JEL-codes: D62 E24 I2 J15 J16 J24 (search for similar items in EconPapers)
Pages: 42 pages
Date: 2017-11
New Economics Papers: this item is included in nep-mac
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Related works:
Journal Article: Mentoring and the Dynamics of Affirmative Action (2022) Downloads
Working Paper: Mentoring and the Dynamics of Affirmative Action (2019) Downloads
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