Self-image Bias and Lost Talent

Pietro Veronesi and Marciano Siniscalchi

No 15621, CEPR Discussion Papers from C.E.P.R. Discussion Papers

Abstract: We propose an overlapping-generation model wherein researchers belong to two groups, M or F, and established researchers evaluate new researchers. Group imbalance obtains even with group-neutral evaluations and identical productivity distributions. Evaluators' self-image bias and mild between-group heterogeneity in equally productive research characteristics lead the initially dominant group, say M, to promote scholars with characteristics similar to theirs. Promoted F-researchers are few and similar to M-researchers, perpetuating imbalance. Candidates' career concerns and institutions' hiring practices exacerbate talent loss. Mentorship reduces group imbalance, but increases F-group talent loss. Affirmative action reduces both. Our mechanism explains existing evidence and suggests different policies.

Keywords: Gender discrimination; Self-image bias; Affirmative action; Mentorship (search for similar items in EconPapers)
JEL-codes: A11 J16 J7 (search for similar items in EconPapers)
Date: 2020-12
New Economics Papers: this item is included in nep-exp
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Citations: View citations in EconPapers (4)

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Working Paper: Self-image Bias and Lost Talent (2020)
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