An alternative to statistical discrimination theory
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This paper offers a new representation of discrimination on the job market based on the most recent findings in the socio-psychological academic literature about human behaviour. Put it simply, it is assumed that the agents prefer working with people like themselves. This "affinity" principle is modelled through a distance between an individual (the candidate for a job) and the staff of the firm. Contrary to the classical view according to which discrimination results from asymmetric information, this new model provides a rationale for the presence of discriminative attitudes on the job market even when full information is available on the skill levels of all candidates for a working position.
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Published in: Economics bulletin (2008) v.10 nÂ° 5
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Journal Article: An alternative to statistical discrimination theory (2008)
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Persistent link: https://EconPapers.repec.org/RePEc:ulb:ulbeco:2013/167348
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