Working Paper: CEPR ID: DP15621
Authors: Marciano Siniscalchi; Pietro Veronesi
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
JEL Codes: A11; J16; J7
Edges that are evidenced by causal inference methods are in orange, and the rest are in light blue.
| Cause | Effect |
|---|---|
| self-image bias (D91) | persistent bias favoring researchers from group M over group F (C92) |
| evaluators' self-image influences their decisions (D91) | systematic underrepresentation of F researchers (J16) |
| mentorship (M53) | reduction of group imbalance (C92) |
| mentorship (M53) | exacerbation of talent loss among F researchers (D29) |
| affirmative action policies (J78) | mitigation of biases (D91) |