Working Paper: NBER ID: w28308
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 Fresearchers 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: self-image bias; gender imbalance; talent loss; mentorship; affirmative action
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) | acceptance rates of f researchers (C12) |
| self-image bias (D91) | underrepresentation of f researchers (J79) |
| mentorship (M53) | increased talent loss within the f group (D29) |
| mentorship (M53) | adoption of m group characteristics by young f researchers (C92) |
| affirmative action policies (J78) | gender balance (J16) |
| affirmative action policies (J78) | diversity of characteristics in research community (C90) |