| 来源类型 | Working Paper |
| 规范类型 | 报告 |
| DOI | 10.3386/w6496 |
| 来源ID | Working Paper 6496 |
| Mentoring and Diversity | |
| Susan Athey; Christopher Avery; Peter Zemsky | |
| 发表日期 | 1998-04-01 |
| 出版年 | 1998 |
| 语种 | 英语 |
| 摘要 | This paper studies the forces which determine how diversity at a firm evolves over time. We consider a dynamic model o a single firm with two levels of employees, the entry level and the upper level. In each period, the firm selects a subset of the entry-level workers for promotion to the upper level. The members of the entry-level worker pool vary in their initial ability as well as in their type,' where type could refer to gender or cultural background. Employees augment their initial ability by acquiring specific human capital in mentoring interactions with upper level employees. We assume that an entry-level worker receives more mentoring when a greater proportion of upper-level workers match the entry-level worker's type. In this model, it is optimal for the firm to consider type in addition to ability in making promotion decisions, so as to maximize the effectiveness of future mentoring. We derived conditions under which firms attain full diversity, as well as conditions under which there are multiple steady states, so that the level of diversity depends on the firm's initial conditions. With multiple steady states, temporary affirmative action policies can have a long-run impact on diversity levels. |
| 主题 | Labor Economics ; Labor Discrimination ; Labor Market Structures |
| URL | https://www.nber.org/papers/w6496 |
| 来源智库 | National Bureau of Economic Research (United States) |
| 引用统计 | |
| 资源类型 | 智库出版物 |
| 条目标识符 | http://119.78.100.153/handle/2XGU8XDN/564016 |
| 推荐引用方式 GB/T 7714 | Susan Athey,Christopher Avery,Peter Zemsky. Mentoring and Diversity. 1998. |
| 条目包含的文件 | ||||||
| 文件名称/大小 | 资源类型 | 版本类型 | 开放类型 | 使用许可 | ||
| w6496.pdf（2182KB） | 智库出版物 | 限制开放 | CC BY-NC-SA | 浏览 | ||
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