论文标题
轻柔的平权行动和少数派招募
Soft Affirmative Action and Minority Recruitment
论文作者
论文摘要
我们研究搜索，评估和选择质量未知的候选人的职位。我们研究了“软”平权行动政策的影响，从而增加了候选库中少数群体的相对百分比。我们表明，虽然为了鼓励少数族裔招聘，但如果评估少数派候选人比非少数派的评估更嘈杂，则此类政策可能适得其反。即使少数民族至少具有与非终点一样的资格和价值，也可能发生这种情况。结果提供了一个可能的解释，说明了为什么即使没有（隐性）偏见，某些软的平权行动政策也证明了适得其反。
We study search, evaluation, and selection of candidates of unknown quality for a position. We examine the effects of "soft" affirmative action policies increasing the relative percentage of minority candidates in the candidate pool. We show that, while meant to encourage minority hiring, such policies may backfire if the evaluation of minority candidates is noisier than that of non-minorities. This may occur even if minorities are at least as qualified and as valuable as non-minorities. The results provide a possible explanation for why certain soft affirmative action policies have proved counterproductive, even in the absence of (implicit) biases.
