Mentoring and the Dynamics of Affirmative Action
60 Pages Posted: 17 Nov 2017 Last revised: 11 Aug 2020
Date Written: August 7, 2020
We analyze the long-term workforce composition when the quality of mentoring available to majority and minority juniors depends on their representation in the workforce. A workforce with ≥50% majority workers invariably converges to one where the majority is overrepresented relative to the population. To maximize welfare, persistent interventions, such as group-speciﬁc fellowships, are often needed, and the optimal workforce may include minority workers of lower innate talent than the marginal majority worker. We discuss the role of mentorship determinants, talent dispersion, the scope of short-term interventions, various policy instruments and contrast our results to the classic fairness narrative.
Keywords: Affirmative Action, Continuous Time Overlapping Generations, Human Capital, Labor Participation, Employment Insecurity, Mentoring, Talent
JEL Classification: D62, E24, I2, J15, J16, J24
Suggested Citation: Suggested Citation