Mentoring and the Dynamics of Affirmative Action
本文分析当多数群体与少数群体初级成员所能获得的导师指导质量取决于其在劳动力队伍中的占比时，劳动力构成的长期演变。多数群体劳动者占比≥50%的劳动力队伍无一例外地会收敛至多数群体相对于人口比例被过度代表的均衡。为最大化福利，往往需要持续性的干预（如针对特定群体的奖学金），且最优的劳动力队伍可能包含先天才能低于边际多数群体劳动者的少数群体劳动者。我们讨论了导师指导决定因素的作用、才能的离散程度、短期干预的适用范围、各类政策工具，并将我们的结果与经典的公平叙事进行对比。
英文原文
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.