04752oam 22010574 450 991081489560332120240410162534.01-4623-4676-61-4519-9136-31-283-51896-11-4519-0950-09786613831415(CKB)3360000000444044(EBL)3014403(SSID)ssj0000944014(PQKBManifestationID)11559069(PQKBTitleCode)TC0000944014(PQKBWorkID)10978558(PQKB)10913921(OCoLC)698585682(MiAaPQ)EBC3014403(IMF)WPIEE2006237(EXLCZ)99336000000044404420020129d2006 uf 0engur|n|---|||||txtccrDiversity in the Workplace /Felix Vardy, John MorganWashington, D.C. :International Monetary Fund,2006.1 online resource (47 p.)IMF Working Papers"October 2006."1-4518-6497-3 Includes bibliographical references.""Contents""; ""I. Introduction""; ""II. Related Literature""; ""III. Model""; ""IV. Optimal Search and Hiring""; ""V. Performance Metrics""; ""VI. Policy Implications""; ""VII. Conclusions""; ""Appendix: Proofs of Lemmas, Propositions and Implications""; ""References""We study a model where an employer, trying to fill a vacancy, engages in optimal sequential search by drawing from two subpopulations of candidates who differ in their "discourse systems": during an interview, a minority candidate with a discourse system not shared with the employer conveys a noisier unbiased signal of ability than does a majority candidate. We show that, when the employer is "selective," minority candidates are underrepresented in the permanent workforce, fired at greater rates, and underrepresented among initial hires, even though the employer has no taste for discrimination and the populations are alike in their average ability. Furthermore, workplace diversity is increased if: (1) the cost of firing is reduced, (2) the cost of interviewing is increased, (3) the opportunity cost of leaving the position unfilled is increased, or (4) the prior probability that a candidate can perform the job is increased. Indeed, if the prior probability is sufficiently high, or the cost of firing sufficiently low, then minority candidates may be overrepresented in the permanent workforce.IMF Working Papers; Working Paper ;No. 2006/237Diversity in the workplaceMulticulturalismLaborimfDemographyimfFirm BehaviorimfEquity, Justice, Inequality, and Other Normative Criteria and MeasurementimfLabor DiscriminationimfLabor Discrimination: Public PolicyimfDemographic Economics: GeneralimfUnemployment: Models, Duration, Incidence, and Job SearchimfLabor Force and Employment, Size, and StructureimfDemand and Supply of Labor: GeneralimfLabourimfincome economicsimfPopulation & demographyimfPopulation and demographicsimfLabor forceimfUnemploymentimfUnemployment rateimfLabor marketsimfPopulationimfLabor marketimfNetherlands, TheimfDiversity in the workplace.Multiculturalism.LaborDemographyFirm BehaviorEquity, Justice, Inequality, and Other Normative Criteria and MeasurementLabor DiscriminationLabor Discrimination: Public PolicyDemographic Economics: GeneralUnemployment: Models, Duration, Incidence, and Job SearchLabor Force and Employment, Size, and StructureDemand and Supply of Labor: GeneralLabourincome economicsPopulation & demographyPopulation and demographicsLabor forceUnemploymentUnemployment rateLabor marketsPopulationLabor marketVardy Felix1594375Morgan John117117DcWaIMFBOOK9910814895603321Diversity in the Workplace3914903UNINA