04951oam 22011414 450 991095466230332120250426110509.0978661383141597814623467691462346766978145199136914519913639781283518963128351896197814519095001451909500(CKB)3360000000444044(EBL)3014403(SSID)ssj0000944014(PQKBManifestationID)11559069(PQKBTitleCode)TC0000944014(PQKBWorkID)10978558(PQKB)10913921(OCoLC)698585682(IMF)WPIEE2006237(MiAaPQ)EBC3014403(IMF)WPIEA2006237WPIEA2006237(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."9781451864977 1451864973 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 workplaceMulticulturalismDemand and Supply of Labor: GeneralimfDemographic Economics: GeneralimfDemographyimfEquity, Justice, Inequality, and Other Normative Criteria and MeasurementimfFirm BehaviorimfIncome economicsimfLabor DiscriminationimfLabor Discrimination: Public PolicyimfLabor Force and Employment, Size, and StructureimfLabor forceimfLabor marketimfLabor marketsimfLaborimfLabourimfPopulation & demographyimfPopulation and demographicsimfPopulationimfUnemployment rateimfUnemploymentimfUnemployment: Models, Duration, Incidence, and Job SearchimfNetherlands, TheimfDiversity in the workplace.Multiculturalism.Demand and Supply of Labor: GeneralDemographic Economics: GeneralDemographyEquity, Justice, Inequality, and Other Normative Criteria and MeasurementFirm BehaviorIncome economicsLabor DiscriminationLabor Discrimination: Public PolicyLabor Force and Employment, Size, and StructureLabor forceLabor marketLabor marketsLaborLabourPopulation & demographyPopulation and demographicsPopulationUnemployment rateUnemploymentUnemployment: Models, Duration, Incidence, and Job SearchVardy Felix1815808Morgan John117117DcWaIMFBOOK9910954662303321Diversity in the Workplace4371332UNINA