LEADER 04752oam 22010574 450 001 9910814895603321 005 20240410162534.0 010 $a1-4623-4676-6 010 $a1-4519-9136-3 010 $a1-283-51896-1 010 $a1-4519-0950-0 010 $a9786613831415 035 $a(CKB)3360000000444044 035 $a(EBL)3014403 035 $a(SSID)ssj0000944014 035 $a(PQKBManifestationID)11559069 035 $a(PQKBTitleCode)TC0000944014 035 $a(PQKBWorkID)10978558 035 $a(PQKB)10913921 035 $a(OCoLC)698585682 035 $a(IMF)WPIEE2006237 035 $a(MiAaPQ)EBC3014403 035 $a(EXLCZ)993360000000444044 100 $a20020129d2006 uf 0 101 0 $aeng 135 $aur|n|---||||| 181 $ctxt 182 $cc 183 $acr 200 10$aDiversity in the Workplace /$fFelix Vardy, John Morgan 210 1$aWashington, D.C. :$cInternational Monetary Fund,$d2006. 215 $a1 online resource (47 p.) 225 1 $aIMF Working Papers 300 $a"October 2006." 311 $a1-4518-6497-3 320 $aIncludes bibliographical references. 327 $a""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"" 330 3 $aWe study a model where an employer, trying to fill a vacancy, engages in optimal sequential search by drawing from two subpopulations of candidates who differ in their "discourse systems": during an interview, a minority candidate with a discourse system not shared with the employer conveys a noisier unbiased signal of ability than does a majority candidate. We show that, when the employer is "selective," minority candidates are underrepresented in the permanent workforce, fired at greater rates, and underrepresented among initial hires, even though the employer has no taste for discrimination and the populations are alike in their average ability. Furthermore, workplace diversity is increased if: (1) the cost of firing is reduced, (2) the cost of interviewing is increased, (3) the opportunity cost of leaving the position unfilled is increased, or (4) the prior probability that a candidate can perform the job is increased. Indeed, if the prior probability is sufficiently high, or the cost of firing sufficiently low, then minority candidates may be overrepresented in the permanent workforce. 410 0$aIMF Working Papers; Working Paper ;$vNo. 2006/237 606 $aDiversity in the workplace 606 $aMulticulturalism 606 $aLabor$2imf 606 $aDemography$2imf 606 $aFirm Behavior$2imf 606 $aEquity, Justice, Inequality, and Other Normative Criteria and Measurement$2imf 606 $aLabor Discrimination$2imf 606 $aLabor Discrimination: Public Policy$2imf 606 $aDemographic Economics: General$2imf 606 $aUnemployment: Models, Duration, Incidence, and Job Search$2imf 606 $aLabor Force and Employment, Size, and Structure$2imf 606 $aDemand and Supply of Labor: General$2imf 606 $aLabour$2imf 606 $aincome economics$2imf 606 $aPopulation & demography$2imf 606 $aPopulation and demographics$2imf 606 $aLabor force$2imf 606 $aUnemployment$2imf 606 $aUnemployment rate$2imf 606 $aLabor markets$2imf 606 $aPopulation$2imf 606 $aLabor market$2imf 607 $aNetherlands, The$2imf 615 0$aDiversity in the workplace. 615 0$aMulticulturalism. 615 7$aLabor 615 7$aDemography 615 7$aFirm Behavior 615 7$aEquity, Justice, Inequality, and Other Normative Criteria and Measurement 615 7$aLabor Discrimination 615 7$aLabor Discrimination: Public Policy 615 7$aDemographic Economics: General 615 7$aUnemployment: Models, Duration, Incidence, and Job Search 615 7$aLabor Force and Employment, Size, and Structure 615 7$aDemand and Supply of Labor: General 615 7$aLabour 615 7$aincome economics 615 7$aPopulation & demography 615 7$aPopulation and demographics 615 7$aLabor force 615 7$aUnemployment 615 7$aUnemployment rate 615 7$aLabor markets 615 7$aPopulation 615 7$aLabor market 700 $aVardy$b Felix$01594375 701 $aMorgan$b John$0117117 801 0$bDcWaIMF 906 $aBOOK 912 $a9910814895603321 996 $aDiversity in the Workplace$93914903 997 $aUNINA