Representation of women and minorities in a "selectorate"--the group that chooses an organization's leaders--is a key mechanism for promoting diversity. We show that representation, on its own, is not sufficient for selecting gender diversity: a supportive organizational culture is also...

Although rates of interracial marriage are on the rise, we still know relatively little about the experiences of mixed-race adolescents. In this paper, we examine the identity and behavior of mixed-race (black and white) youth. We find that mixed-race youth adopt both types of behaviors -- those...

Economic and social theorists have modeled race and ethnicity as a form of personal identity produced in recognition of the costliness of adopting and maintaining a specific identity. These models of racial and ethnic identity recognize that race and ethnicity is potentially endogenous because...

In this paper, we document the historically low rate of hiring of women in the venture capital sector. We find that the high-profile Ellen Pao v. Kleiner Perkins gender discrimination trial had dramatic treatment effects. In difference-in-differences regressions, we find that the rate of hiring...

Women remain disadvantaged in access to management positions around the world. We conduct a field experiment with 24 large garment factories in Bangladesh to test for inefficient representation of women among line supervisors. We identify the marginal female and male candidates for supervisory...

Does the lack of peers contribute to the observed gender gap in entrepreneurial success, and is the constraint stronger for women facing more restrictive social norms? We offered two days of business counseling to a random sample of customers of India's largest women's bank. A random subsample...

This paper studies gender spillovers in career advancement using 11 years of employer-employee matched data on the population of white-collar workers at over 4,000 private-sector establishments in Norway. Our data include unusually detailed job information for each worker, which enables us to...

In late 2003, Norway passed a law mandating 40 percent representation of each gender on the board of public limited liability companies. The primary objective of this reform was to increase the representation of women in top positions in the corporate sector and decrease the gender disparity in...

Between 1950 and 1970 the labor force participation rate of southern black males aged 16-19 declined by 27 percentage points. This decline has been attributed to two demand-side shocks: the mechanization of cotton agriculture in the 1950s and extensions in the coverage of the federal minimum...