Discrimination as a Self-Fulfilling Prophecy: Evidence from French Grocery Stores*
研究法国一家杂货店收银员的表现，发现经理的隐性偏见会降低少数族裔员工的工作绩效，导致其缺勤更多、效率更低，而公司因此对少数族裔设置更高的招聘标准。
Abstract Examining the performance of cashiers in a French grocery store chain, we find that manager bias negatively affects minority job performance. In the stores studied, cashiers work with different managers on different days and their schedules are determined quasi-randomly. When minority cashiers, but not majority cashiers, are scheduled to work with managers who are biased (as determined by an implicit association test), they are absent more often, spend less time at work, scan items more slowly, and take more time between customers. This appears to be because biased managers interact less with minorities, leading minorities to exert less effort. Manager bias has consequences for the average performance of minority workers: while on average minority and majority workers perform equivalently, on days where managers are unbiased, minorities perform significantly better than do majority workers. The findings are consistent with statistical discrimination in hiring whereby because minorities underperform when assigned to biased managers, the firm sets a higher hiring standard for minorities to get similar average performance from minority and nonminority workers.