Mentoring and the Dynamics of Affirmative Action
研究了当多数和少数初级员工获得的指导质量取决于他们在劳动力中的代表性时，长期劳动力构成的变化。发现多数员工占比至少50%时，劳动力会趋向多数群体过度代表；为最大化福利，常需持续干预（如特定群体奖学金），且最优劳动力中可能包含天赋较低的少数员工。
We analyze the long-term workforce composition when the quality of mentoring available to majority and minority juniors depends on their representation in the workforce. A workforce with at least 50 percent majority workers invariably converges to one where the majority is overrepresented relative to the population. To maximize welfare, persistent interventions, such as group-specific fellowships, are often needed, and the optimal workforce may include minority workers of lower innate talent than the marginal majority worker. We discuss the role of mentorship determinants, talent dispersion, the scope of short-term interventions, various policy instruments and contrast our results to the classic fairness narrative.