Reverse discrimination

Abstract: Affirmative action is often criticized for causing reverse discrimination and lowering the qualifications of those hired under the policy. However, the magnitude of such adverse effects depends on whether the best suited candidate is hired absent the policy. Indeed affirmative action may compensate for the distortion discrimination imposes on the selection of candidates. This paper asks whether affirmative action can have a similar corrective impact when qualified individuals fail to apply for a job. We evaluate the effect of introducing a gender quota in an environment where high-performing women fail to enter competitions they can win. We show that guaranteeing women equal representation among winners increases their entry. The response exceeds that predicted by the change in probability of winning and is in part driven by women being more willing to compete against other women. The consequences are substantial as the boost in supply essentially eliminates the anticipated costs of the policy. This paper was accepted by Uri Gneezy, behavioral economics.

Abstract: Recent research documents that while men are eager to compete, women often shy away from competitive environments. A consequence is that few women enter and win competitions. Using experimental methods we examine how affirmative action affects competitive entry. We find that when women are guaranteed equal representation among winners, more women and fewer men enter competitions, and the response exceeds that predicted by changes in the probability of winning. An explanation for this response is that under affirmative action the probability of winning depends not only on one's rank relative to other group members, but also on one's rank within gender. Both beliefs on rank and attitudes towards competition change when moving to a more gender-specific competition. The changes in competitive entry have important implications when assessing the costs of affirmative action. Based on ex-ante tournament entry affirmative action is predicted to lower the performance requirement for women and thus result in reverse discrimination towards men. Interestingly this need not be the outcome when competitive entry is not payoff maximizing. The response in entry implies that it may not be necessary to lower the performance requirement for women to achieve a more diverse set of winners.

Abstract: The purpose of this article is to provide an introduction to the recent discussion on affirmative action policies and quota systems in Brazil. It addresses aspects such as where the expression affirmative action came from, where the quota system was implemented, their variors forms, the groups that benefited from them and different definitions applied to them. Subsequently, it offers on a panorama of affirmative action policies' development, noting their history, the characteristics they have acquired and experiences put into practice. Finally, it discusses some related controversial issues, such as their legality and scope. Does affirmative action imply reverse discrimination or effectivelly assure rights? Is it the best solution? Would not broader social policies be more effective? What is at stake in this debate?

Abstract: This article argues a case for reconsidering positive discrimination as a viable and necessary policy intervention to speed up the progression to equality in the workplace. It provides counter-arguments to the four main objections to positive discrimination: the failure to select the ‘best’ candidate, the undermining of meritocracy, the negative impact on the beneficiaries and the injustice of reverse discrimination. It concludes that positive discrimination provides the necessary structural conditions in order for radical, transformative change towards equality to take place.