What Does Affirmative Action Do

Bibliographic Data

ID3370155
AuthorsHarry J Holzer (0000-0002-2746-1240, Michigan State University), David Neumark (0000-0002-7681-1884, Michigan State University)
Year2000
Volume53
Issue2
Pages240-271
Publication date2000-01-01
Peer ReviewedYes
Open AccessYes
TypeARTICLE
VenueIndustrial and Labor Relations Review (JOURNAL)
Journal identifiersISSN: 0019-7939 • E-ISSN: 2162-271X
PublisherSAGE Publications Inc (PUBLISHER)
DOI10.1177/001979390005300204
OpenAlexW3123700179
LanguageEN
Citations received53
References cited24

The authors use data from a survey of employers to investigate how Affirmative Action in recruiting and hiring influences hiring practices, personnel policies, and ultimately employment outcomes. They find that Affirmative Action increases the number of recruitment and screening practices used by employers, raises employers' willingness to hire stigmatized applicants, increases the number of minority or female applicants as well as employees, and increases employers' tendencies to provide training and formally evaluate employees. When Affirmative Action is used in recruiting, it generally does not lead to lower credentials or performance of women and minorities hired. When it is also used in hiring, it yields minority employees whose credentials are somewhat weaker, though performance generally is not. Overall, the more intensive search, evaluation, and training that accompany Affirmative Action appear to offset any tendencies of the policy to lead to hiring of less-qualified or less-productive women and minorities

Action (physics) · Affirmative action · Business · Demographic economics · Economics · Political science · Public relations · Gender Diversity and Inequality · Labor market dynamics and wage inequality · Labor Movements and Unions · Law · Names, Identity, and Discrimination Research · Psychology

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