Abstract
Abstract Debates about affirmative action often revolve around fairness. In a laboratory experiment, we study three quota rules in tournaments that favour individuals whose performance is low, either due to discrimination, low productivity, or choice of a short working time. Affirmative action favouring discriminated individuals is perceived as fairest, followed by that targeting individuals with a short working time, while favouring low-productivity individuals is not perceived as fairer than an absence of affirmative action. Higher fairness perceptions coincide with a higher willingness to compete and less retaliation against winners, underlining that fairness perceptions matter for the consequences of affirmative action.
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
