2026-09-21T01:56:01Zhttps://dspace.mit.edu/server/oai/requestoai:dspace.mit.edu:1721.1/650562021-07-05T14:03:20Zcom_1721.1_7582com_1721.1_7581col_1721.1_131024
Scott Stern.
Miller, Amalia R. (Amalia Rebecca), 1976-
Massachusetts Institute of Technology. Dept. of Economics.
Massachusetts Institute of Technology. Department of Economics
2011-08-01T14:33:40Z
2011-08-01T14:33:40Z
1999
1999
http://hdl.handle.net/1721.1/65056
43844405
Thesis (S.B.)--Massachusetts Institute of Technology, Dept. of Economics, 1999.
Includes bibliographical references (leaves 52-55).
In this thesis, I develop a model for the economic impact of corporate ethnic diversity, and for the relationship between firm diversity and compensation offered to minority workers. I construct a sample of information from a survey of job offers made to graduating African-American MBAs that specifically exploits the presence of individuals with multiple job offers. Only by correcting for the quality of the candidate, can genuine inter-firm comparisons be made. Empirical testing of the data indicates a positive relationship between compensation and the career aspects of diversity (minority retention and promotion) and a negative one for the social, environmental components. This result suggests that diversity initiatives have heterogeneous impacts. While some policies are closely associated with providing worker utility (and thus appearing as a compensating differential), other policies (e.g., those which impact overall career paths) may be associated with increased productivity on the part of minority recruits.
by Amalia R. Miller.
S.B.
55 leaves
eng
Massachusetts Institute of Technology
M.I.T. theses are protected by
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http://dspace.mit.edu/handle/1721.1/7582
Economics.
Wages and diversity : evidence from minority MBA job officers
Thesis
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