论文标题
制作精英：顶级工作，差异和解决方案
Making the Elite: Top Jobs, Disparities, and Solutions
论文作者
论文摘要
社会经济上不平等的筛查实践如何影响进入精英公司的机会，哪些政策可能会减少不平等？我使用来自一所精英印度学院招募的美国和欧洲跨国公司的人员数据，我表明，在许多工作搜索阶段，招聘中的种姓差异都不会出现，包括：申请，申请阅读，书面能力测试，大型小组辩论，这些辩论评估社会情感技能和工作选择。相反，在最后一轮中出现了差异，其中包括在家庭背景，邻里和“文化合身”上进行筛选的非技术个人访谈。这些特征与生产力（在访谈回合）中显着相关，但与种姓密切相关。雇主愿意为有利的种姓付费的意愿与大学GPA的全部标准偏差增加一样大。消除种姓惩罚的招聘补贴在使精英招聘多样化的成本效益中比均衡大学前测试分数的种姓分布或执行招聘配额更具成本效益。
How do socioeconomically unequal screening practices impact access to elite firms and what policies might reduce inequality? Using personnel data from elite U.S. and European multinational corporations recruiting from an elite Indian college, I show that caste disparities in hiring do not arise in many job search stages, including: applications, application reading, written aptitude tests, large group debates that assess socio-emotional skills, and job choices. Rather, disparities arise in the final round, comprising non-technical personal interviews that screen on family background, neighborhood, and "cultural fit." These characteristics are plausibly weakly correlated with productivity (at the interview round) but strongly correlated with caste. Employer willingness to pay for an advantaged caste is as large as that for a full standard deviation increase in college GPA. A hiring subsidy that eliminates the caste penalty would be more cost-effective in diversifying elite hiring than equalizing the caste distribution of pre-college test scores or enforcing hiring quotas.
