Affirmative Action in Undergraduate Education

Arcidiacono, Peter; Lovenheim, Michael; Zhu, Maria

doi:10.1146/annurev-economics-080614-115445

Cited by 54 publications

(24 citation statements)

References 69 publications

(62 reference statements)

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“…A useful review of current affirmative action in college admissions research can be found in Arcidiacono et al . (). In states where affirmative action has been banned as a result of these legal challenges researchers have found large decreases in minority enrolments at selective universities (Kain et al ., ; Arcidiacono et al ., ), although there is some evidence that targeted recruitment programmes can offset these effects (Andrews et al ., ).…”

Section: Research On Affirmative Actionmentioning

confidence: 99%

Estimating the Size and Impact of Affirmative Action in Undergraduate Admissions at the University of Cape Town

Kerr

Piraino

Ranchhod

2017

South African J Economics

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In this paper, we estimate the extent and targeting of affirmative action at the University of Cape Town (UCT), a large public university in South Africa. To do this we use admissions data from the UCT, as well as South African population census data and administrative enrolment and graduation data from the South African Department of Higher Education. We find that affirmative action does have a significant effect on the racial distribution of who is made an offer by the university. We also find that affirmative action is well targeted, with those who we estimate to be beneficiaries being of much lower socioeconomic status than those who we estimate are displaced by affirmative action. Beneficiaries of affirmative action have low graduation rates on average, with those beneficiaries who attend UCT being less likely to graduate than those beneficiaries who enrol at other public universities.

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Section: Research On Affirmative Actionmentioning

confidence: 99%

Estimating the Size and Impact of Affirmative Action in Undergraduate Admissions at the University of Cape Town

Kerr

Piraino

Ranchhod

2017

South African J Economics

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“…Despite their widespread use, however, we actually know very little about how members of the general public feel toward some of the most commonly adopted diversity policies. While the public opinion literature has devoted significant attention towards individuals' attitudes on affirmative action 1 in the U.S. (see Arcidiacono, Lovenheim, and Zhu, 2015;Crosby, Iyer, and Sincharoen, 2006;Harper and Reskin, 2005;Krysan, 2000;and Sears, Sidanius, and Bobo, 2000 for reviews), few workplaces use the language of affirmative action to describe their workplace policies (Bielby, 2000). Furthermore, although there are many different types of workplace diversity policies used today, the vast majority of them do not fit the prototypical and controversial preferential hiring programs that people may think of when they are asked about affirmative action (Bielby, 2000).…”

Section: Introductionmentioning

confidence: 99%

Support of Workplace Diversity Policies: The Role of Race, Gender, and Beliefs about Inequality

Scarborough¹,

Lambouths²,

Holbrook³

2019

Preprint

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Workplace diversity policies are more effective when they are supported by managers and workers, but there is little direct evidence on how people feel about these policies or why they hold certain opinions. In this study, we analyze data from a survey experiment designed to assess public opinion about a range of workplace diversity policies. We examine how support for these policies among employed respondents varies by race, gender, and by the targeted population (i.e. whether the policies aim to improve the workplace representation of women or racial minorities). Using OLS regression models to analyze a diverse sample of employed persons participating in the survey, we find that women, blacks, and Latina/os are more supportive of diversity policies than men and whites, and a substantial portion of these gender/race differences can be explained by group-differences in the belief that discrimination causes inequality. In addition, we find that respondents report lower levels of support for workplace policies when these policies are framed as a mechanism to increase diversity than when they are framed as being needed to address discrimination or if no justification is given for the policy. Our findings highlight the role of inequality beliefs in shaping worker support for diversity policies, suggesting directions for future research on how such beliefs are developed.

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“…This article examines a number of issues but frames much of the discussion around the "minority mismatch hypothesis," an important part of the affirmative action debate but a separate question from the issue of segregation across colleges that I study here. See Arcidiacono et al (2015) for an additional review of affirmative action research. 3 The means employed must also be "narrowly tailored" to achieve the benefits of diversity.…”

Section: Introductionmentioning

confidence: 99%

Affirmative Action and Racial Segregation

Hinrichs

2019

Working Paper (Federal Reserve Bank of Cleveland)

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Affirmative Action and Racial SegregationPeter HinrichsPrior research suggests that statewide affirmative action bans reduce minority enrollment at selective colleges while leaving overall minority college enrollment unchanged. However, the effect of these bans on across-college racial segregation has not yet been estimated. This effect is theoretically ambiguous due to a U-shaped relationship across colleges between minority enrollment and college selectivity. This paper uses variation in the timing of affirmative action bans across states to estimate their effects on racial segregation as measured by standard exposure and dissimilarity indexes, finding that affirmative action bans have increased segregation across colleges in some cases but reduced it in others.In particular, early affirmative action bans in states with highly selective public universities appear to be associated with less segregation, whereas more recent affirmative action bans appear to be associated with more segregation.

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Affirmative Action in Undergraduate Education

Cited by 54 publications

References 69 publications

Estimating the Size and Impact of Affirmative Action in Undergraduate Admissions at the University of Cape Town

Estimating the Size and Impact of Affirmative Action in Undergraduate Admissions at the University of Cape Town

Support of Workplace Diversity Policies: The Role of Race, Gender, and Beliefs about Inequality

Affirmative Action and Racial Segregation

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