{"id":{"repo_id":"mit","oai_identifier":"oai:dspace.mit.edu:1721.1/65056"},"canonical_url":"https://search.dev.ndltd.org/etd/mit/oai:dspace.mit.edu:1721.1/65056","repository":{"repo_id":"mit","name":"MIT","base_url":"https://dspace.mit.edu/oai/request"},"display":{"title":"Wages and diversity : evidence from minority MBA job officers","abstract":"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.","abstract_html":"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.","abstract_has_math":false,"creators":["Miller, Amalia R. (Amalia Rebecca), 1976-"],"institution":"Massachusetts Institute of Technology","degree_name":null,"degree_level":null,"degree_discipline":null,"degree_department":"Massachusetts Institute of Technology. Department of Economics","school":null,"contributors":[],"advisors":["Scott Stern."],"committee_chairs":[],"committee_members":[],"year":1999,"date_issued":"1999","date_published":"1999","updated_at":"2026-07-22T22:20:48Z","subjects":["Economics."],"languages":["eng"],"rights":["M.I.T. theses are protected by copyright. They may be viewed from this source for any purpose, but reproduction or distribution in any format is prohibited without written permission. See provided URL for inquiries about permission."],"rights_urls":["http://dspace.mit.edu/handle/1721.1/7582"],"identifier_entries":[]},"links":{"outbound_url":"http://hdl.handle.net/1721.1/65056","outbound_label":"Handle","outbound_source":"dc:identifier.uri"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor.advisor","label":"Advisor","values":["Scott Stern."]},{"key":"dc:contributor.department","label":"Department","values":["Massachusetts Institute of Technology. Department of Economics"]},{"key":"dc:contributor.other","label":"Dc Contributor Other","values":["Massachusetts Institute of Technology. Dept. of Economics."]},{"key":"dc:creator","label":"Author","values":["Miller, Amalia R. (Amalia Rebecca), 1976-"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.accessioned","label":"Dc Date Accessioned","values":["2011-08-01T14:33:40Z"]},{"key":"dc:date.available","label":"Dc Date Available","values":["2011-08-01T14:33:40Z"]},{"key":"dc:date.issued","label":"Date","values":["1999"]},{"key":"dc:publisher","label":"Institution","values":["Massachusetts Institute of Technology"]},{"key":"dc:type","label":"Dc Type","values":["Thesis"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Economics."]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language.iso","label":"Language (ISO)","values":["eng"]},{"key":"dc:rights","label":"Dc Rights","values":["M.I.T. theses are protected by copyright. They may be viewed from this source for any purpose, but reproduction or distribution in any format is prohibited without written permission. See provided URL for inquiries about permission."]},{"key":"dc:rights.uri","label":"Rights URI","values":["http://dspace.mit.edu/handle/1721.1/7582"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier.uri","label":"Identifier URI","values":["http://hdl.handle.net/1721.1/65056"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["Thesis (S.B.)--Massachusetts Institute of Technology, Dept. of Economics, 1999.","Includes bibliographical references (leaves 52-55)."]},{"key":"dc:description.abstract","label":"Abstract","values":["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."]},{"key":"dc:description.degree","label":"Dc Description Degree","values":["S.B."]},{"key":"dc:title","label":"Title","values":["Wages and diversity : evidence from minority MBA job officers"]}]}],"canonical_facts":{"dc:contributor.advisor":["Scott Stern."],"dc:contributor.department":["Massachusetts Institute of Technology. Department of Economics"],"dc:contributor.other":["Massachusetts Institute of Technology. Dept. of Economics."],"dc:creator":["Miller, Amalia R. (Amalia Rebecca), 1976-"],"dc:date.accessioned":["2011-08-01T14:33:40Z"],"dc:date.available":["2011-08-01T14:33:40Z"],"dc:date.issued":["1999"],"dc:description":["Thesis (S.B.)--Massachusetts Institute of Technology, Dept. of Economics, 1999.","Includes bibliographical references (leaves 52-55)."],"dc:description.abstract":["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."],"dc:description.degree":["S.B."],"dc:identifier.uri":["http://hdl.handle.net/1721.1/65056"],"dc:language.iso":["eng"],"dc:publisher":["Massachusetts Institute of Technology"],"dc:rights":["M.I.T. theses are protected by copyright. They may be viewed from this source for any purpose, but reproduction or distribution in any format is prohibited without written permission. See provided URL for inquiries about permission."],"dc:rights.uri":["http://dspace.mit.edu/handle/1721.1/7582"],"dc:subject":["Economics."],"dc:title":["Wages and diversity : evidence from minority MBA job officers"],"dc:type":["Thesis"]},"updated_at":"2026-07-22T22:20:48Z"}