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• W3198280441 abstract "Abstract I develop a game-theoretic framework to study the repercussions of an evaluator’s bias against a specific group of applicants. The evaluator decides upfront between holding an informed or a blind audition. In the latter, the evaluator learns neither the applicant’s ability nor the gender. I show that, above a threshold bias, the evaluator prefers a blind audition to provide high effort incentives exclusively for high-ability applicants. Consequently, committing to no information can be beneficial for the evaluator. I also show that a highly biased evaluator’s preferences align with those of a highly able female. I extend the framework to performance uncertainty and gender-blind CVs and compare blind auditions to affirmative action. The framework is relevant for auditory-based applications: my results can explain why blind auditions have increased the probability of a female orchestra musician being hired via taste-based discrimination and challenge explanations grounded in statistical discrimination." @default.
• W3198280441 created "2021-09-13" @default.
• W3198280441 creator A5058741808 @default.
• W3198280441 date "2021-09-08" @default.
• W3198280441 modified "2023-09-25" @default.
• W3198280441 title "First impression biases in the performing arts: taste-based discrimination and the value of blind auditioning" @default.
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• W3198280441 doi "https://doi.org/10.1007/s10824-021-09428-1" @default.
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