UvA

Future seminars

 

2025-05-08 Caroline Liqui-Lung (University of Cambridge)
Multidimensional Social Identities and Choice Behavior: The Pitfalls and Opportunities.
Room: E5.22, 16:00-17:15.
Diversity is a widely pursued objective, yet current approaches often fall short or even backfire. This paper argues that treating the underrepresentation of groups such as women and ethnic minorities as separate issues oversimplifies the problem. I formally analyze how multidimensional social identities and social context interact to shape confidence and participation decisions. I show how “optimal social identification” allows agents to flexibly interpret social data to improve decision-making outcomes. However, different options to use this tool can create persistent disparities in task participation and outcomes. The framework enables a general equilibrium analysis of the interaction between social context, social identification, and task allocation. I show how one-dimensional policies, such as those focused solely on gender, neglect externalities and within-trait differences, and can have negative welfare effects. Instead, I advocate for multidimensional quotas with informational policies that nudge individuals to consider alternative traits and statistics. These interventions balance individual benefits with aggregate welfare concerns, reducing disparities while empowering individuals to reach their full potential.

 

2025-06-05 Boon Han Koh (University of Exeter)
The signals we give: Performance feedback, gender, and competition (with Alexander Coutts and Zahra Murad).
Room: A2.10, 16:00-17:15.
Feedback is a vital tool used by organizations and educators to improve performance, spark learning, and foster individual growth. Yet, anecdotal evidence suggests that many individuals are hesitant to provide others with feedback. Moreover, gender biases may influence its provision, with consequences for the representation of women in leadership and competitive professions. We study feedback provision under different conditions that vary the nature of performance signals, how instrumental they are for decision making, and gender of the recipient. Our results reveal that a substantial degree of feedback is withheld by advisors. Moreover, advisors are more likely to shield women from negative feedback in conditions characterized both by a lack of complete information about performance, and feedback that is not immediately instrumental for their decision-making. This effect is driven by male advisors. Our findings showcase how gender differences can arise in feedback provision, and highlight when these differences may be more likely to appear.