Publication: Why do I like people like me?
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2008-02
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Abstract
In many dimensions the ability to assess knowledge depends critically on the observer's
own knowledge of that dimension. Building on this feature, this paper offers both
theoretical and empirical evidence showing that, in those tasks where multidisciplinary
knowledge is required, evaluations exhibit a similar-to-me effect: candidates who excel
in the same dimensions as the evaluator tend to be ranked relatively higher. It is also
shown that, if races or genders differ in their distribution of ability, group discrimination
will arise unless evaluators (i) are well informed about the extent of intergroup
differences and (ii) they may condition their assessments on candidates' group
belonging.
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Statistical discrimination, Evaluation biases