Mentoring and the Dynamics of Affirmative Action

We analyze the long-term workforce composition when quality of mentoring available to majority and minority juniors depends on their representation in workforce. A with at least 50 percent workers invariably converges one where is overrepresented relative population. To maximize welfare, persistent interventions, such as group-specific fellowships, are often needed, optimal may include lower innate talent than marginal worker. discuss role mentorship determinants, dispersion, scope short-term various policy instruments contrast our results classic fairness narrative. (JEL I20, J15, J16, J24)