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In this paper we use micro-level data on employers and employees,to investigate whether Affirmative Action procedures lead firms to hire minority or female employees,who,are less qualified than workers who might otherwise be hired. Our measures,of qualifications include the educational attainment of the workers hired (both absolute and relative to job requirements), skill requirements of the job into which they are hired, and a variety of outcome measures that are presumably related to worker performance on the job. The analysis is based on a representative sample of over 3,200 employers,in four major metropolitan areas in the United States. Our results show some,evidence of lower educational qualifications among blacks and Hispanics hired under Affirmative Action, but not among white women. Further, our results show little evidence of substantiallyweaker job performance among,most groups of minority and female Affirmative Action hires.   In these data, much hinges on the wording of questions describing Affirmative Action; references to “quotas” ,

Are Affirmative Action Hires Less Qualified? Evidence from Employer‐Employee Data on New Hires