Person: Coffman, Katherine
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Coffman
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Katherine
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Coffman, Katherine
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Publication Representative democracy and the implementation of majority-preferred alternatives(Springer Nature, 2015) Coffman, KatherineIn this paper, we contrast direct and representative democracy. In a direct democracy, individuals have the opportunity to vote over the alternatives in every choice problem the population faces. In a representative democracy, the population commits to a candidate ex ante who will then make choices on its behalf. While direct democracy is normatively appealing, representative democracy is the far more common institution because of its practical advantages. The key question, then, is whether representative democracy succeeds in implementing the choices that the group would make under direct democracy. We find that, in general, it does not. We analyze the theoretical setting in which the two methods are most likely to lead to the same choices, minimizing potential sources of distortion. We model a population as a distribution of voters with strict preferences over a finite set of alternatives and a candidate as an ordering of those alternatives that serves as a binding, contingent plan of action. We focus on the case where the direct democracy choices of the population are consistent with an ordering of the alternatives. We show that even in this case, where the normative recommendation of direct democracy is clear, representative democracy may not elect the candidate with this ordering.Publication Laboratory Evidence on the Effects of Sponsorship on the Competitive Preferences of Men and Women(Institute for Operations Research and the Management Sciences (INFORMS), 2018) Baldiga, Nancy R.; Coffman, KatherineSponsorship programs have been proposed as one way to promote female advancement in competitive career fields. A sponsor is someone who advocates for a protégé, and in doing so, takes a stake in her success. We use a laboratory experiment to explore two channels through which sponsorship has been posited to increase advancement in a competitive workplace. In our setting, being sponsored provides a vote of confidence and/or creates a link between the protégé’s and sponsor’s payoffs. We find that both features of sponsorship significantly increase willingness to compete among men on average, while neither of these channels significantly increases willingness to compete among women on average. As a result, sponsorship does not close the gender gap in competitiveness or earnings. We discuss how these insights from the laboratory could help to inform the design of sponsorship programs in the field.Publication The Size of the LGBT Population and the Magnitude of Antigay Sentiment Are Substantially Underestimated(Institute for Operations Research and the Management Sciences (INFORMS), 2017) Coffman, Katherine; Coffman, Lucas; Ericson, Keith M. MarzilliWe demonstrate that widely used measures of anti-gay sentiment and the size of the LGBT population are misestimated, likely substantially. In a series of online experiments using a large and diverse but non-representative sample, we compare estimates from the standard methodology of asking sensitive questions to measures from a “veiled” methodology that precludes inference about an individual but provides population estimates. The veiled method increased self-reports of anti-gay sentiment, particularly in the workplace: respondents were 67% more likely to disapprove of an openly gay manager when asked with a veil, and 71% more likely to say it should be legal to discriminate in hiring on the basis of sexual orientation. The veiled methodology also produces larger estimates of the fraction of the population that identifies as LGBT or has had a sexual experience with a member of the same sex. Self-reports of non-heterosexual identity rose by 65%, and same-sex sexual experiences by 59%. We conduct a “placebo test” and show that for non-sensitive placebo items, the veiled methodology produces effects that are small in magnitude and not significantly different from zero in seven out of eight items. Taken together the results suggest anti-gay discrimination might be a more significant issue than formerly considered, as the non-heterosexual population and anti-gay workplace-related sentiment are both larger than previously measured.