There is evidence showing racial bias in firms’ hiring decisions, but less is known about bias in career recognition. We construct a dataset from the second-largest US police department to estimate the Black-white gap in award nominations. Leveraging institutional features, we find that white supervisors are less likely to nominate Black officers conditional on work performance. This appears to be driven by supervisor bias in advocacy decisions rather than statistical discrimination. Given the reliance on subjective evaluations for promotions in many organizations, our findings have important implications for the Black-white promotion gap and the lack of diversity in upper-management positions.

Abstract Does police oversight increase crime? Studies examining this relationship often rely on major scandals as shocks, but the simultaneous effect of public outrage on officer behavior and crime contaminates the results. Using a framework distinguishing oversight and outrage, we identify two events that increased oversight but elicited no public reaction. We find that despite a subsequent decline in reported misconduct, these oversight increases likely did not significantly impact crime or officer activity, suggesting oversight can reduce misconduct without increasing crime. However, a major policing scandal likely increased crime but did not increase arrests and decreased stops and uses of force.