A model of the emergence of intersectional life course inequalities through transitions in the workplace. It explores LGBTQ citizens’ career outcomes and trajectories in relation to several mediating factors: (i) workplace discrimination; (ii) social capital; (iii) policy interventions (i.e., workplace equality, diversity, and inclusion policies); (iv) and LGBTQ employees’ behaviours in response to discrimination (i.e., moving workplaces and/or different strategies for managing the visibility of their identity).

This is a gender differentiation model in terms of reputations, prestige and self-esteem (presented in the paper https://journals.plos.org/plosone/article?id=10.1371/journal.pone.0236840). The model is based on the influence function of the Leviathan model (Deffuant, Carletti, Huet 2013 and Huet and Deffuant 2017) considering two groups.

This agent-based model studies how inequalities can be explained by the difference of open-mindness between two groups of interacting agents. We consider agents having an opinion/esteem about each other and about themselves. During dyadic meetings, agents change their respective opinion about each other and possibly about other agents they gossip about, with a noisy perception of the opinions of their interlocutor. Highly valued agents are more influential in such encounters. We study an heterogeneous population of two different groups: one more open to influence of others, taking less into account their perceived difference of esteem, called L; a second one less prone to it, called S, who designed the credibility they give to others strongly based on how higher or lower valued than themselves they perceive them.

We show that a mixed population always turns in favor to some agents belonging to the group of less open-minded agents S, and harms the other group: (1) the average group self-opinion or reputation of S is always better than the one of L; (2) the higher rank in terms of reputation are more frequently occupied by the S agents while the L agents occupy more the bottom rank; (3) the properties of the dynamics of differentiation between the two groups are similar to the properties of the glass ceiling effect proposed by Cotter et al (2001).

Captures interplay between fixed ethnic markers and culturally evolved tags in the evolution of cooperation and ethnocentrism. Agents evolve cultural tags, behavioural game strategies and in-group definitions. Ethnic markers are fixed.

Takács, K. and Squazzoni, F. 2015. High Standards Enhance Inequality in Idealized Labor Markets. Journal of Artificial Societies and Social Simulation, 18(4), 2, http://jasss.soc.surrey.ac.uk/18/4/2.html
We built a simple model of an idealized labor market, in which there is no objective difference in average quality between groups and hiring decisions are not biased in favor of any particular group. Our results show that inequality in employment emerges necessarily also in such idealized situations due to the limited supply of high quality individuals and asymmetric information. Inequalities are exacerbated when employers have high standards and keep only the best workers in house. We found that ambitious workers get higher quality jobs even if ambition does not correlate or even negatively correlates with internal quality. Our findings help to corroborate empirical findings on higher employment discrepancies in high rather than low status jobs.