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 The project investigates how leaders or supervisors consider age when attributing credit for group efforts and its implications for incentives within age-diverse teams. It also explores interactions between the supervisor’s and team members' age. As collaborative structures with diverse age groups gain prominence, understanding fair credit allocation is crucial for inclusive workplaces and addressing potential inequalities, especially in promotion or hiring. Limited evidence on age heterogeneity underscores a critical knowledge gap. Through two incentivized experiments, the project aims to fill this gap, providing insights into workplace dynamics and contributing to the discourse on age-related inequalities in diverse teams.

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When does cultural and ethical diversity enhance or detract from the quality of group decisions made in, for example, working groups, expert panels, and political committees? The research project uses economic theory, game theory, and laboratory experiments to shed light on this question. It focuses on informational and ethical decision quality. Informational quality is at stake when good decisions depend on decision-makers putting effort into obtaining information before making a decision. Ethical quality matters when groups decide on dishonest actions; relevant examples are boards of directors deceiving consumers about a product's health risks or falsifying financial statements. The project's findings will provide a basis for designing groups and decision-making rules to achieve a high probability of well-informed decisions or a low incidence of dishonest actions. They will thus be valuable in areas such as public administration, management, and legislation.