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Finance and Race

Paper Session

Monday, Jan. 5, 2026 10:15 AM - 12:15 PM (EST)

Loews Philadelphia Hotel, Commonwealth Hall D
Hosted By: American Finance Association
  • Rohan Williamson, Georgetown University

Measuring and Mitigating Racial Disparities in LLMs: Evidence from a Mortgage Underwriting Experiment

Donald Bowen
,
Lehigh University
S McKay Price
,
Lehigh University
Luke Stein
,
Babson College
Ke Yang
,
Lehigh University

Abstract

We evaluate LLM responses to a mortgage underwriting task using real loan application
data. Experimentally manipulated race is signaled explicitly or through borrower
name/location proxies. Multiple generations of LLMs recommend more denials and
higher interest rates for Black applicants than otherwise-identical white applicants,
with larger disparities for riskier loans. Simple prompt engineering can cost-effectively
mitigate these patterns. Race-blind recommendations correlate strongly with real
lender decisions and predict delinquency, but LLMs incorporate racial signals when
available despite similar delinquency rates across groups. Our findings show potential
costs of adopting this new technology in financial settings and raise important questions
for regulators.

The Market Value of Pay Gaps: Evidence from EEO-1 Disclosures

Ferdinand Bratek
,
New York University
April Klein
,
New York University
Crystal Shi
,
HEC - Paris

Abstract

Although demographic pay gaps have been widely examined at the individual and macroeconomic levels, firm-level pay gaps, defined as the difference in labor costs between a hypothetical all-White male workforce and the firm’s actual workforce, have historically been difficult to estimate in the absence of required disclosure. We combine firm-specific demographic and job category information from the recent release of EEO-1 reports with previously available aggregated EEOC pay data to systematically estimate firm-level pay gaps for more than 11,000 U.S. public and private firms. We document substantial variation in pay gaps across industries, show that pay gaps increase with firm size, and find patterns consistent with established labor-economics theory as well as political factors. We further show that private firms exhibit larger average pay gaps than public firms of similar size. Treating the EEO-1 data release as an information event regarding firm-specific pay gaps, we examine stock-market reactions and find that cumulative abnormal returns are positively associated with the incremental component of pay gaps, but not the previously known component. Our results remain robust after controlling for firms’ diversity metrics, job categories, state, industry, and other firm characteristics. Our paper informs stakeholders about the magnitude, determinants, and perceived economic value of firm-level pay gaps.

Disagreeing on DEI: Investor Responses to Anti-DEI Legislations

Hoa Briscoe-Tran
,
Monash University
Stephan Siegel
,
University of Washington

Abstract

Do investors care about corporate Diversity, Equity, and Inclusion (DEI) initiatives? We exploit a natural experiment created by Florida’s December 2021 announcement of the Stop WOKE Act, which restricts DEI programs in the private sector. Upon announcement, the equity market value of affected firms on average declines by 40 to 120 basis points compared to unaffected firms. The decline is concentrated in firms with more pro-social investors, while other firms experience a positive announcement effect, highlighting significant heterogeneity across investors. The result flips when in August 2022 a federal court blocks the enforcement of the law, further supporting the interpretation that the response by equity markets is driven by the assessment of corporate DEI initiatives as opposed to concerns about political risk in Florida.

Discussant(s)
Xiaofei Zhao
,
Georgetown University
Michael Wittry
,
Ohio State University
Jess Cornaggia
,
Pennsylvania State University
JEL Classifications
  • G0 - General