This paper examines whether affirmative action recruits negatively impact bureaucratic performance, specifically using data from India's Administrative Service. It addresses two competing views: one that diversity harms effectiveness due to lower quality candidates, and another suggesting it improves representation and responsiveness.

Our analysis utilizes exceptionally detailed records tracking elite bureaucrats recruited through affirmative action programs. By focusing on district-level implementation of MGNREGA—the world's largest anti-poverty scheme—we assess performance outcomes for recruits from disadvantaged groups versus others.

Key Finding: Contrary to concerns about quality gaps, our data show no significant difference in bureaucratic output between affirmative action hires and non-affirmative ones. The results suggest that properly implemented diversity policies may not harm institutional effectiveness.