I study economic opportunity, inequality, and the future of work
meet anna gifty opoku-agyeman
Anna Gifty Opoku-Agyeman is a doctoral candidate at Harvard University studying public policy and economics. Her research fields are labor economics, inequality, and behavioral science. She specifically uses experiments and administrative data to investigate interventions to address workplace bias and discrimination. Her latest co-authored academic publication, published in AEA Papers and Proceedings, was recently featured by Forbes and Black Enterprise.
She is a doctoral fellow at the National Science Foundation, Ford Foundation, the Stone Program in Wealth Distribution, Inequality & Social Policy, and the Roosevelt Institute. She is also affiliated with Harvard Kennedy School's Women and Public Policy Center and the Institute for Quantitative Science. Her research has received funding from Pivotal Ventures, JPAL North America, the Russell Sage Foundation, The Policy Academies, and the Center for Black Entrepreneurship, among others. In 2025, she earned Harvard Kennedy School’s highest teaching awards: Dean’s Excellence in Student Teaching and Distinction in Student Teaching. Since then, she has guest-lectured and given distinguished lectures at the University of Michigan’s Ford School of Public Policy, Spelman College and Williams College.
In 2019, Anna Gifty graduated with a B.A. in Mathematics with a minor in Economics from the University of Maryland, Baltimore County. In 2025, she earned her M.A. in public policy and economics from Harvard University. Prior to Harvard, she worked at the Harvard Graduate School of Arts and Sciences, The Urban Institute, PNC Bank, and The Sadie Collective, a global non-profit expanding the talent pipeline into economics and related fields. She co-founded The Sadie Collective in 2018.
PUBLISHED PAPERS
Opoku-Agyeman, Anna Gifty, and Emma Rackstraw. 2026. “Belief Updating, Observability, and Race in the Labor Market.” AEA Papers and Proceedings 116: 422–425. [Paper]
Abstract: Inaccurate beliefs about racial gaps in productivity can have wide-ranging implications in the workplace. In an online experiment, we hired a nationally representative sample of Prolific workers to assess the performance of Amazon Mechanical Turk workers on a math test based on stylized resumes. Participants randomly assigned to a Black primary investigator evaluated Black workers as more productive than participants assigned to a White primary investigator. This study provides suggestive evidence on how the racial identity of supervisors may shift perceived racial differences in productivity and how Black leaders can disrupt belief-based discrimination against Black workers.
News Coverage: Forbes, Black Enterprise
Works in Progress
Corporate Catfishing (solo-authored)
Manager Identity and the Workplace (with Emma Rackstraw)
Diversity in Academia (with Anjali Adukia, Elisa Xi Chen, Marieke Kleemans, and Christian Valencia)
Disseration COMMITTEE
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DR. IRIS BOHNET
Committee Co-Chair
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DR. LARRY KATZ
Commitee Co-Chair
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DR. ALEX IMAS
Committee Member
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DR. RAJ CHETTY
Committee Member