  Motivated by equilibrium models of labor markets, we develop a formulation of
causal strategic classification in which strategic agents can directly
manipulate their outcomes. As an application, we compare employers that
anticipate the strategic response of a labor force with employers that do not.
We show through a combination of theory and experiment that employers with
performatively optimal hiring policies improve employer reward, labor force
skill level, and in some cases labor force equity. On the other hand, we
demonstrate that performative employers harm labor force utility and fail to
prevent discrimination in other cases.
