According to Becker's "taste-for-discrimination" model:

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According to Becker's "taste-for-discrimination" model, employers who discriminate should be at a competitive disadvantage because they are not hiring the most qualified employees, but rather selecting based on non-job-related characteristics like race or gender. This means that non-discriminating firms will have access to a larger pool of employees and ultimately have a cost advantage, putting discriminating employers at a disadvantage. Therefore, the process of competition should act as a deterrent to discrimination.

According to Becker's "Taste-For-Discrimination" Model