diversity within academic collaborations is vital to advancing knowledge, yet achieving true diversity in research partnerships remains difficult. biases can subtly guide collaborator choices, systematically overlooking qualified scholars. this often results in homophily, or the tendency for individuals to associate with those similar to themselves. the resulting tight-knit clusters, particularly those centered on shared social identities, can inadvertently intensify existing biases and lead to less optimal research outcomes. understanding the factors that cause discrimination and homophily is critical for effectively increasing diversity and fostering inclusion within collaboration networks.

biologically, the red queen effect describes an evolutionary arms race in which species constantly adapt to maintain their standing against competitors. this study focuses on the related red king effect, a cultural dynamic in which different groups learn and adapt at varying speeds. the group that learns and adapts more slowly can inadvertently gain an advantage, and existing inequalities can be further intensified. this means that in collaborations, one group might learn to play it safe and demand less quickly, while another learns to exploit these lower demands, widening disparities and often leading to the emergence of discriminatory norms. a key, unexplored area is how information about a potential collaborator's fairness and reputation spreads through a research network, impacting the development of discrimination and homophily. understanding these factors is key to fostering inclusivity and increasing diversity.