Black-sounding names less likely to receive job call backs than white-sounding ones: Study

Employers are less likely to bring back applicants with black-sounding names than those with white-sounding names, new research shows.

Researchers at the University of California, Berkeley and the University of Chicago recently analyzed 11,000 entry-level positions at Fortune 500 companies with names like Brad, Greg, Darnell, Lamar, Amanda, Kristen, Ebony, and LaToya. Submitted 83,000 fake job applications.

the study, “discrimination report card” found that white-sounding applicant names received up to 24 percent more support than applicants who sounded black.

“Of course, it is upsetting and disheartening that this phenomenon could persist beyond 2023 and reach levels detectable in experiments like ours,” said Evan K., an economics professor at New York University. Rose says. Chicago and the report’s co-authors said:

The 2021 study was built on research from one agency. 2003 surveyThey found that applicants with white-sounding names received 50% more phone calls than applicants with black-sounding names.

The new report also found that rates of discrimination vary by industry, with companies having the worst rates. Car dealers and auto parts retailers were the least likely to call back black applicants.

AutoNation, a genuine auto parts and used car retailer, received the worst score on the study’s Discrimination Report Card. Charter/Spectrum, Dr. Pepper, Kroger, and Avis-Budget received the highest scores.

Federal contractors and other profitable companies also lured applicants back with similar rates.

Rose and his team said they named the companies to show that discrimination is not universal.

“When people want to look more closely at these differences, they actually know where to look, and by doing qualitative research and case studies of several companies, they can understand how this company stacks up against other companies. You can understand why they are different,” he explained.

The study also revealed gender disparities.

Manufacturing companies were more likely to recall people with male names, while clothing stores gave preference to female applicants.

Rose said he hopes this data will be useful to both job seekers and employers.

“If you’re a job seeker and you’re part of a group that has historically faced discrimination in the labor market, I think it’s valuable to know where you’re seeing more or less discrimination,” he says. .

“By drawing attention to these patterns and exposing mistakes, some companies are asking them to review their policies and practices and see if there are improvements they can make to reduce the potential for bias within their organizations. It might make you think more proactively,” Rose added.

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