>>12572
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>A groundbreaking new study by economists Kline, Rose, and Walters reveals what many have known for decades—name bias is still a pervasive issue in the hiring process. The researchers sent out a series of identical resumes to analyze whether race and gender impacted callback rates of job applications at 97 U.S. employers. The study analyzed distinctly “Black” names and “white” names as well as male and female names, among other demographic differences. The results revealed that white and female names received the most callbacks followed by white male names. Black male names and Black female names were called back the least, respectively.
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>When assessing gender differences, the researchers did not find prominent differences in callback rates between male and female applicants overall—racial differences were more pronounced. Results did vary by industry and firm, with the automobile industry having more pronounced racial differences in callback rates than other industries. The research also revealed that the smallest estimated racial bias was within food stores. The study mirrored many of the same findings of previous studies on name bias and discrimination in hiring.
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>In a study from over two decades ago, researchers Bertrand and Mullainathan analyzed the callback rates for identical resumes sent out with either Black names or white names in Boston and Chicago. The results of their study provided evidence of pervasive racial discrimination against Black-sounding names during the hiring process. Name bias isn’t just a United States phenomenon. A Swedish study from 2007 found that job applicants with Swedish-sounding names received more callbacks than job applications with Arabic or African-sounding names across different occupations.
>не могут помешать сделать карьеру
>не могут помешать сделать карьеру
>не могут помешать сделать карьеру

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