Shakespeare once wrote: “What’s in a name?” Apparently, if you’re a minority in America’s workplaces, a name can mean the difference between the opportunity for success and rejection.
“A study from The University of Chicago Graduate School of Business in the early 2000’s studied the effects of names as a proxy for race or ethnicity on the propensity for individuals to be called in for job interviews. The study— titled “Are Emily and Brendan More Employable than Lakisha and Jamal?”—involved individuals responding to 1,300 ads for sales, customer service, and administrative type positions in the 2001-2002 time frame. The individuals who responded had not just similar, but identical, resumes—except for the name attributed to the resume. Their findings? Resumes with white names resulted in roughly 50% more callbacks than those with African-American names.
“What’s even more intriguing is that higher quality resumes labeled with white names elicited roughly 30% more callbacks than the average resume labeled with a white name, yet high quality resumes labeled with African American names saw no similar increase in callback rate—suggesting that something deeper, and perhaps more sinister, than candidate credentials was at play.”
Read more by Derek Mong here.