Originally posted by Topper
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If my dad weren't white, even with that same education, no <redacted> way that happens the way it did. Fortune 500 Companies don't have (usually white) Directors of Supplier Diversity because it's as easy as you say it is. The sooner we start admitting that the deck is stacked, from birth, against almost all blacks in this country, due to tacit discrimination, the sooner we'll start to make real change. There is a problem and it's systemic.
http://www.nber.org/digest/sep03/w9873.html
How do you read this, as an African-American, and not hate the world you inhabit? How could you ever believe that you had the same chances as others? Why bother? Despondency and anger reside in the hearts of those who feel mistreated; it's the very basis of the Declaration of Independence.
To see how the credentials of job applicants affect discrimination, the authors varied the quality of the resumes they used in response to a given ad. Higher quality applicants were given a little more labor market experience on average and fewer holes in their employment history. They were also portrayed as more likely to have an email address, to have completed some certification degree, to possess foreign language skills, or to have been awarded some honors.
In total, the authors responded to more than 1,300 employment ads in the sales, administrative support, clerical, and customer services job categories, sending out nearly 5,000 resumes. The ads covered a large spectrum of job quality, from cashier work at retail establishments and clerical work in a mailroom to office and sales management positions.
The results indicate large racial differences in callback rates to a phone line with a voice mailbox attached and a message recorded by someone of the appropriate race and gender. Job applicants with white names needed to send about 10 resumes to get one callback; those with African-American names needed to send around 15 resumes to get one callback. This would suggest either employer prejudice or employer perception that race signals lower productivity.
The 50 percent gap in callback rates is statistically very significant, Bertrand and Mullainathan note in Are Emily and Greg More Employable than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination (NBER Working Paper No. 9873). It indicates that a white name yields as many more callbacks as an additional eight years of experience. Race, the authors add, also affects the reward to having a better resume. Whites with higher quality resumes received 30 percent more callbacks than whites with lower quality resumes. But the positive impact of a better resume for those with Africa-American names was much smaller.
"While one may have expected that improved credentials may alleviate employers' fear that African-American applicants are deficient in some unobservable skills, this is not the case in our data," the authors write. "Discrimination therefore appears to bite twice, making it harder not only for African-Americans to find a job but also to improve their employability."
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