Bertrand and Mullainathan discovered that most resumes with “white sounding” names got more calls back on average opposed to resumes containing “minority sounding” names. African Americans disproportionately received fewer calls back and this form of racial injustice is consistent with what other sociologists have done research on. Kimberle Crenshaw’s “The New Jim Crow” and Ta-Nehisi Coates, “Between the World and Me” both express severe inequalities that African Americans face. Books and studies like these have proven that being Black in America puts one at a significant disadvantage, even when compared to discrimination towards other minorities.
This study solidifies and provides evidence that African Americans face more obstacles when applying for jobs; this is nothing new in our society and in the following posts I plan to show other forms of hiring discrimination that are not so well known. Other resume audit studies can show signs of discrimination that are not solely based on race.
Mike,
Great use of a study to support your thesis! We read this experiment in Professor Zozula’s class and it was great to delve deeper into the world of discrimination in the work place. The experiment did a great job of being logically sound by researching exactly what “black sounding” names were by utilizing a census of the most common African-American names. I also found that I could relate the study to my personal life. Often times not many people can say my name so I wonder if that ever leaves me at a disadvantage when I’m applying to jobs. I also wonder how many times has my resume been thrown in the trash because they cannot pronounce my name or assume my race because of it.
This experiment also reminds me of an Asian friend that I have. Since starting her job search she has white washed her name in order to seem more appealing to employers. This is just one of many examples of how discrimination is still alive and thriving in the hiring process.











