3 ms·

We already do live in that world. If you 'whiten up' your resume, you're more likely to get callbacks. Even if the company indicates that they're pro-diversity

We already do live in that world. If you 'whiten up' your resume, you're more likely to get callbacks. Even if the company indicates that they're pro-diversity or equal-opportunity [1]. Employees with black-sounding names are in general less likely to receive callbacks even when accounting for economic status and skill level [2]. Depending on your name, you will be perceived as being more violent or lesser in status [3]. For minorities, this sort of thing is what they already and commonly experience. So while we can claim that diversity hiring and so forth has swung too far in the opposite direction, studies and research in general has shown this to not be the case. I'm skeptical of any lawsuits like this brought against Google and while I don't doubt there are instances of terrible hiring managers going too far I imagine people will use this lawsuit as vindication for why they weren't hired. [1] http://www-2.rotman.utoronto.ca/facbios/file/Whitening%20MS%20R2%20Accepted.pdf http://www-2.rotman.utoronto.ca/facbios/file/Whitening%20MS%... [2] http://www.nber.org/papers/w9873 http://www.nber.org/papers/w9873 [3] https://www.universityofcalifornia.edu/news/5494/black-sounding-name-conjures-larger-more-dangerous-person https://www.universityofcalifornia.edu/news/5494/black-sound...

nv-vn 9y ago
So what about making it name-blind?
- vkou 9y ago
  You still end up with all the biases in the pipeline.
- fzeroracer 9y ago
  It solves a little bit of the issue. But software development in general has been far from a 100% merit-focused occupation; networking and having people that can get a foot in the door for you is often far more important than your explicit skill level. That entire process amplifies both unconscious biases and discrepancies of economic status. People without economic means to network, made worse by prejudices and expectations.
  - cargo8 9y ago
    You are right, however that is a systemic bias in equal opportunity – not representation. Foot in the door is a huge step, and it's totally okay for companies to push initiatives that allow more minorities to get their foot in the door / exposure to the company and industry. It's not okay for them to push that agenda in assessment to reach better distribution numbers in representation.
Clanan 9y ago
> studies and research in general has shown this to not be the case Not really. It can still be true that this white/asian discrimination is happening in tech, whereas the listed papers appear to test non-technical job fields. Ideally, racial profiling shouldn't happen anywhere! But be careful in applying those specific findings to the entire field of hiring/jobs.

nv-vn 9y ago

So what about making it name-blind?

vkou 9y ago
You still end up with all the biases in the pipeline.
fzeroracer 9y ago
It solves a little bit of the issue. But software development in general has been far from a 100% merit-focused occupation; networking and having people that can get a foot in the door for you is often far more important than your explicit skill level. That entire process amplifies both unconscious biases and discrepancies of economic status. People without economic means to network, made worse by prejudices and expectations.
- cargo8 9y ago
  You are right, however that is a systemic bias in equal opportunity – not representation. Foot in the door is a huge step, and it's totally okay for companies to push initiatives that allow more minorities to get their foot in the door / exposure to the company and industry. It's not okay for them to push that agenda in assessment to reach better distribution numbers in representation.

Clanan 9y ago

> studies and research in general has shown this to not be the case Not really. It can still be true that this white/asian discrimination is happening in tech, whereas the listed papers appear to test non-technical job fields. Ideally, racial profiling shouldn't happen anywhere! But be careful in applying those specific findings to the entire field of hiring/jobs.