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Yes. One typical test is to have people evaluate identical resumes, with the thing being checked for constituting the only difference (e.g. "ethnic" ames vs. "r
by Beldin 8y ago
Yes. One typical test is to have people evaluate identical resumes, with the thing being checked for constituting the only difference (e.g. "ethnic" ames vs. "regular" names).
Other data points are gathered by studying success at finding internships. A recent study found a rather staggering difference - names indicating local ethnicity got a place in 1-2 letters, while some other ethnicities had to write over 20 (if memory serves).
You'll want to find studies for the country you're living in, as the parameters inevitably vary (e.g. which ethnicities to compare). I don't think the outcomes cary much, but i didn't do a comparative study on the literature.
- bytematic 8y agoMaybe names shouldn't be disclosed until the actual hiring is done.
- yladiz 8y agoIt's not that simple since it's essentially impossible to do a true blind hiring process, due to the fact that interviews happen in person (on video, physically, etc.) and so hiding the name can get a foot in the door but biases take over once the interviews start.
- pmiller2 8y agoThat's not going to work, unless we don't have in person interviews. Since most jobs involve working physically with other people, and, theoretically, you want the interview to simulate the actual working conditions as closely as possible, so it constitutes a valid "work sample test," that doesn't seem workable.
- pmiller2 8y agoI am upvoting you, but you didn't actually answer the question. Your examples have to do with getting a job, not perceived quality of work once one has a job. Both are bad, and your examples are arguably worse, but it doesn't shed any light on how one's clothes, name, etc. can affect the perception of one's actual work.