Minorities Who ‘Whiten’ Résumés More Likely to Get Interview, Michael Harriot
“Whitening” is an all-encompassing term for when prospective employees scrub their résumés of anything that might indicate their race. Applicants with cultural names will sometimes use their initials. Community or professional work with African-American fraternities, sororities or other organizations are deleted. One student omitted a prestigious scholarship he was awarded because he feared it might reveal his race.
Although the practice sounds demeaning and reductive in the year 2017, apparently it works. In one study, researchers sent out whitened résumés and nonwhitened résumés to 1,600 employers. Twenty-five percent of black applicants received callbacks when their résumés were whitened, compared with 10 percent of the job seekers who left their ethnic details on the same résumés.
The results were the same for employers who advertised themselves as “equal opportunity employers” or said that “minorities are strongly encouraged to apply.”
Whitened Résumés: Race and Self-Presentation in the Labor Market, Sonia Kang, Katy DeCelles, András Tilcsik, and Sora Jun
Racial discrimination in labor markets is a critical process through which organizations produce economic inequality in society. Though scholars have extensively examined the discriminatory decisions and practices of employers, the question of how job seekers try to adapt to anticipated discrimination is often overlooked. Using interviews, a laboratory experiment, and a résumé audit study, we examine racial minorities’ attempts to avoid discrimination by concealing or downplaying racial cues in job applications, a practice known as “résumé whitening.” While some minority job seekers reject this practice, others view it as essential and use a variety of whitening techniques. When targeting an employer that presents itself as valuing diversity, however, minority job applicants engage in relatively little résumé whitening and thus submit more racially transparent résumés. Yet, our audit study shows that organizational diversity statements are not actually associated with reduced discrimination against unwhitened résumés. Taken together, these findings suggest a paradox: Minorities may be particularly likely to experience disadvantage when they apply to ostensibly pro-diversity employers. These findings illuminate the role of racial concealment and transparency in modern labor markets and point to an important interplay between the self-presentation of employers and the self-presentation of job seekers in shaping economic inequality.
But Thomas said school administrators should encourage student debate over historical figures such as Wade Hampton — as an important lesson in democracy.
“If we really think that public education is to prepare people to live in a democracy, children need to have experiences with democratic processes,” Thomas said. “I think this specific protest should be seen as an opportunity for students to see what the democratic process looks like, with everybody’s voice mattering. Principals and superintendents of public schools — they have incredibly hard jobs — but they are the people who have to show students what moral courage is. If administrators and teachers can’t show moral courage, how do we expect our children to?”
When Standardized Tests Don’t Count | Just Visiting, John Warner
And yet, when it comes to marginalized and vulnerable populations within Charleston County Schools, these standardized assessments provide a rational for top-down oversight and control.
This is entirely common and predictable. “Accountability” is often weaponized against those without the means to defend themselves.
I have no wish to upend the academic culture of the Citadel over their terrible CLA scores, but maybe some of those who are willing to give our elite storied places a pass can extend the same spirit to those who have no such protections.
Why The New Sat Is Not The Answer, Akil Bello and James Murphy
If anything, the discord between them is likely to grow as the College Board pursues an equitable society using a test that is designed to mark and promote distinctions.
For all the positive changes the College Board has made, the new SAT shouldn’t be counted among them. It is a test, not a solution.
Every attempt to manage academia makes it worse, Mike Taylor
The problem is a well-known one, and indeed one we have discussed here before: as soon as you try to measure how well people are doing, they will switch to optimising for whatever you’re measuring, rather than putting their best efforts into actually doing good work.
In fact, this phenomenon is so very well known and understood that it’s been given at least three different names by different people:
- Goodhart’s Law is most succinct: “When a measure becomes a target, it ceases to be a good measure.”
- Campbell’s Law is the most explicit: “The more any quantitative social indicator is used for social decision-making, the more subject it will be to corruption pressures and the more apt it will be to distort and corrupt the social processes it is intended to monitor.”
- The Cobra Effect refers to the way that measures taken to improve a situation can directly make it worse.
According to a Wonkblog analysis of government statistics, about 1.6 percent of prime-age white men (25 to 54 years old) are institutionalized. If all those 590,000 people were recognized as unemployed, the unemployment rate for prime-age white men would increase from about 5 percent to 6.4 percent.
For prime-age black men, though, the unemployment rate would jump from 11 percent to 19 percent. That’s because a far higher fraction of black men — 7.7 percent, or 580,000 people — are institutionalized.