I actually don’t know how closely it looked at education levels, as I remember, all it talked about was high school graduation rates and college degrees. There is certainly going to be a wage gap between most people with an undergraduate degree only and those who have a medical degree (and are practicing physicians). If they didn’t put that into the mix, they certainly should have. It doesn’t seem like they are getting a full picture if they aren’t considering occupations and advanced degrees.
In other words, people make choices and those choices have consequences. There and many respectable professions that black males my pursue that won’t maximize their incomes.
Sadly, no, it’s still true. A new study out from Ohio State reveals the sad truth:
The researchers sent out fake applications for job openings that typical new college graduates might apply for. They put either a female-sounding name or a male-sounding name on the resume, and they put either a medium or a high GPA.
And guess what? The men got contacted twice as often as the women. For STEM jobs, the men got contacted three times as often as the women.
For men, the GPA didn’t make any difference. For women, a high GPA made the application worse; women with high GPAs were less likely to be contacted than women with medium GPAs.
Tell me again about how sexism in hiring is disappearing.
Housing may be highly leveraged, but it’s not a great investment, unless you’re talking about specific cities. The long run real return on housing appreciation is less than 1%. If you subtract out the cost of insurance and maintenance, the return is negative. Obviously, the return looks better, if you add back in the imputed rent, but that’s a form of consumption. With a birth cohort of 1978-1983, most of the parents in the study wouldn’t have been trying to buy a house pre-1968, so the pre-1968 rules wouldn’t be relevant.
The 1970s were a highly inflationary decade, so that having a leveraged investment in one’s own house did well then, since the house value went up but the mortgage debt did not. This same effect was beneficial to a lesser extent to homeowners in the 1950s and 1960s where there was also inflation, though less of it than in the 1970s.
Also, even though FHA redlining ended in 1968, there was still enough housing and mortgage lending discrimination that remained through the 1970s that the Community Reinvestment Act was passed in 1977.
@CardinalFang. So researcher sent out resumes of new graduates to HR. Who does initial review? Probably not a hiring manager. Computer and HR. Who works in HR in these positions? Mostly women. Or you think the computers are programmed to reject women with high GPA?
@“Cardinal Fang” that’s just like the experiment where identical resumes were sent out with white and black sounding names. Take a wild guess how that turned out???
For those who do not want to guess, or want to check their guesses:
http://www.pnas.org/content/early/2017/09/11/1706255114
Seriously? This is your explanation? Hiring managers don’t discriminated against women, no no, it’s the computers? Computers are programmed to recognize female names, and discount women with high GPAs? These very same computers are programmed to recognize female names, and send their resumes to the trash while sending the male name resumes to hiring managers?
First of all, that’s nonsense, and secondly, if computers were programmed to discriminate against women-- who programmed them that way, and why, and how would that not be an example of terrible discrimination?
Oh, I know about that one. That was the experiment where hiring managers preferred white-name applicants with felony convictions to black-name applicants without felony convictions.
Such initial review is probably just keyword matching and other non-subjective characteristics (i.e. which job(s) applied for? does GPA of a college applicant meet the cut-off GPA?). Then those that pass the initial review go to hiring managers for more subjective review.
I am not an expert but changed jobs twice during the last year so I dealt with HR recruiters a lot. In my experience about half of the time HR would call me to talk first before forwarding my resume to the hiring manager. I would guess that for the entry level jobs HR takes even more leading role. We can ask @Blossom
Yes, I remember the study Partyof5 and Cardinal Fang are referring to – the study that found employers were much more likely to interview a white man with a criminal record than a black man with a clean record. And no, @roethlisburger, this wasn’t 20 years ago in the deep south. This was in 2012 in Arizona.
Another, earlier study had the same results in the mid-2000s in multi-cultural (and liberal) New York City.
http://www.pnas.org/content/pnas/suppl/2017/09/12/1706255114.DCSupplemental/pnas.1706255114.sapp.pdf is the supplemental information for the meta-analysis paper linked in reply #187. See page 12-13 for the list of matched pair studies it used (28 total, including those that compare Latino instead of black).
@partyof5 Do you know if they used the names “Jethro” and “Cletus” in the study? These names conjure in my mind a backwoods white person, and I can see how their resumes might get tossed. I can see this happening with lots of strange names. Maybe parents should realize the harm they do to their children with outlandish naming.
In most of Scandinavia the government maintains a list of acceptable baby names. Parents just pick one. Problem solved.
@EarlVanDorn Its a shame you feel that way. Folks of your mindset are part of the problem.
Now imagine if a certain woman named Condoleeza had never been hired based on her name. A name should never be a deterrent when you are qualified.
Those studies are hardly definitive. So much goes into interview and hiring decisions it is impossible to account for.
To read some of the posts here, one would have to conclude that there is no such thing as white male privilege, sexism, or racism. People just get what they deserve; if one group consistently has less positive outcomes, it must be because they are simply just less competent, are not putting in the effort, have equal access but just aren’t as smart or as ambitious, etc.
If one does not get an initial call-back from a resume or application submission, one has no chance to do well in the interview and get hired.
@EarlVanDorn, do you know how they picked the names for the black/white names? The authors surveyed people about names, and they picked the names that their respondents identified as the blackest-sounding names and the whitest-sounding names. The authors did not ask their respondents which names sounded unqualified; they asked which names sounded black.
If you think someone sounds unqualified because their name sounds black, that’s on you. If you think “black name = unqualified,” that says something about you, and it might not be something you want to have said about you.