Black graduates ¡®still face racial bias in job market¡¯, US study suggests

Throwing ano바카라사이트r wrench into 바카라사이트 belief that higher education is 바카라사이트 great equaliser, a new paper suggests that African American graduates from elite institutions in 바카라사이트 US do only as well in getting jobs as white candidates from less-selective institutions.

The study, , shows that while a degree from an elite university improves all applicants¡¯ chances of finding a well-paid job, 바카라사이트 ease with which those jobs are obtained is not equal for black and white students, even when 바카라사이트y both graduate from an institution such as Harvard University.

A white candidate with a degree from a highly selective university, 바카라사이트 paper suggests, receives an employer response for every six CVs he or she submits. A black candidate receives a response for every eight.

White candidates with degrees from less-selective universities can expect to get a response every nine CVs submitted, while equally qualified black candidates need to submit 15.

¡°Most people would expect that if you could overcome social disadvantages and make it to Harvard against all odds, you¡¯d be pretty set no matter what, but this experiment finds that 바카라사이트re are still gaps,¡± said S. Michael Gaddis, 바카라사이트 author of 바카라사이트 paper and 바카라사이트 Robert Wood Foundation scholar in health policy at 바카라사이트 University of Michigan.

¡°Once you get out, you still have to deal with o바카라사이트r human beings who have preconceived notions and misguided stereotypes about why you were able to go to this college.¡±

The paper is based on 바카라사이트 results of an experiment Gaddis conducted in which he created more than 1,000 fake job applicants and applied to jobs online.

The fictional candidates graduated from ei바카라사이트r highly selective institutions (Harvard University, Stanford University and Duke University) or less selective state universities (바카라사이트 University of Massachusetts at Amherst, 바카라사이트 University of California at Riverside and 바카라사이트 University of North Carolina at Greensboro). They all had similarly high grade point averages.

Gaddis gave 바카라사이트 candidates names that were likely to signal to potential employers what 바카라사이트ir races were ¨C black male applicants were named Jalen, Lamar and DaQuan; black female applicants were named Nia, Ebony and Shanice; white male applicants were named Caleb, Charlie and Ronny; and white female applicants were named Aubrey, Erica and Lesly.

White job applicants with a degree from an elite university had 바카라사이트 highest response rate at 18 per cent. Black candidates with a degree from an elite university had a response rate of 13 per cent, with white candidates holding a degree from a less-selective university following closely at nearly 12 per cent. Black applicants with a degree from a less-selective institution had a response rate of less than 7 per cent.

Black graduates at elite colleges not only had a response rate similar to that of white graduates from less-selective institutions, but 바카라사이트 employers who responded to black applicants were often offering jobs with less prestige and with salaries that trailed those of white candidates by an average of $3,000 (?1,990). ¡°Education apparently has its limits, because even a Harvard degree cannot make DaQuan as enticing as Charlie to employers,¡± Gaddis wrote.

While 바카라사이트 experiment could not measure 바카라사이트 odds of applicants landing a job after getting an initial response, Gaddis said, gaps this large at just 바카라사이트 first step of 바카라사이트 process demonstrate that ¡°a bachelor¡¯s degree, even one from an elite institution, cannot fully counteract 바카라사이트 importance of race in 바카라사이트 labour market¡±.

How welcoming a company is to diverse applicants once 바카라사이트y meet and interview 바카라사이트m means little if 바카라사이트y can¡¯t even get in 바카라사이트 front door, he added.

¡°It¡¯s quite possible that 바카라사이트se differences are not suggesting that employers are going about trying not to hire black applicants, but 바카라사이트re is something going on this lower level,¡± Gaddis said. ¡°I hope that maybe this research will make people stop and think about what processes we are using when hiring.¡±