Race and gender effects on employer interest in job applicants: new evidence from a resume field experiment

By R. Darolia, C. Koedel, P. Martorell, Katie Wilson, F. Perez-Arce. 2016

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BBQ: A hand-built bias benchmark for question answering (2021, background): “Names are widely recognized to carry information about both gender and racial identity in the U.S. and are effective ways of measuring bias (Romanov et al., 2019; Darolia et al., 2016; Kasof, 1993).”
Hiring Discrimination: An Overview of (Almost) All Correspondence Experiments Since 2005 (2017, result): “First, in two recent studies with experiments conducted in the United States, no ethnic discrimination in hiring was found (Darolia et al., 2016; Decker et al., 2015).”
How Black Are Lakisha and Jamal? Racial Perceptions from Names Used in Correspondence Audit Studies (2017, unknown): “A recent trio of correspondence audits highlights this possibility (Darolia et al. 2016; Deming et al. 2016; Gaddis 2016).”
Job Seeking: The Process and Experience of Looking for a Job (2020, methodology): “…manipulated only surnames (i.e., using Jefferson and Anderson to indicate an African American andWhite applicant, respectively) as opposed to manipulating both first and last name, arguing that more typical African American first names might signal lower socioeconomic status (Darolia et al. 2016).”