Originally Posted by
Letters (TPFKA WWTL@WHL)
Consider an experiment by Marianne Bertrand and Sendhil Mullainathan, two American economists. They drafted 5,000 CVs and placed archetypal "black" names such as Tyrone or Latoya on half of them and "white" names such as Brendan or Alison on the other half. They then divided the white CVs into high and low quality and did the same with the black CVs.A few weeks later the offers came rolling in from employers, and guess what? The "black" candidates were 50% less likely to be invited to interview. Employers were using skin colour as a marker for employment potential, despite the fact that the candidates' CVs were identical.
But that's not all. The researchers also found that although high-quality "white" candidates were preferred to low-quality "white" candidates, the relative quality of "black" CVs made no difference whatsoever.
It was as if employers saw three categories - high-quality white, low-quality white and black candidates. To put it another way, the subliminal assumption that causes us to think that black people are all the same has powerful real-world consequences.
For many economists, this assumption, which gets under the radar of our conscious thought, explains why black people still lag behind white people in economic development more than four decades after the introduction of race-relations legislation.
Recognising that we have these biases is a good place to start in trying to combat them. And a good way of tracking progress is to watch a 100m final and see whether we fall into the trap, when seeing eight contestants with black skin, of inferring that black people are naturally better sprinters.
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