Speculate on what might happen to a Black applicant who had a \"White-sounding\"

Question

Speculate on what might happen to a Black applicant who had a "White-sounding" name and was called for an interview. At what point(s) might prejudice eliminate the applicant from the selection process? What benefit(s) might accrue to such an applicant from being called for the interview? What are specific actions that organizations might do to reduce the likelihood of name-based discrimination in the selection process? How would they know if these steps are working? 300 words minimum pls... thanks for your guidance

Explanation / Answer

While many would deny it, race is still an important factor in the labor market the world over as well as in America. Now, if a black applicant having a white sounding name is called for an interview, the prejudice would last during the starting phase of the interview. The prejudice is there because of a preconceived notion and personal bias for racial profiles. Now, prejudice might eliminate the applicant at any of the following stages - (i) at the onset of the interview, when the interviewer sees the applicant and realizes that the applicant is black. (ii) during the initial moments of interaction when the body language, accent, dressing style etc., of the applicant bears a strong resemblance to the traits of a black person.

The benefit that might accrue to such an applicant from being called for the interview is that the interviewer might decide to go ahead with the interview. If the applicant has had a good education and his/her skills and capabilities fit the requirements of the organizations, chances are that the black applicant might get hired. Being called for an interview will improve the chances of bagging the job when compared to the situation when the black applicant is not called for the interview, in which case the chance is nil.

Organizations can reduce the likelihood of name-based discrimination in the selection process by validating the selection process. In the context of selection process, validity means that the approach being used by the selection process is effective and the process is increasing the chances of hiring the right person. Secondly, the organization should help the HR team and the interviewers gradually reduce their bias. This can be done by training and educating the interviewers.

To evaluate the impact of these steps, the organization can conduct an analysis. The interviewer's state of mind can be understood using questionnaires and using appropriate questions the organization can determine if the bias are still there or have they reduced or completely gone after training and educating the interviewers. The organization will also have to analyze the number of black applicants who are actually getting an interview call and what proportion of the applicants are getting shortlisted. This will then be compared with the benchmark.

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