• Blacks with "exotic" names are poorer students

    From Byker@21:1/5 to All on Wed Nov 21 23:32:50 2018
    XPost: alt.education, alt.fan.rush-limbaugh, soc.culture.african.american XPost: alt.politics.nationalism.white

    It's interesting to note that 95% of immigrant parents give their
    American-born children "Anglo" first names ("Steven" Espinoza, "Susan" Tran, "Kenneth" Patel, etc.), yet native-born American blacks seem obsessed with
    this ooga-booga mumbo-jumbo. Jigaboos give their sprogs odd-sounding names
    so they will always stand out, so that they will be the constant object of harassment and forever have a chip on their shoulder and a built-in excuse
    for blaming "Whitey" for their messed-up existence. Americoons bestow these laughably tongue-twisting monikers on their offspring ("Kwaneesha,"
    "Yashunda," "Kalabarious," "Dwanell," etc.) that might as well be scarlet letters forever branding them as you-owe-me-something LOOTers whom NOBODY
    will hire. That just makes it easier for future employers to spot potential troublemakers and toss their applications into the round file..... ----------------------------------------------------------------------
    Job search harder with 'black' name


    When sending out resumes, it helps if your name is Kristen or Brad.

    If your name is Rasheed or Aisha, don't expect too many callbacks for interviews.

    In fact, white-sounding names routinely elicit 50 percent more
    callbacks than black-sounding names, a new study done by a professor
    at the University of Chicago Graduate School of Business found.

    While resumes with better credentials resulted in 30 percent more
    callbacks for whites, they did not significantly help blacks, the
    study found.

    "If you have an African-American name, it's a lot harder,'' said
    Marianne Bertrand, an associate professor of economics at U. of C.

    Bertrand, along with a Massachusetts Institute of Technology
    professor, sent about 5,000 resumes in response to 1,300 want ads in
    the Boston Globe and Chicago Tribune between July 2001 and last May.
    The jobs were in sales, administrative support, clerical and customer
    service at various companies.

    To determine which names to use, the professors analyzed birth
    certificates for names distinctively used by African Americans and
    ones used by whites.

    They sent four resumes for each posting, two high-caliber applicants
    and two low-caliber applicants. One high-caliber applicant and one
    low-caliber applicant had a black sounding name, while one
    high-caliber applicant and one low-caliber applicant had a white
    sounding name. The professors compared the callback rate for each
    applicant. Callbacks, for the purposes of the study, included
    responses by telephone, letter or e-mail.

    Resumes with "white'' names had a 10.1 percent chance of getting a
    callback, while "black'' names had a 6.7 percent chance. In other
    words, whites received a callback for every 10 resumes mailed, but
    blacks had to send 15 to spark interest.

    "This represents a difference ... that solely can be attributed to
    name manipulation,'' the authors wrote. "Our results so far suggest
    that there is a substantial amount of discrimination in the job
    recruiting process.''

    Companies that purported to be "equal opportunity employers'' were no
    more likely to respond to black resumes than other businesses. The two industries where blacks received more callbacks were transportation
    and communications, the authors found, but Bertrand said the
    difference was not significant enough to show a trend.

    Dorris Roberts, president of the South Side branch of the NAACP, said
    the study's results were "disturbing, absolutely.''

    He said companies often send job postings to his office soliciting
    minorities, when they have selected a white candidate for the job.

    Carolyn Nordstrom, president of Chicago United, which seeks to
    increase corporate diversity, said the study shows the need to educate
    those who make hiring decisions--regardless of how many minorities are
    on staff. "We like to believe that this has changed, but this is
    evidence that it hasn't,'' Nordstrom said.

    The Chicago Sun-Times provided a copy of the study to the Chicagoland
    Chamber of Commerce, which represents 2,600 businesses in the area,
    but officials declined to comment.


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