In the Bertrand and Mullainathan study of name-based discrimination, job applicants with
Aspects of Contract & Negligence
July 8, 2020The field of cultural competence has recently emerged as part of a strategy to reduce disparities in access to and quality of health care.
July 8, 2020In the Bertrand and Mullainathan study of name-based discrimination, job applicants with
In the Bertrand and Mullainathan study of name-based discrimination, job applicants with Black-sounding names were granted interviews significantly fewer times than those with White-sounding names. 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 were working?
