{"id":41946,"date":"2021-07-11T07:20:54","date_gmt":"2021-07-11T11:20:54","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=41946"},"modified":"2021-07-19T07:39:36","modified_gmt":"2021-07-19T11:39:36","slug":"workplace-bias","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/workplace-bias\/","title":{"rendered":"Workplace Bias: Why Many “Whiten” Their Resumes"},"content":{"rendered":"\n

To what extent does workplace bias exist? Does “whitening” your resume really give you a better chance of getting hired? What are some of the negative side-effects of affirmative action?<\/p>\n\n\n\n

Today, racial bias in the workplace is very real. The biggest hurdle for people of color is the hiring process\u2014despite anti-discrimination laws, whites still often get hired over blacks. Sadly, studies show that “whitening” your resume actually works, thus further proving that the workforce has a long way to go.<\/p>\n\n\n\n

Continue reading for Dr. Jennifer Eberhardt’s take on workplace bias from her book Biased.<\/em><\/p>\n\n\n\n\n\n\n\n

Racial Bias in the Workplace<\/strong><\/h2>\n\n\n\n

Racial bias affects people at home and in school. That same bias shapes the world of work in nearly every way, from crafting a resume to getting an interview to navigating a diverse workplace.<\/strong> <\/p>\n\n\n\n

In this article, we\u2019ll discuss the hurdles people of color face in applying to jobs and the strategies they use to overcome workplace bias.<\/p>\n\n\n\n

Bias in the Job Application Process<\/strong><\/h3>\n\n\n\n

Racial bias in the workplace is a massive, widespread problem. In fact, the unemployment rate for young black people is twice as high as it is for young white people.<\/strong> That\u2019s partly because of the housing discrimination<\/a>, meaning black teens and young adults are more likely to live in low-income neighborhoods with fewer job options. (Shortform note: Eberhardt doesn\u2019t mention it, but the racially biased criminal justice system is also a major driver of black unemployment. In The New Jim Crow<\/a>, Michelle Alexander describes how people with criminal records have a harder time getting hired.)<\/p>\n\n\n\n

However, Eberhardt argues that the main driver of this disparity is racial bias in the hiring process\u2014an alarmingly common phenomenon that is well-documented in scientific research. For example, in one study, researchers created a set of resumes for fictional applicants that would be perfect candidates for actual job listings. The fictional applicants behind these resumes were equally well-qualified for each job, with just one difference: Some had stereotypically black names (like Jamal and Tamika) while others had stereotypically white names (like Geoffrey and Emily). Applicants with black-sounding names were <\/strong>half<\/em><\/strong> as likely to be contacted<\/strong><\/a> about the job than applicants with white-sounding names.<\/strong> <\/p>\n\n\n\n

Big-Name Companies Are Guilty of Hiring Discrimination<\/strong>
Many of the world\u2019s most prominent companies have been accused of hiring discrimination. In 2021, the Equal Employment Opportunity Commission (EEOC) launched a systemic inquiry into Facebook\u2019s hiring practices<\/a> based on several complaints of racial discrimination (the company reports that just 3.9% of its U.S. employees are black). That same month, Starbucks agreed to revamp its store-level promotion policies<\/a> after the EEOC found evidence of racial discrimination. The banking industry faces a similar problem\u2014A 2021 study found evidence of racial disparities in promotions in 13 of the largest banks in North America<\/a>. <\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n

Whitening the Resume<\/strong><\/h3>\n\n\n\n

In many ways, these studies confirm what people of color already know about bias in the workforce. <\/strong>For example, when researchers interviewed black and Asian college students about their job search process, many of them were painfully aware of racial bias and actively tried to avoid it by \u201cwhitening\u201d their resumes: using white-sounding nicknames or initials instead of their given names<\/a>, removing references to cultural or ethnic groups (like Black Student Associations), and adding references to stereotypically white interests like hiking. (Shortform note: This study was originally published in 2016, but the pattern still persists today. In 2021, a black human resources professional went viral on Twitter for advising black job seekers not to use \u201chood names” on their resumes<\/a> and to go by their initials or middle names instead.)<\/p>\n\n\n\n

To make matters worse, research shows that \u201cwhitening\u201d actually works: The more changes an applicant makes to whiten their resume, the higher their chances of getting a callback<\/a>. Worst of all, employers who included formal diversity commitments in their job descriptions<\/a> were no less likely to discriminate against unwhitened resumes than other employers. <\/p>\n\n\n\n

(Shortform note: What\u2019s a person of color to do if they don\u2019t want to \u201cwhiten” their resume? A resource guide for black students at the University of California Davis advises these students to embrace their names and experience<\/a>. The guide cites the example of Barack Obama, who went by \u201cBarry\u201d until college<\/a>, when he embraced his full first name.) <\/p>\n\n\n\n

Stereotypes Make It Harder to Recognize Success<\/strong><\/h4>\n\n\n\n

Despite all this research showing that white people are significantly more likely to be considered for a job simply because of their skin color, many white Americans actually believe the <\/strong>opposite<\/em><\/strong> is true.<\/strong> In 2017, a Harvard study found that 55% of white Americans think there is racial discrimination against white people<\/a> in the United States. Many of these people cite affirmative action policies<\/a> as proof that racial minorities have an unfair advantage. If they\u2019re competing for a job and lose out to a black person, they immediately blame affirmative action rather than consider the possibility<\/a> that a black person could be genuinely more qualified for the job. <\/p>\n\n\n\n

Does \u201cReverse Racism\u201d Exist? It Depends Who You Ask<\/strong>
The idea that white people face discrimination for being white is also called \u201creverse racism\u201d or \u201canti-white racism.\u201d In So You Want to Talk About Race<\/em><\/a>, <\/em>Ijeoma Oluo argues that claims of \u201creverse racism\u201d stem from the fact that there are two separate definitions of \u201cracism\u201d in popular use<\/a>. The first definition is purely interpersonal: \u201cRacism is bias against a person based on their race.\u201d The second is societal: \u201cRacism is bias against a person based on their race, in the context of power structures that support that bias.<\/strong>\u201d

If you\u2019re using the first definition, the idea of \u201creverse racism\u201d makes sense, because racism is purely about individual biases. However, under the second definition, \u201creverse racism\u201d is a contradiction in terms because the major power structures in the United States fundamentally privilege white people. Many race scholars use the second definition. For example, in White Fragility<\/em><\/a>, Robin DiAngelo explains it this way: While people of color can be prejudiced<\/em> against white people and can discriminate<\/em> against individual white people, they don\u2019t have the social power to be truly racist<\/em><\/a>. 

However, not everyone agrees with this view\u2014in fact, author Ibram X. Kendi argues in How to Be an Antiracist<\/em><\/a> <\/em>that black people can<\/em> be racist<\/a>, and that claiming otherwise is actually a form of racism in itself because it assumes that black people have no power. Kendi uses both<\/em> of Oluo\u2019s definitions to support his argument by dividing the concept of \u201cracism\u201d into racist ideas <\/em>and racist policies<\/em><\/a>. Therefore, people of color can be racists because they can hold racist ideas <\/em>about white inferiority, even though they lack the power to enact racist policies<\/em> that target white people. <\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n

<\/p>\n","protected":false},"excerpt":{"rendered":"

To what extent does workplace bias exist? Does “whitening” your resume really give you a better chance of getting hired? What are some of the negative side-effects of affirmative action? Today, racial bias in the workplace is very real. The biggest hurdle for people of color is the hiring process\u2014despite anti-discrimination laws, whites still often get hired over blacks. Sadly, studies show that “whitening” your resume actually works, thus further proving that the workforce has a long way to go. Continue reading for Dr. Jennifer Eberhardt’s take on workplace bias from her book Biased.<\/p>\n","protected":false},"author":8,"featured_media":41975,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[29,24,30],"tags":[424],"class_list":["post-41946","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-career","category-society","category-work","tag-biased","","tg-column-two"],"yoast_head":"\nWorkplace Bias: Why Many "Whiten" Their Resumes - Shortform Books<\/title>\n<meta name=\"description\" content=\"Despite affirmative action, workplace bias is very prevalent today. This has led many people of color to "whiten" their resumes. 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