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- Sep 15, 2010
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http://www.nytimes.com/2015/01/04/upshot/the-measuring-sticks-of-racial-bias-.html?abt=0002&abg=1
I'll skip to the good part:
■ When doctors were shown patient histories and asked to make judgments about heart disease, they were much less likely to recommend cardiac catheterization (a helpful procedure) to black patients — even when their medical files were statistically identical to those of white patients.
Hmmm, Life
■ When whites and blacks were sent to bargain for a used car, blacks were offered initial prices roughly $700 higher, and they received far smaller concessions.
Hmmm, Money
■ Several studies found that sending emails with stereotypically black names in response to apartment-rental ads on Craigslist elicited fewer responses than sending ones with white names. A regularly repeated study by the federal Department of Housing and Urban Development sent African-Americans and whites to look at apartments and found that African-Americans were shown fewer apartments to rent and houses for sale.
Hmm, Housing
White state legislators were found to be less likely to respond to constituents with African-American names. This was true of legislators in both political parties.
Political....*tee hee* change the system
■ Emails sent to faculty members at universities, asking to talk about research opportunities, were more likely to get a reply if a stereotypically white name was used.
Hmmm, Employment
To be fair:
There are some counterexamples: Data show that some places, like elite colleges, most likely do favor minority applicants. But this evidence underlies that a helping hand in one area does not preclude harmful shoves in many other areas, including ignored résumés, unhelpful faculty members and reluctant landlords.
So yeah....Some colleges favor minorities (not just blacks) but congrats college favored you but the workplace, housing, justice and poltical system ignores you. So...like, it evens out
When our own résumé study came out, many human-resources managers told us they were stunned. They prized creating diversity in their companies, yet here was evidence that they were doing anything but. How was that possible?
To use the language of the psychologist Daniel Kahneman, we think both fast and slow. When deciding what iPod to buy or which résumé to pursue, we weigh a few factors deliberately (“slow”). But for hundreds of other factors, we must rely on intuitive judgment — and we weigh these unconsciously (“fast”).
I'll skip to the good part:
■ When doctors were shown patient histories and asked to make judgments about heart disease, they were much less likely to recommend cardiac catheterization (a helpful procedure) to black patients — even when their medical files were statistically identical to those of white patients.
Hmmm, Life
■ When whites and blacks were sent to bargain for a used car, blacks were offered initial prices roughly $700 higher, and they received far smaller concessions.
Hmmm, Money
■ Several studies found that sending emails with stereotypically black names in response to apartment-rental ads on Craigslist elicited fewer responses than sending ones with white names. A regularly repeated study by the federal Department of Housing and Urban Development sent African-Americans and whites to look at apartments and found that African-Americans were shown fewer apartments to rent and houses for sale.
Hmm, Housing
White state legislators were found to be less likely to respond to constituents with African-American names. This was true of legislators in both political parties.
Political....*tee hee* change the system
■ Emails sent to faculty members at universities, asking to talk about research opportunities, were more likely to get a reply if a stereotypically white name was used.
Hmmm, Employment
To be fair:
There are some counterexamples: Data show that some places, like elite colleges, most likely do favor minority applicants. But this evidence underlies that a helping hand in one area does not preclude harmful shoves in many other areas, including ignored résumés, unhelpful faculty members and reluctant landlords.
So yeah....Some colleges favor minorities (not just blacks) but congrats college favored you but the workplace, housing, justice and poltical system ignores you. So...like, it evens out
When our own résumé study came out, many human-resources managers told us they were stunned. They prized creating diversity in their companies, yet here was evidence that they were doing anything but. How was that possible?
To use the language of the psychologist Daniel Kahneman, we think both fast and slow. When deciding what iPod to buy or which résumé to pursue, we weigh a few factors deliberately (“slow”). But for hundreds of other factors, we must rely on intuitive judgment — and we weigh these unconsciously (“fast”).
