But prejudice? Sorry but don't buy it. At least not completely. I'm not trying to say that there isn't prejudice. Just that it's not near as much of a factor as people keep trying to say. And you have to remember that prejudice comes from both directions. Not just whites.
Basing it off of class can be just as detrimental as it can cause hard feelings between the poor and the rich. And I think that there is enough hard feelings between those two right now without having to add more too it.
If that is the case then lets examine this scenario. Got two people. One white. One black. They both grow up in the same neighborhood. Same schooling giving by not only schools but also from parents. Parents make same amount of money. They both have reletively the same experiances and same opportunities.
How does race play a factor here?
In either case you are not getting the point. Everyone has a difference of opinion on what is interesting and what is not.
That is the problem with AA. It gets people into positions that they normally would not have gotten. All because of their skin color. It doesn't really matter how often it happens. It does matter that it happens at all.
Sorry but I'm going to have to reject this study. They said that they had 500 applications yet sent those applications to 1300 different jobs. Because of this you have no idea how or who they sent those applications to. Did they send all applications to each of the 1300 jobs? You have no idea if they only sent applications to the appropriate job that those particular skills applied to. You have no idea if someone else was already hired for the job by the time said application was sent in. You have no idea if there was a better application sent in. You have no idea if the employer was just waiting to review said application. You have no idea how long they waited before the people doing this study waited before they decided that the employer wasn't going to call.The authors took the content of 500 real resumes off online job boards and then evaluated them, as objectively as possible, for quality, using such factors as education and experience. Then they replaced the names with made-up names picked to "sound white" or "sound black" and responded to 1,300 job ads in The Boston Globe and Chicago Tribune last year.
Previous studies have examined how employers responded to similarly qualified applicants they meet in person, but this experiment attempted to isolate the response to the name itself.
White names got about one callback per 10 resumes; black names got one per 15. Carries and Kristens had call-back rates of more than 13 percent, but Aisha, Keisha and Tamika got 2.2 percent, 3.8 percent and 5.4 percent, respectively. And having a higher quality resume, featuring more skills and experience, made a white-sounding name 30 percent more likely to elicit a callback, but only 9 percent more likely for black-sounding names.
In essence there are too many variables to accurately tell if this study is accurate or not. Now if you had the original study then we might beable to decern some of the answers.