I wish I could say this surprised me, but no. When I was a recruiter, hiring managers often asked about the ethnicity of an applicant; I told them federal law prevented me from asking. Via the New York Times:
A group of economists recently performed an experiment on around 100 of the largest companies in the country, applying for jobs using made-up résumés with equivalent qualifications but different personal characteristics. They changed applicants’ names to suggest that they were white or Black, and male or female — Latisha or Amy, Lamar or Adam.
On Monday, they released the names of the companies. On average, they found, employers contacted the presumed white applicants 9.5 percent more often than the presumed Black applicants.
Yet this practice varied significantly by firm and industry. One-fifth of the companies — many of them retailers or car dealers — were responsible for nearly half of the gap in callbacks to white and Black applicants.
Two companies favored white applicants over Black applicants significantly more than others. They were AutoNation, a used car retailer, which contacted presumed white applicants 43 percent more often, and Genuine Parts Company, which sells auto parts including under the NAPA brand, and called presumed white candidates 33 percent more often.
