Some of the actions organizations might do to reduce the likelihood of name-based discrimination include in our textbook, “the adhering to affirmative actions programs and continues review of the program while resolving any shortcomings findings within the organization and establish formal hiring practices and structured interview polices, which will lead less room for subjectivity and possible discrimination employment decisions” (Bell, 2012, p.
126). By continues monitoring and providing transparency within the organization would be some steps to ensure programs against name-based discrimination are working. The study in our textbook by Bertrand and Mullainathan showed that about 50% of Black applicants with common Black names were called for interview more or less interview and offer a position. The study also depicts Black-sounding names applicants had submit more resumes than those with White-sounding names, at the same time those with White-sounding names got many more called backs for interviews than the Black-sounding names. (Bell, 2012, p.
124-125).