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.
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.