“On average, they found, employers contacted the presumed white applicants 9.5 percent more often than the presumed Black applicants.<p>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.<p>…<p>On average, companies did not treat male and female applicants differently. This aligns with other research showing that gender discrimination against women is rare in entry-level jobs, and starts later in careers.<p>However, when companies did favor men (especially in manufacturing) or women (mostly at apparel stores), the biases were much larger than for race.<p>...<p>Being gay, as indicated by including membership in an L.G.B.T.Q. club on the résumé, resulted in a slight penalty for white applicants, but benefited Black applicants — although the effect was small, when this was on their résumés, the racial penalty disappeared.”<p>That’s more positive than I expected from the headline! The problems are improving and concentrating.