Job Applicants with English American Names - Article Example

Article, Macro & Micro Economics of the al Affiliation Article, Macro & Micro Economics Question a This report is using dataset names.dta derived from the renowned Professor Marianne Bertrand and Sendhil Mullinathan paper in 2004. Professor Bertrand at the time taught the University of Chicago. Their paper’s headline was “Are Emily and Greg More Employable than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination.” The paper was issued in the American Economic Review magazine, Vol. 94 No. 4. 2004 (Mullainathan, 2003). Question b The dependent valuable in this project was Call_ Back. Its description meant an applicant was called back. Question c Are job applicants with a white American names, such as Emily and Greg, more employable than an applicant with African American names, such as Lakisha or Jamal? Most of my friends being white Americans themselves, they might probably say no, but none of them have done the research. Nevertheless, I would digress on their view about this hypotheses. My independent variables are yearsexp, honors, college, computerskills, volunteer, specialskills, military, workinschool, email and offjobs. Variable Descriptions Variable Name Description Call _Back D = Applicant was called back yearsexp I = Years of experience honors I = Resume mentions some honors college Applicant has college degree computerskills I = Resume mentions some computer skills volunteer I = Resume mentions some volunteering experience specialskills I = Resume mentions some special skills military I = Applicant has some military experience workinschool I = Resume mentions some work experience when in school email I = Email Address of applicant’s resume offjobs Number of Jobs Listed on Resume Question d I think it is true that job applicants with English American names have a higher chances of attaining employment that applicants with African-American names. I believe that employment discrimination in the job market is real and a serious growing social problem in the society. This is true despite all candidates having valid qualifications both in academic achievement and their working experience. White American employers would prefer working with persons who are from a white race origin. The evaluation in job performance between different applicants can be analyzed in reference to the independent values stipulated for the project. An African American may have the honor in higher learning institution, have five or more years of experience, and be excellent in computer skills, participated in volunteering activities. They may have a military experience and yet face employment discrimination in the job market. Even though he/she has done off-jobs, worked while in school or have special skills, he/she may still face a challenge in fighting off employment discrimination. There is a negative relationship between White American job applicants and Black American Job applicants. Employment discrimination favors White applicants. Question e I think I would recommend the use of initials on the names when writing a curriculum vitae as a control variable. Apparently, employers look at the names of job applicants and form their basis for job discrimination. Applying for jobs with the English and African American names reduces the chances for a person to be provided a chance for an interview for an advertised job position. To control this, an applicant can write his English names and use an abbreviation for his African American names. The second control variable would be to attain all the independent valuable qualifications that can tilt a favor in receiving a Call_ Back, upon application. This means that, if the applicant has all the desirable factors looked for in a recruitment exercise, a discriminative employer may be reluctant to let him/her off. This is irrespective of his ancestral origin. This is because an extraordinarily qualified person will create a positive impact in the development of the company. An African American applicant may include the following in his/her CV: years of experience, honors, and all college qualifications certificates. They may also be special skills acquired, military experience if any, work in school experience in school if any, an official email address and off jobs participatory records. This will show an employer that irrespective of the applicant’s ancestral origin, he/she will be a perfect asset in the growth of the company. Even though an employer may choose to work with a white applicant, if an African American Applicant has outshined all others he will be compelled to hire him/her. Question f I possess a cross-sectional data of 170 fictitious CVs sent in response to a job advertisement posted in local newspapers here in Chicago and Boston in November 17, 2014. I have chosen this form because I do not presume that any req assumptions are not met as this is a randomized controlled experiment. I will use the Call_ Back project variable to estimate the response of employers to the applied CVs. The sole principal novel functional form to be included in this analysis is the (posting application volume) PAV. If I apply for a single position with all the 170 CVs, chances are that an employer may not go through all the CV application forms. Question g Dependent Variable Employment Rate (%) Model 1 47.36% Model 2 78.13% Model 3 87.18% Independent Variable yearsexp, honors, college yearsexp, honors, college, computerskills, volunteer, specialskills, military yearsexp, honors, college, computerskills, volunteer, specialskills, military, workinschool, email and offjobs Initials Used on a CV ≥1 Per Name (Dummy Variable) Call _ Back Rate (%) 4736/100 (.01) 7813/100 (.01) 8718/100 (.01) CVs with all Merits & Prior Experiences ^3...^7...^10 (%) 2314/100 (.01) 4987/100 (.01) 6739/100 (.01) n=170, p-values in parenthesis, using stout standard errors. Question h The employment rate increased progressively from Model 1 to Model 3. When different proportions of independent variables were subjected to every model, the employment rates experienced in percentage increased too. The usage of initials on the employment applicants’ names caused a change in the dependent variable, Call _Back, expressed as a percentage. Based on the specification of the model, the change in variables can be seen when Call _Back is combined with various numbers of independent variables. In this case, the Call _Back proportionate increased. This can be seen in the differentiations between models 1 all the way to models 3. The findings are consistent with my initial guess. Question I Gender is an independent variable which poses a key concern in the employment sector. According to past research, employers have a preference to male employees than female employees. According to the research conducted, the number of female employees with African American names that received a Call _Back were less than the number of men from the same origin. The chart below can show the effect of this negative influence on the employment rates of African American job applicants. Dependent Variable Employment Rate (%) Model 1 42.36% Model 2 74.13% Model 3 80.18% Independent Variable yearsexp, honors, college yearsexp, honors, college, computerskills, volunteer, specialskills, military yearsexp, honors, college, computerskills, volunteer, specialskills, military, workinschool, email and offjobs Initials Used on a CV ≥1 Per Name (Dummy Variable) Call _ Back Rate (%) 4236/100 (.01) 7413/100 (.01) 8018/100 (.01) CVs with all Merits & Prior Experiences ^3...^7...^10 (%) 2214/100 (.01) 4287/100 (.01) 6339/100 (.01) Gender Males: Female Ratio (Call _Back) 12:4 48:13 68: 23 Question j Well, it is true that there is employment discrimination between White Americans job applicants and African Americans job applicants. I believe job discrimination is a major problem in the society that the government needs to address. Now that I have obtained an answer to my project hypothesis, I would like to focus my attention to investigating which employees occupy the key positions in the company. Is there any discrimination for managerial positions among employees with African American names? Are employees with African American names given equal chances in decision making processes in companies? I am focused to see how people with African American names suffer in the employment sector because of their ancestral origins. References Mullainathan, M. B. (2003, July). Are Emily and Greg More Employable than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination. The National Bureau of Economic Research. Retrieved December 10, 2014, from http://www.nber.org/papers/w9873 Read More