Discrimination in the Credential Society: An Audit Study of Race and College Selectivity in the Labor Market

Gaddis, S. Michael

doi:10.1093/sf/sou111

Cited by 295 publications

(206 citation statements)

References 52 publications

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“…Additionally, when possible, I selected names that were used in previous or ongoing audit studies from different disciplines (e.g., Bertrand and Mullainathan 2004;Gaddis 2015;Milkman et al 2012). This will permit me, in future work, to compare how different racial response rates by individual names in those studies match with the racial perception rates of this study.…”

Section: Selecting Names To Testmentioning

confidence: 99%

“…Because both race and SES influence parental naming practices, the racial perception from a name may be biased by the SES-based naming practices. Whereas some find that individuals' racial perceptions from names are not biased by these SES-based practices (Bertrand and Mullainathan 2004), other research suggests this may not be true in all instances (Figlio 2005;Gaddis 2015;Kirschenman and Neckerman 1991).…”

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confidence: 98%

“…Originally developed in the 1960s to capture more elusive forms of racial discrimination in the post-Civil Rights era, modern audit studies have shifted from the in-person to the correspondence method, which uses names to signal the race of hypothetical subjects. With few exceptions, correspondence audits regularly find lower phone and/or email response rates for applications with black names compared to white names in both employment and housing (Gaddis 2015;Hanson et al 2016;Hogan and Berry 2011). Researchers have continued to find evidence of racial discrimination even as correspondence audits have expanded to include a broader domain of actors, such as politicians, prospective roommates, public officials, and health care professionals (Butler and Broockman 2011;Einstein and Glick 2017;Gaddis and Ghoshal 2017;Giulietti, Tonin, and Vlassopoulos 2015;Sharma, Mitra, and Stano 2015).…”

mentioning

confidence: 99%

“…At least 3 characteristics of a name may influence an individual's perception of race from that name: (1) the population racial composition of a first name, (2) the population socioeconomic status (SES) composition of a first name, and (3) the population racial composition of a last name. Although some racial discrimination research has been concerned with the second characteristic (Bertrand and Mullainathan 2004;Gaddis 2015), nearly none has paid attention to the first and third characteristics.…”

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confidence: 99%

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How Black Are Lakisha and Jamal? Racial Perceptions from Names Used in Correspondence Audit Studies

Gaddis¹

2017

SocScience

211

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Abstract:Online correspondence audit studies have emerged as the primary method to examine racial discrimination. Although audits use distinctive names to signal race, few studies scientifically examine data regarding the perception of race from names. Different names treated as black or white may be perceived in heterogeneous ways. I conduct a survey experiment that asks respondents to identify the race they associate with a series of names. I alter the first names given to each respondent and inclusion of last names. Names more commonly given by highly educated black mothers (e.g., Jalen and Nia) are less likely to be perceived as black than names given by less educated black mothers (e.g., DaShawn and Tanisha). The results suggest that a large body of social science evidence on racial discrimination operates under a misguided assumption that all black names are alike, and the findings from correspondence audits are likely sensitive to name selection.

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Section: Selecting Names To Testmentioning

confidence: 99%

mentioning

confidence: 98%

mentioning

confidence: 99%

mentioning

confidence: 99%

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How Black Are Lakisha and Jamal? Racial Perceptions from Names Used in Correspondence Audit Studies

Gaddis¹

2017

SocScience

211

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“…Even at prestigious universities, however, black students suffer a race penalty in the labor market, which may effectively neutralize the labor market advantage of attending an elite school (Gaddis, 2015).…”

Section: Compositional Factorsmentioning

confidence: 99%

Accounting for institutional variation in expected returns to higher education

Dorius¹,

Tandberg²,

Cram³

2017

EPAA

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This study leverages human capital theory to identify the correlates of expected returns on investment in higher education at the level of institutions. We leverage estimates of average ROI in post-secondary education among more than 400 baccalaureate degree conferring colleges and universities to understand the correlates of a relatively new metric of institutional ROI. Results indicate that a diverse undergraduate student body, high graduation rate, and public university status are strong, positive, and robustly associated with institutional ROI. The model accounts for more than 70% of inter-university variation in ROI, suggesting that the factors we have identified are among the most important correlates of institutional ROI. We discuss the policy implications of these findings for institutions of higher education in the context of institutional rankings and a rapidly evolving education landscape, giving special attention to student body characteristics colleges Education Policy Analysis Archives Vol. 25 No. 110 2 and universities. Keywords: higher education; return on investment; university characteristics; human capital; educational policy Contabilización de la variación institucional en los retornos esperados a la educación superior Resumen: Este estudio aprovecha la teoría del capital humano para identificar los correlatos de los rendimientos esperados de la inversión en educación superior a nivel de las instituciones. Aprovechamos las estimaciones del retorno de la inversión (ROI) promedio en la educación post-secundaria entre más de 400 títulos de bachillerato que otorgan a facultades y universidades la comprensión de los correlatos de una métrica relativamente nueva del ROI institucional. Los resultados indican que un cuerpo diverso de estudiantes de pregrado, una alta tasa de graduación y el estatus de universidad pública son sólidos, positivos y están robustos asociados con el ROI institucional. El modelo representa más del 70% de la variación interuniversitaria en el ROI, lo que sugiere que los factores que hemos identificado se encuentran entre los correlatos más importantes del ROI institucional. Discutimos las implicaciones de política de estos hallazgos para las instituciones de educación superior en el contexto de las clasificaciones institucionales y un panorama educativo en rápida evolución, prestando especial atención a las características del cuerpo estudiantil de los colegios y universidades. Palabras-clave: educación superior; retorno de la inversión; características de la universidad; capital humano; política educativa Contabilização da variação institucional em retornos esperados à educação superior Resumo: Este estudo aprovou a teoria do capital humano para identificar os correlatos de rendimentos esperados da cultura de investimento em educação superior. Aprovechamos as estimativas do retorno da inversão (ROI) na educação pós-secundária entre mais de 400 títulos de bachillerato que otorgam faculdades e universidades a comprensão dos correlatos de uma métrica relativamente...

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Association of Simulated Patient Race/Ethnicity With Scheduling of Primary Care Appointments

Wisniewski

Walker

2020

JAMA Netw Open

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IMPORTANCE Racial and ethnic disparities in access to health care may result from discrimination. OBJECTIVES To identify differences in the rates at which patients belonging to racial/ethnic minority groups are offered primary care appointments and the number of days they wait for their primary care appointment and to understand the mechanisms by which discrimination occurs. DESIGN, SETTING, AND PARTICIPANTS This cross-sectional study used 7 simulated black, Hispanic, and white patient callers to request appointments from 804 randomized primary care offices in 2 urban centers in Texas from November 2017 to February 2018. Data analysis was conducted between February and December 2018. EXPOSURES Research assistants called randomly assigned offices to schedule an appointment, supplying the same basic information. Race and ethnicity were signaled through callers' names and voices. MAIN OUTCOMES AND MEASURES Appointment offer rates, days to appointment, and questions asked during the call. RESULTS Of the 7 callers (age range, 18-29 years), 2 (28.6%) self-identified as non-Hispanic black, 3 (42.9%) self-identified as non-Hispanic white, and 2 (28.6%) self-identified as Hispanic. Of the 804 calls they made, 299 (37.2%) were from simulated white callers, 215 (26.7%) were from simulated black callers, and 290 (36.1%) were from simulated Hispanic callers. Overall, 582 callers (72.4%) were offered appointments. In unadjusted models, black and Hispanic callers were more likely to be offered an appointment than white callers (black callers, 32.2 [95% CI, 25.1-39.3] percentage points more likely; P < .001; Hispanic callers, 21.1 [95% CI, 13.7-28.5] percentage points more likely; P < .001). However, after adjusting for whether insurance status was revealed, this statistical significance was lost. In adjusted models, black callers were 44.0 (95% CI, 36.2-51.8) percentage points more likely to be asked about their insurance status than white callers (P < .001), and Hispanic callers were 25.3 (95% CI, 17.1-33.5) percentage points more likely to be asked about their insurance status (P < .001) than white callers. Black and Hispanic callers received appointments further in the future than white callers (black callers: marginal effect estimate, 3.650; 95% CI, 0.579 to 6.721; P = .08; Hispanic callers: marginal effect estimate, 2.644; 95% CI, −0.496 to 5.784; P = .02). CONCLUSIONS AND RELEVANCE In this study, black and Hispanic patients were more likely to be offered an appointment, but they were asked more frequently about their insurance status than white callers. Black and Hispanic callers experienced longer wait times than white patients, indicating a barrier to timely access to primary care.

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Discrimination in the Credential Society: An Audit Study of Race and College Selectivity in the Labor Market

Cited by 295 publications

References 52 publications

How Black Are Lakisha and Jamal? Racial Perceptions from Names Used in Correspondence Audit Studies

How Black Are Lakisha and Jamal? Racial Perceptions from Names Used in Correspondence Audit Studies

Accounting for institutional variation in expected returns to higher education

Association of Simulated Patient Race/Ethnicity With Scheduling of Primary Care Appointments

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