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Created with Fabric.js 1.4.5 Male candidates were rated significantly even though male and female CVs were IDENTICAL. In a study where faculty were asked to rate applicant CVs for Lab Manager positions, (Moss-Rascusin et al. 2012) Job applicants with "white sounding names” were MORE LIKELY to receive a call back for the position than were EQUALLY, if not MORE QUALIFIED applicants with “African-American-sounding names” (Bertrand & Mullainathan 2004) Language used to describe candidates in letters ofrecommendation can have differences. tend to be described as and LESS agentic than are men where characteristics have a relationship with hiring decisions in academia. (Madera, Hebl, & Martin 2009) ? white candidates received more callbacks 50% candidates were rated significantly MORE competent and hireable,offered MORE career mentoring and HIGHER salaries even though male and female CVs were (Moss-Rascusin et al. 2012) Faculty were asked to rate applicant CVs for Lab Manager positions, Applicants with "white names” were to receive a call back than were if not applicants with “African-American names” (Bertrand & Mullainathan 2004) CVs distinguishable onlyby MALE or FEMALE name reviewed by Psychology faculty,over female applicants Pattern holds for male and female reviewers(Steinpreis, Anders, & Ritzke 1999) Male applicant rated better in ALL categories IDENTICAL IDENTICAL Male EQUALLY MORE LIKELY BETTER QUALIFIED gendered BOTH Women COMMUNAL NEGATIVE MORE competent and hireable, offered MORE career mentoring and HIGHER salaries MORE COMMUNAL
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