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Blind auditions increased the probability that female musicians advanced from preliminary rounds and were hired by major orchestras. However, mandatory resume anonymization or hiding criminal history records generated mixed or negative unintended consequences in certain corporate screening contexts.
Resumes with traditional English names maintained a consistent ~39% higher callback advantage (15.7% vs ~11.3%) regardless of whether the comparison group was a visible non-white minority (Chinese/Indian/Pakistani) or a white European minority (Greek), indicating an in-group Anglo preference rather than isolated minority-specific prejudice.
Changing an applicant name from an English-sounding name to an Indian, Pakistani, or Chinese name reduced interview callbacks by 4.4 percentage points (from 15.7% down to 11.3%), meaning English-named applicants were 39% more likely to receive a callback [13, 14, 17]. Resumes with Greek names experienced a statistically significant 4.0 percentage point reduction in callback rates compared to English names [13, 17, 20].
Resumes with Greek names experienced a statistically significant 4.0 percentage point reduction in interview callbacks (11.8% callback rate vs. 15.8% for English-named resumes), generating a penalty virtually identical to the 4.4 percentage point penalty experienced by Chinese, Indian, and Pakistani applicants.