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The callback ratio between English-named and foreign-named resumes remained virtually constant at 1.3 to 1.9 across all occupational deciles, showing a 3.4 percentage point callback penalty in low language-requirement jobs like computer programmer/maintenance technician (decile 1, callback ratio 1.4) compared to a 6.7 percentage point penalty in high requirement jobs like executive recruiter/community counselor (decile 10, callback ratio 1.7).
The callback ratio favoring English-named applicants over foreign-named applicants remained virtually unchanged across skill deciles, ranging from 1.4 to 1.9 for low-language jobs like Computer Programmer (12.7% vs 9.3% callback) up to high-language jobs like Community Counselor (16.2% vs 9.5% callback).
Signaling workshop gains were heavily concentrated among disadvantaged workers lacking tertiary education (40% wage increase over control) and those without prior permanent work experience [14, 27]. The intervention fully eliminated the 34% baseline earnings gap between experienced and inexperienced workers [9, 14, 28].
Qualitative survey feedback showed recruiters overwhelmingly rationalized name discrimination based on language concerns [27]. However, adding explicit resume indicators such as multi-language fluency, Canadian master's degrees, or degrees from Top 200 ranked global universities failed to eliminate the callback gap for ethnic applicants, contradicting key predictions of rational statistical discrimination models [22, 29-31].