Moustache

Kudos to you, Sub Pop


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This is something every record label should do: RSS feeds for everything you could ever hope for from Sub Pop. Combine this with their generous helping of mp3s, and you have the makings of a nearly perfect record label site.

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  1. I agree that the findings of the study are not entirely a surprise. Similar studies have been conducted before

    and consistently show the same results in that many employers (including minority employers) show preference

    on racial lines at all stages of the hiring process.

    Fortunately, such discrimination is already illegal; however, it is difficult to pinpoint violations because

    the law requires that an offense be intentional and demonstrable. In a 2002 study conducted by two professors

    from the University of Chicago and MIT that utilized racially indicative names (i.e. there was a "Brad" and a

    "Tyrone") submitted with resumes of equal qualification. The study recorded how many of the applicants

    received callbacks or interviews based on resumes where the only significant difference was in the name. In

    findings consistent with this new Princeton study, it showed that applicants with "white-sounding" names were

    50% more likely to receive a call for an interview than those with "black-sounding" names. What's more

    interesting in the context of this new study involves the apparent lack of impact of the credentials of

    applicants on the stigma of being an ex-convict. To bolster the comparison between blacks and white ex-

    convicts offered by the Princeton article, the former study found that the positive impact of the(identical)

    credentials of those with "white-sounding" names was far greater than that of those with "black-sounding

    names" on the chances of getting an interview. Just an interesting comparison I thought was poignant to this

    topic.

    It seems, however, that studies like this do little to address the issue of racial discrimination in hiring

    practices beyond shining a glimmer upon it every five years. Greater accountability of employers through

    rigorous audits of this kind with actual penalties for violations would perhaps be prudent.

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