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Here's some similar research on race: http://www.nber.org/papers/w9873

White sounding names get 50% more callbacks then black sounding names when sending out identical resumes.

And this is why I would love to have systematic way to remove bias triggers (such as names) from considering resumes. I would love to just be able to compare "Candidate 427" and "Candidate 430" and not even know their names until I'm committed to interview them.

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