ÿWPCÆ ~†“²aî1¥l9”ô\î:YÍØ‘îšNdë‹ç“»NrŠÓ&˜‹ê}–ðëäé$·UXPìæ ;ùÑ—Ì(ìÓ©›ºæ‘ežñIý_´I©Áaq^jG±ø`HÛõ¢Î}{QÛk%‡NhaÚáÙdCõªŸÇákA¥6ïÏçà¹uo2_ïæÁLc„u¼ƒØ¦Í°E±—¦©Œ±{K] ©_qÑ"4…·<¤ÙÁ†Ü¦ãg¿ "ß»r^¾¾?‘Þ|V¹Ú‰æ`r:û8SfÖä¦òYM«d~ÜçOªÌéjÐÃÆ Ì].ôEQ¾ñ…,bëjcò¬‡¼æˆ â‚ @fÏqˆÍËÓ‚R7‰,·ÚY7Á³˜ÁŒ´ˆeVÃÄãÙO8o°Çi›¸´. 6Êqðˆ9m£‡|íRá°‡‚A\=‡U½›~ê'Ò òS•;K¤]IÍ,óÛIü­áV…"R> (“ÿ²BRffp¾ÄÁbÞxg€ú)ªEc°×[#ØL)Å„ÏVϾäà>'5ÕD*•ÔêH¾VFQ´¥RâL~¿;Ç&x„m¶^v3ìc-Â$ZDD Ù²¿/_ NIË›š½t‹—ÈÅò…ü¾,U ZWj#!ÌUNí %; 0(A <i i w@¥ 4å ù  m ! UJ) s ‰ 0 e‘ UNö 0 lD 0 D° bô 0Dø <"ZZƒ|#ÿW"¸yf1a3íGU H444"||||žžžžžžžž B´´ BÑÑ Bîîîîîîîîîîîîîîîîîîîîîîîîîîîîîîîîîîîîîîîîîîîîîîîîîîî 0@  ÆK 0s 0B„˜HP LaserJet 5L,ð,,,,,ð0xûÑ Z‹6Times New Roman RegularX($¡¡ 2Ý ƒüÝ$Ýà  àòòÚ  Ú7Ú  ÚóóÝ  Ý›The€summaries€are€for€illustrative€purposes€only.€€Each€test€documented€the€entireÐ „ Ðapplication€experiences€of€the€research€assistant€teams.€€The€characterization€of€each€test€is€basedÏon€the€entire€record€of€each€test. E‘E’“”E•–E—£˜­ý‚ç&es\Backup3|x˜ ÿU‹ÿÀÀÀ ï qZ ‹2Comic Sans MS Regular Ñ  Ñ þÝ ƒüÝ$Ýà  àòòÚ  Ú2Ú  ÚóóÝ  Ý›Enforcement€Guidance:€Whether€"testersðð€can€file€charges€and€litigate€claims€ofÐ e Ðemployment€discrimination€(Equal€Employment€Opportunity€Commission,€May€22,€l996).Ì4#Cv2Quick 1.ÚƒgÚÚ  Ú.à0 àÛ€gÛxÖÃ9 Z ‹6Times New Roman Regular((3üÝ$¤¤Ý ƒ!ÝÝ  Ýà  àòòÚ  Ú0Ú  Úóó(#Ã$òòÚ  Ú0Ú  Úóó!ù(3¯$§§Ý ƒ!ÝÝ  Ý Ý ƒüÝ$Ýà  àòòÚ  Ú8Ú  ÚóóÝ  Ý›Bendick,€M.,€Jackson,€C.,€and€Reinoso,€V.€ð ðMeasuring€Employment€DiscriminationÐ î ÐThrough€Controlled€Experiments.ðð€Review€of€Black€Political€Economy.€Vol.€23,€No.1€(SummerÏ1994):€25„45. Ñ î ÑÑ î Ñ yÝ ƒüÝ$Ýà  àòòÚ  Ú3Ú  ÚóóÝ  Ý›€National€Association€of€Temporary€Staffing€Services. Ý ƒüÝ$Ýà  àòòÚ  Ú4Ú  ÚóóÝ  Ý›€Bendick,€M.,€Jackson,€C.,€and€Reinoso,€V.€ð ðMeasuring€Employment€DiscriminationÐ e ÐThrough€Controlled€Experiments.ðð€Review€of€Black€Political€Economy.€Vol.€23,€No.1€(SummerÏ1994):€pp.€25„45. MÝ ƒüÝ$Ýà  àòòÚ  Ú5Ú  ÚóóÝ  Ý›Bendick,€Marc.€€ð ðAdding€Testing€to€the€Nationððs€Portfolio€of€Information€onÐ e ÐEmployment€Discrimination.ðð€Testing€for€Racial€and€Ethnic€Discrimination€in€AmericanÏEconomic€Life€Conference,€Urban€Institute,€Washington,€D.C.€€26€March€1996. ®Ý ƒüÝ$Ýà  àòòÚ  Ú6Ú  ÚóóÝ  Ý›€Employment€Development€Department.€Labor€Force€Data.€October€1998€through€JuneÐ e Ð1999.€X¡TABLE A ãÝ ƒüÝ$Ýà  àòòÚ  Ú1Ú  ÚóóÝ  Ý›Ana€P.€Nunes€is€the€Project€Coordinator€of€The€Testing€Project€and€this€study.€€BradÐ e ÐSeligman€is€the€Executive€Director€of€The€Impact€Fund.g@ ÐAZ‹0Arial Narrow Regular Ñ  ÑÑ „ Ñ Ñ e Ñ döÿ  düÿP Pd2áb$Squareððà0 à1, 2, 3,Level 1Level 2Level 3Level 4Level 5B#Cv21, 2, 3,NumbersÚƒgÚÚ  Ú.à0 àÛ€gÛ4@c$`Diamondð`ðà0 àÝ ƒ!ÝÝ  ݛӀÓò òÑ€NÑòòÑ€#¨HÑÑ€ÑÑ8€eÜXXdðdÈ8ÑÓ  ÓÌÌÌÌóóÌÔ‡ ´ !XXÔTreatment€of€Caucasian€and€African„American€Applicants€by€Ð è 8  ÐSan€Francisco€Bay€Area€Employment€Agencies;€ÌResults€of€a€Study€Utilizing€ð ðTestersððòòÔ#†XeÜX! ´ ±#ÔÐ xÈ  ÐÌóóby€Ana€P.€Nunes€Ð ´ ÐandÌBrad€SeligmanòòÐ „Ô ÐÌÌÌThe€Testing€ProjectÌof€ÌThe€Impact€FundÌÌÌJuly€1999ÌÌÌÔ‡ôVõXXeÜÔóóÌÔ#†XeÜXõôV>#ÔÔ‡ôVõXXeÜÔÓ  ÓThis€research€was€supported€byññ€grantñññ“ñsñ“ññ”ññ“ñdñ“ññ”ññ•ñ€ñ•ñññ€fromñññŽñññ€ñññŽñ€the€Fight€Back!€Fund€of€the€Vanguard€Public€Foundation,€the€VanÐ (d#0 ТLoben£€¢Sels£€Foundation,€the€San€Francisco€Foundation,€and€ñññŠñ€ñŠññññ‘ñññsupport€ñññ‘ññ’ñthe€support€of€ñ’ñGolden€Gate€University€Law€School.òò€Ð @)$2 Ðóóñ–ñ€ñ–ñThe€Testing€Project€of€The€Impact€Fund€would€also€like€to€thank€Marc€Bendick,€Jr.,€Ph.D.€€for€his€technicalÐ l*¼%4 Ðassistance€and€editorial€input€to€this€report.€ÌÓ£Óòòðð€1999€The€Impact€FundÔ#†XeÜXõôV„#Ô.óóÔ‡ôVõXXeÜÔ€Ô#†XeÜXõôVT#ÔòòÔ‡ôVõXXeÜÔÐ Ä,(8 ÐÔ#†XeÜXõôVš#ÔÌóóÔ‡îà± îXXeÜÔContact€InformationÔ#†XeÜX îîà±õ#ÔòòÐ $t ÐÌÌóóÓ€ÓÌÓ  Óó óThe€Impact€Fundà0 ¸ àà0¸ (#¸ (#àà0h(#(#àà0Àh(#h(#àà0À(#À(#àà0p(#(#àThe€Testing€Projectи  p(#p(# ÐBrad€Seligman,€Executive€Directorà0 h àà0Àh(#h(#àà0À(#À(#àà0p(#(#àAna€P.€Nunes,€Project€CoordinatorШ ø p(#p(# Ð1604€Solano€Avenueà0 ¸ àà0¸ (#¸ (#àà0h(#(#àà0Àh(#h(#àà  àà p à536€Mission€StreetИ è À(#À(# ÐBerkeley,€CA€94707„2109à0  àà0h(#(#àà0Àh(#h(#àà0À(#À(#àà0p(#(#àSan€Francisco,€CA€94105„2968à0@ !h(#h(#àÐˆØ p(#p(# Ð510„528„7344à0 ` àà0¸ ` (#` (#àà0¸ (#¸ (#àà0h(#(#àà0Àh(#h(#àà0À(#À(#àà0p(#(#à415„957„1418à  àÐxÈ p(#p(# ÐFax€510„528„0083à0 ¸ àà0¸ (#¸ (#àà0h(#(#àà0Àh(#h(#àà0À(#À(#àà0p(#(#àFax€415„896„2450Ðh¸ p(#p(# Ðemail:€impactfund@impactfund.orgà h àà À àà  àà p à¢email:apn£@¢impactfund.org£Ð X¨  Тwebsite:www.impactfund.org£à0 h àà0Àh(#h(#àà0À(#À(#àà0p(#(#à¢website:www.impactfund.org£ÐH˜ p(#p(# ÐÌÔ‡XeÜXXXeÜÔò òÔ‡îà± îXXeÜÔÓ  ÓBoard€of€Advisors€Ð (x Ðof€The€Testing€ProjectÔ#†XeÜX îîà± #Ôó óÐ P  ÐÌÌÔ#†XeÜXXXeÜß #ÔÔ‡ X'/XXXeÜÔò òà0 @ àà @° àMarc€Bendick,€Jr.,€ó ó€Bendick€&€Egan€Economic€Consultants,€Inc.Ô#†XeÜXX X'/É #ÔÔ‡ X'/XXXeÜÔÐ X¨ Ðò òLauren€Edelmanó ó,€UC€BerkeleyÔ#†XeÜXX X'/f #ÔÔ‡ X'/XXXeÜÔÐ H˜ Ðò òLora€Fooó ó,€Asian€Law€CaucusÔ#†XeÜXX X'/Þ #ÔÔ‡ X'/XXXeÜÔÐ 8ˆ Ðò òRose€Fuaó ó,€Equal€Rights€AdvocatesÐ (x Ðò òJulian€Grossó ó,€Attorney€at€LawÔ#†XeÜXX X'/U#ÔÔ‡ X'/XXXeÜÔÐ h Ðò òMichael€Harrisó ó,€Lawyers€Committee€for€Civil€RightsÐ X Ðò òNancy€Kenyonó ó,€Marin€Fair€HousingÔ#†XeÜXX X'/ #ÔÔ‡ X'/XXXeÜÔÐ øH Ðò òShauna€Marshalló ó,€Hastings€Civil€Justice€ClinicÔ#†XeÜXX X'/Ô#ÔÔ‡ X'/XXXeÜÔÐ è8 Ðò òMolly€Martinó ó,€TradeswomanÔ#†XeÜXX X'/_#ÔÔ‡ X'/XXXeÜÔÐ Ø( Ðò òBill€McNeilló ó,€Employment€Law€CenterÔ#†XeÜXX X'/Õ#ÔÔ‡ X'/XXXeÜÔÐ È  Ðò òBeth€Parkeró ó,€Equal€Rights€AdvocatesÐ ¸!  Ðò òà0 @ àà @° àMarci€Sevilleó ó,€Golden€Gate€University€Womenððs€Employment€Rights€ClinicÔ#†XeÜXX X'/U#ÔÔ‡ X'/XXXeÜÔÐ ¨"ø! Ðò òHina€Shahó ó,€Asian€Law€CaucusÔ#†XeÜXX X'/Q#ÔÔ‡ X'/XXXeÜÔÐ ˜#è" Ðò òVirginia€Villegasó ó,€La€Raza€Centro€LegalÐ ˆ$Ø# Ðò òTed€Wangó ó,€Chinese€for€Affirmative€ActionÐ x%È $ Ðò òLisa€Wanzoró ó,€Chinese€for€Affirmative€ActionÔ#†XeÜXX X'/É#ÔÐ h&¸!% ÐÓ ÓÌà  àà ` àà ¸ àà  àÌòòò òÓ€gÓÐ  8)ˆ$( ÐÑe°ÑÒ‘°ÒÑ8€eÜXXdðXXdð8ÑÑ€þ^ÑóóÔ‡Šé‹XXeÜÔÑ€'ïWÑÓ  ÓTreatment€of€Caucasian€and€African„American€Applicants€by€Ð e ÐSan€Francisco€Bay€Area€Employment€Agencies;€ÌResults€of€a€Study€Utilizing€ð ðTestersððÔ#†XeÜX‹ŠéÆ#ÔòòÐ e Ðby€Ana€P.€Nunes€and€Brad€Seligman׃×Ý ƒ#ÃÝòòÚ  Ú1Ú  ÚóóÝ  Ý×  ×Ð å€ ÐÓöÓÌSUMMARYóóÐ Í h  ÐÌó óà  àThe€Testing€Project€of€The€Impact€Fund€utilized€ð ðtestersðð€to€study€the€impact€of€raceÐ ©D  Ðon€the€prospect€of€securing€an€entry„level€office€position€through€an€employment€agency€inÏthe€San€Francisco€Bay€Area.€Employment€testing€is€a€social€science€procedure€that€examinesÏthe€treatment€of€matched€job€applicants€of€different€ethnicity€who€present€similarÏqualifications€and€interviewing€styles€to€the€same€employer.€€In€this€study,€three€pairs€ofÏresearch€assistants€applied€for€temporary€or€permanent€entry„level€office€work€throughÏemployment€agencies.€€The€three€pairs€of€research€assistants€were€comparable€in€all€respectsÏexcept€the€variable€being€studied:€race.€Each€team€was€composed€of€one€Caucasian€and€oneÏAfrican€American€research€assistant.€€€Ìà  àò òEight€of€the€seventeen€agencies€studied€(47%)€were€observed€to€favor€theÐ Qì  ÐCaucasian€applicant€a€majority€of€the€timeó ó€(7€of€these€agencies€favored€the€CaucasianÐ ¹T" Ðapplicant€in€every€test).€Only€four€of€the€agencies€(23.5%)€consistently€showed€no€preferenceÏfor€the€Caucasian€applicant.€When€all€tests€are€examined,€the€Caucasian€applicant€wasÏpreferred€56%€of€the€time,€while€the€African€American€applicant€was€preferred€only€18%€ofÏthe€time.€The€balance€of€the€tests€showed€no€clear€preference.€€A€ð ðnet€rateðð€of€adverseÏtreatment€of€African€Americans€(tests€showing€Caucasian€preference€minus€tests€showing€anÏAfrican„American€preference€divided€by€total€tests)€yields€an€adverse€treatment€rate€of€38%.€ÌÌÐ ( #2 Ðò òòòTESTINGóóó óÐ e ÐÌà  àMatched€pair€testing€has€long€been€used€in€both€the€social€sciences€and€in€the€struggleÏfor€civil€rights.€Sociologists€and€psychologists€often€conduct€empirical€studies€where€theyÏattempt€to€control€all€variables€except€for€the€one€they€are€studying.€The€use€of€testers€is€nowÏcommonplace€in€the€field€of€housing€discrimination,€and€has€been€endorsed€by€the€UnitedÏStates€Equal€Employment€Opportunity€Commission׃×Ý ƒ#ÃÝòòÚ  Ú2Ú  ÚóóÝ  Ý×  ×,€and€utilized€by€the€Departments€ofÐ á |  ÐJustice€and€Housing€and€Urban€Development€as€an€appropriate€research€and€civil€rightsÏinvestigative€tool.€In€order€to€provide€reliable€data,€research€assistants€(the€ð ðtestersðð)€must€beÏcarefully€selected€and€matched€with€similar€research€assistants€(who€possess€similarÏinterviewing€styles€and€demeanor),€then€trained€to€increase€their€already€present€similarities.ÏPaper€credentials€should€be€comparable€in€every€respect.€The€goal€is€to€present€two€applicantsÏwho€are€similar€in€every€respect€except€for€their€race.€Then,€if€the€two€research€assistants€areÏtreated€differently,€it€is€reasonable€to€attribute€that€difference€in€treatment€to€the€variable€that€isÏbeing€tested:€race.€ÌÌò òòòTHE€TESTING€PROJECTóóó óÐ ñŒ  ÐÌà  àThe€Testing€Project€was€established€by€The€Impact€Fund,€a€nonprofit€foundation,€inÏ1998€to€conduct€objective€research€concerning€the€prevalence€of€discrimination.€The€Project€isÏcoordinated€by€an€experienced€testing€coordinator,€who€previously€coordinated€fair€housingÏtests.€€The€Project€has€an€Advisory€Board€that€approves€research€projects€and€general€policies.ÏMembers€of€the€Board€include€clinical€law€professors,€civil€rights€lawyers,€and€social€scientists.ÏThe€Board€determined€that€The€Testing€Project€study€the€impact€of€race€in€the€employmentÏagency€industry.ÌÐ ¥'@#2 ÐÑNÑâ âѰÑâ âÑ  Ñò òòòINDUSTRY€TESTED€óóÐ e ÐÌó óà  àThe€employment€agency€industry€was€chosen€as€the€focus€of€this€study€for€severalÐ AÜ Ðreasons.€€First,€it€is€an€important€and€rapidly€growing€segment€of€the€labor€market.€AccordingÏto€the€Bureau€of€Labor€Statistics,€the€portion€of€the€U.S.€workforce€employed€by€temporaryÏagencies€rose€from€0.5€percent€in€1982€toò ò€ó ó2.2€percentò ò€ó óin€1997.€Nationwide,€staffing€companiesÐ y   Ðemploy€2.9€million€people€each€day.׃×Ý ƒ#ÃÝòòÚ  Ú3Ú  ÚóóÝ  Ý×  ×€€Not€only€do€employment€agencies€offer€gainfulÐ í ˆ  Ðemployment€to€many€individuals,€they€are€also€often€the€bridge€to€permanent€employment.ÏThe€ability€of€employers€to€ð ðtest€runðð€an€employee€is€attractive€in€busy€offices€where€there€isÏlittle€time€to€screen€applicants.Ìà  àEarlier€studies€in€Washington€D.C.€and€Chicago€found€a€higher€than€average€level€ofÏdisparate€treatment€of€African„American€applicants€in€such€agencies€as€compared€to€otherÏsectors€of€the€labor€market.€The€Fair€Employment€Council€of€Washington,€D.C.€found€that€itsÏAfrican„American€research€assistants€encountered€less€favorable€treatment€than€their€whiteÏtesting€partners€66.7%€of€the€time,׃€×Ý ƒ#ÃÝòòÚ  Ú4Ú  ÚóóÝ  Ý×  ×€while€the€average€rate€of€disparate€treatment€found€in€otherÐ -È Ðindustries€was€24%.׃×Ý ƒ#ÃÝòòÚ  Ú5Ú  ÚóóÝ  Ý×  ×€These€earlier€studies€were€conducted€during€less€than€favorable€economicÐ •0 Ðconditions.€The€average€unemployment€rate€in€San€Francisco€while€this€study€was€taking€placeÏwas€3.24%.׃° ×Ý ƒ#ÃÝòòÚ  Ú6Ú  ÚóóÝ  Ý×  ×€€The€Testing€Project€was€interested€in€seeing€what€effect€a€stronger€labor€marketÐ e" Ðmight€have€on€the€treatment€of€minority€applicants.Ìà  àñ–ñò òó óñ–ñThe€Testing€Project€initially€identified€agencies€in€the€San€Francisco€Bay€Area€by€usingÐ 5Ð& Ðthe€National€Association€of€Temporary€and€Staffing€Services€lists,€local€newspapers,€and€theÏyellow€pages.€The€project€sought€to€identify€agencies€which€specialized€in€entry„level€typeÏoffice€work€and€that€appeared€to€have€a€large€employee€base.€Base€line€research€assistants€ð"ð€Ïindividuals€that€were€not€paired€with€other€testers€ð"ð€were€then€used€to€confirm€that€theÏagencies€specialized€in€entry„level€work€and€to€identify€their€procedures€and€requirements.ÏUltimately,€17€agencies€were€selected€from€downtown€San€Francisco€and€Oakland.€ò òÐ m   Ðó óÌò òòòSELECTION€AND€TRAINING€OF€RESEARCH€ASSISTANTSóóó óÐ =Ø  ÐÌà  àThis€study€employed€three€pairs€of€research€assistants€ð"ð€two€female€pairs€and€oneÏmale€pair.€Each€pair€consisted€of€one€African„American€individual€and€one€CaucasianÏindividual.€The€selection€of€the€pairs€was€laborious.€Ninety„three€job€applicants€were€screenedÏto€finally€produce€the€six€research€assistants€used€in€this€study.€Each€pair€was€matched€withÏregard€to€gender,€age,€level€of€articulateness,€and€general€manner.€In€addition,€the€pairsÏselected€demonstrated€a€high€level€of€observational€skills,€general€professionalism,€and€Ïpunctuality.€Ìà  àOnce€matched,€the€research€assistants€participated€in€a€three„day€training€process.€TheÏtraining€focused€on€four€main€topics:ÌÌò òÝ‚CvÿÝÝ  Ýà  à€Ý‚CvM2ÝÚƒgÚ1Ú  Ú.à0 ` àÝ  ÝSkills€necessary€to€be€effective€intervieweesó ó݃CvM2u2ÝÛ€gÛŒÐ)Ä&` G"` G" ÐŒÝ  Ýà  à€à0 ` àThe€research€assistants€were€taught€effective€interview€techniques€and€thenÐ ‘ ,( Ðgiven€the€opportunity€to€practice€those€techniques€in€many€mock€interviews.ÏTest€partners€watched€each€other€interview€and€were€instructed€to€take€note€ofÏtheir€partnerððs€demeanor€and€style€of€interviewing.€They€were€instructed€toÏparallel€each€otherððs€styles€of€interviewing€in€subsequent€mock€interviews.€TheÏassistants€were€critiqued€and€coached€after€each€interview€as€to€how€to€improveÏtheir€interviewing€skills€as€well€as€to€ensure€that€the€testing€pairs€presentedÏthemselves€in€comparable€fashions.€The€assistants€were€also€instructed€to€dressÏappropriately€for€interviews,€and€comparably€to€each€other.€ÐÑ+l'8` G"` G" Їò òÝ‚CvÿÝÝ  Ýà  à€Ý‚CvJ6ÝÚƒgÚ2Ú  Ú.à0 ` àÝ  ÝBasic€information€regarding€the€industry€they€would€be€testingó ó݃CvJ6r6ÝÛ€gÛŒÐe` G"` G" ÐŒÝ  Ýà0  àà0` G"G"àThe€research€assistants€were€told€of€the€typical€application€process€at€theÏemployment€agencies.€This€process€usually€included€the€completion€of€aÏstandard€application€form,€a€typing€test,€various€software€application€tests,€andÏbasic€skills€tests€such€as€spelling€and€grammar€tests.€Occasionally,€a€personalityÏtest€would€also€be€administered.€The€Project€Coordinator€instructed€theÏassistants€on€how€to€perform€on€all€these€tests€so€as€to€keep€their€scoresÏcomparable.Ð ` G"` G" ÐÌò òÝ‚CvÿÝÝ  Ýà  à€Ý‚Cvd9ÝÚƒgÚ3Ú  Ú.à0 ` àÝ  ÝDevelopment€of€biographies€and€resumesó ó݃Cvd9Œ9ÝÛ€gیР¨ ` G"` G" ÐŒÝ  Ýà  à€à0 ` àThe€research€assistants€were€aided€by€the€Project€Coordinator€in€theÐ u Ðdevelopment€of€biographies€and€resumes€that€presented€comparableÏqualifications€and€backgrounds.€The€research€assistantsðð€resumes€describedÏthem€as€possessing€approximately€two€years€of€college€education€and€Ïcomparable€office€work€experience.€Other€necessary€office€skills,€such€asÏtyping€speed€and€computer€literacy,€were€also€emphasized.€Each€tester€teamððsÏcredentials€were€nearly€identical€with€only€slight€variations€so€as€not€to€arouseÏthe€employersðð€suspicions.€The€African„American€assistantsðð€credentials€alsoÏreflected€slightly€more€work€experience€than€their€Caucasian€test€partners.€TheÏresearch€assistants€in€reality€were€two€recent€law€school€graduates,€two€collegeÏgraduates,€and€two€students€with€two€years€of€college€experience.€Ð ` G"` G" ÐÌò òÝ‚CvÿÝÝ  Ýà  àÝ‚CvØ=ÝÚƒgÚ4Ú  Ú.à0 ` àÝ  ÝTesting€procedures€ó ó݃CvØ=ÿ=ÝÛ€gÛŒÐU#ð,` G"` G" ÐŒÝ  Ýà0  àà0` G"G"àThe€research€assistants€were€trained€and€instructed€on€the€process€of€testing.ÏThey€were€instructed€to€follow€the€Project€Coordinatorððs€directions€and€that€allÏcommunication€between€the€research€assistant€and€the€employer€was€to€beÏdescribed€to€the€Project€Coordinator€as€soon€after€the€communication€tookÏplace€as€possible.€Detailed€written€report€forms€were€to€be€completed€by€theÏresearch€assistants€as€soon€as€possible€after€each€€activity€took€place.€TheÐ Å+`'8 ÐÑ#¨HÑâ #âÑÑÑ„eÑâ #âÑ  Ñassistants€were€also€instructed€not€to€accept€any€job€offer.€Ð ` G"` G" ÐÌò òòòMETHODOLOGYóóÐ TÐ Ðó óÌà  àThe€Project€Coordinator€instructed€the€research€assistants€as€to€which€employmentÏagencies€they€were€to€apply€for€work.€The€research€assistants€were€instructed€to€apply€forÏentry„level€office€positions€at€each€employment€agency.ò òÐ  |  Ðà  àó óThe€research€assistantsðð€initial€contact€with€the€employer€was€by€phone,€at€which€timeÐ h ä  Ðthey€attempted€to€schedule€interviews.€The€African„American€research€assistants€scheduledÏtheir€appointments€prior€to€those€of€the€Caucasian€research€assistants.€Each€pair€of€researchÏassistants€interviewed€at€each€agency€on€the€same€day€and€within€a€few€hours€of€each€other.ò òÐ   Ðó óà  àThe€research€assistants€were€trained€to€complete€a€detailed€reporting€form€for€eachÐ „ Ðinteraction€with€the€employer.€In€addition,€the€research€assistants€were€required€to€contact€theÏProject€Coordinator€at€each€stage€of€their€interaction€with€the€employer.€All€telephone€callsÏfrom€employers€to€the€research€assistants€were€received€by€the€phone€bank€maintained€at€TheÏTesting€Project€office.€The€research€assistants€were€also€given€references€to€furnish€to€theÏemployment€agencies€which€requested€references.€ò òÐ Œ  Ðà  àÌòòDOCUMENTATIONóóÐ à\$ ÐÌà  àó óThe€research€assistants€completed€Test€Report€Forms€after€each€test,€documentingÐ ¼8( Ðtheir€experiences€from€the€time€they€arrived€at€the€employment€agency€until€they€left.€Follow„¼up€calls,€correspondence,€and€all€other€communication€between€the€employer€and€researchÏassistants€were€documented€by€the€research€assistants€or€the€€Project€Coordinator.€Voice€mailÏmessages€left€by€employers€(including€reference€checks)€were€transcribed€by€the€ProjectÏCoordinator;€phone€calls€made€by€the€research€assistants€to€the€employers€were€documentedÏby€the€research€assistants.Ìòòà  àò òÌÌÐ |,ø(: ÐÑ'ïW Ñâ 'âÑeÑâ 'âÑ  ÑRESULTSóóÐ „ Ðà  àÌà  àó óSeventeen€employment€agencies€were€tested€twice€using€one€male€pair€of€researchÐ `Ü Ðassistants€and€one€pair€of€female€research€assistants.€Those€agencies€where€two€testsÏdemonstrated€a€consistent€preference€for€the€Caucasian€applicant€or€no€preference€for€theÏCaucasian€applicant€were€not€tested€again.€The€remaining€eleven€agencies€were€tested€a€thirdÏtime€by€a€female€pair€of€research€assistants.€In€all,€45€tests€were€conducted.Ìà  àEach€test€result€was€examined€by€the€Testing€Coordinator€for€substantive€differencesÏin€treatment€and€was€categorized€as€either€showing€preference€for€either€the€Caucasian€orÏAfrican€American€applicant,€or€no€clear€preference.€Generally,€a€preference€was€found€where€aÏresearch€assistant€was€offered€a€better€paying,€more€responsible,€or€longer€term€position€thanÏhis/her€test€partner;€was€offered€a€position€earlier€than€his/her€test€partner;€where€an€assistantÏwas€substantially€more€encouraged€in€the€hiring€process€than€his/her€test€partner;€or€whereÏlesser€qualification€standards€were€applied€to€one€assistant€(i.e.€less€tests€or€reference€checks).ÏNo€clear€preference€was€found€where€all€favors€and€procedures€were€equally€applied€or€whereÏthere€were€conflicting€differences€in€treatment€that€did€not€suggest€consistent€treatment€of€oneÏapplicant€over€another.€Summaries€of€each€test,€and€how€they€were€characterized€are€attachedÏas€an€appendix€to€this€report.׃×Ý ƒ#ÃÝòòÚ  Ú7Ú  ÚóóÝ  Ý×  ×Ð xô" Ðà  àExamples€of€test€results€showing€a€preference€for€the€Caucasian€applicant€follow:Ìà  àÌà8  àò òEmployment€Agency€#8ó ó€ð"ð€ò òTest€1ó óа,(ïï Ðà  àÌòòà  àCaucasian€offered€a€position€immediately;€African„American€never€offered€a€position.€óóÐ Œ", Ðà8  àà ` àThe€Caucasian€applicant€was€offered€a€position€which€started€at€$10€perÏhour€as€a€temporary€position€and€would€then€transition€into€a€permanentÏposition€paying€$26,000€per€year€plus€benefits.€In€contrast,€the€African„Ð Ä&@#2 ÐÑþ^ Ñâ âÑî„ÑÑîeÑâ âÑ  ÑAmerican€applicant€was€told€she€would€need€to€polish€her€MS€Excel€skills€toÏmake€her€truly€employable,€and€that€she€should€sign€up€with€other€employmentÏagencies,€to€ensure€she€would€find€work,€and€was€never€offered€a€job.Ð ïï ÐÌà8  àò òEmployment€Agency€#1€ð"ð€Test€1ÐŽ ïï ÐÌà  àòòó óAfrican„American€put€through€ð ðmore€hoopsðð;€offered€lower€paying€job€than€à Ð àÐ ^ p  Ðà  àCaucasian€test€partner.ò òóóÐ Æ Ø  Ðà8  àà ` àó óThe€Caucasian€applicant€was€not€tested€nor€was€a€reference€checked.Ð .@  ÐShe€was€offered€a€temporary€position€as€a€receptionist€at€the€temporary€agencyÏfor€two€to€three€months€with€a€salary€of€$10.50€per€hour.€The€African„AmericanÏapplicant€was€tested€on€various€software€applications€and€had€one€of€herÏreferences€checked.€€She€was€offered€a€$10€per€hour€receptionist€position.Ð ïï ÐÌà8  àò òEmployment€Agency€#1€ð"ð€Test€2ó óО°ïï ÐÌà  àòòAfrican„American€told€to€ð ðcome€back€next€weekðð€ð"ð€offered€lower€paying€job.óóÐ n€  Ðà8  àà ` àThe€Caucasian€applicant€dropped€by€during€walk„in€hours€and€wasÏtested€and€offered€a€position€paying€$9.75€per€hour.€The€African„AmericanÏapplicant€called€Employment€Agency€#1€€and€was€told€that€the€agency€hadÏwalk„in€hours.€The€applicant€arrived€at€the€agency€during€walk„in€hours€andÏcompleted€an€application,€but€was€informed€that€he€would€need€to€make€anÏappointment€for€the€following€week€to€be€interviewed€and€tested.€The€applicantÏreturned€seven€days€later€and€was€offered€a€position€making€follow„up€calls€forÏan€insurance€company€which€paid€$8€per€hour.Ð ïï ÐÌÌÌÌÌÐ -0*< Ðà  àOverall,€the€data€may€be€summarized€in€the€following€statistics:ÌÌÔ*wƒ3ddd Xdd Xdd X°G"°G"wÔÔ,7dd ÔÔ,« Âd ÔÔ+  ÔÐ #€111 ¾Ð ……#Ðò òñ—ñÓ  Óñ—ñSUMMARY€OF€RESULTSó óÐ "4 Ð(17€Agencies/45€Tests)Ð 8€/1)"Šœ 111 € €8Ðñ—ñÓZÓñ—ñÐ +€//1 /1 +ÐÐ ,€/1     //1 ,ÐÓ€Ó13€out€of€17€agencies€tested€were€observed€preferring€theÏCaucasian€applicant€one€or€more€times.Ð 4€//1!  /1 „„4ÐòŒò76.5%óŒó€of€agenciesÐ  ,  ÐtestedÐ 0€/1!  //1 0Ð7€out€of€17€agencies€preferred€the€Caucasian€applicant€everyÏtime.Ð 4€//1!~ /1 „„4Ð41%€of€agenciesÐ Ž    ÐtestedÐ 0€/1!~ //1 0Ð8€out€of€17€agencies€preferred€the€Caucasian€the€majority€ofÏthe€time.Ð 4€//1!ò /1 „„4Ð47%€of€agenciesÐ   ÐtestedÐ 0€/1!ò //1 0Ð25€out€of€45€tests€showed€preference€for€the€CaucasianÏapplicant.Ð 4€//1!fx/1 „„4Ð56%€of€all€testsÐ 0€/1!vˆ//1 0Ð8€out€of€45€tests€showed€a€preference€for€the€African„ÏAmerican€applicant.Ð 4€//1!Úì/1 „„4ÐòŒò18%óŒó€of€all€testsÐ 0€/1!êü//1 0Ѐð ðNetðð€Rate€of€Differential€Treatment€of€African€AmericanÏApplicants€(white€preference€tests€minus€black€preferenceÏtests€divided€by€total€tests).Ð 4€//1!>P/1 „„4Ð38%Ð/%#^p  //1 /ÐÓ€{[ÓÌà  àThis€study€suggests,€that€even€in€a€strong€labor€market€where€one€would€expect€to€find€Ìlittle€to€no€differential€treatment,€applicants€are€still€treated€differently€on€the€basis€of€their€race.ÏThe€nature€of€the€differences€in€treatment,€however,€€may€have€been€affected€by€theÏabundance€of€positions€the€employment€agencies€were€attempting€to€fill.€With€one€exception,Ïall€the€testers€were€granted€an€interview€and€allowed€to€go€through€the€entire€applicationÏprocess.€The€differences€primarily€appeared€in€the€quality€and€pay€of€actual€job€offers€and€theÏtime€which€elapsed€before€being€offered€a€position.Ìòòò òÌCONCLUSIONóóó óÐ &$#1 ÐÌà  àThe€test€results€show€a€clear€pattern€of€preference€in€the€employment€agency€industryÏof€the€San€Francisco€Bay€Area€for€the€Caucasian€job€applicants,€despite€the€fact€that€theÏAfrican„American€applicants€had€similar€qualifications€and€interviewing€skills.€The€differencesÏin€treatment€cannot€be€explained€by€any€apparent€objective€factors€other€than€the€race€of€theÐ &-8*; Ðapplicants.€These€results€are€particularly€startling€given€the€virtual€full€employment€economyÏof€the€area.Ìà  àThe€rate€of€differential€treatment€found€in€this€study€is€somewhat€lower€than€the€rateÏfound€in€previous€studies€conducted€in€Chicago€and€Washington,€D.C.€(38%€versus€66.7%).ÏThis€difference€may€be€attributed€in€whole€or€in€part€to€the€strong€labor€market€and€economyÏthat€the€San€Francisco€Bay€Area,€as€well€as€the€rest€of€the€nation,€has€been€experiencing€in€theÏpast€year.€The€earlier€studies€were€conducted€in€significantly€looser€labor€markets.€DifferencesÏin€the€legal€climate€and€employer€attitudes€in€the€various€geographic€areas€may€also€accountÏfor€some€of€the€difference€in€results.Ìà  àThe€results€lend€support€to€the€finding€in€the€earlier€studies€that€the€employmentÏplacement€industry€has€a€higher€incidence€of€differential€treatment€showing€preference€forÏCaucasian€applicants€than€the€average€of€other€various€industries€(24%).€There€are€a€fewÏpossible€reasons€why€this€industry€demonstrates€a€higher€level€of€differential€treatment.€It€mayÏbe€that€one€of€the€services€offered€by€employment€agencies€to€their€clients€is€to€screen€outÏð ðundesirablesðð€as€may€be€defined€by€the€client.׃×Ý ƒ#ÃÝòòÚ  Ú8Ú  ÚóóÝ  Ý×  ×€€Poor€training€or€personal€bias€of€employmentÐ ž° Ðagency€staff€who€conduct€the€interviews€and€have€the€power€to€assign€jobs€to€the€applicantsÏmay€also€offer€an€explanation€for€the€prevalence€of€differential€treatment€in€the€hiringÏprocesses€of€employment€agencies.€The€potential€role€of€unconscious€bias,€particularly€whenÏscreening€a€large€number€of€applicants,€cannot€be€discounted€either.Ìà  àA€high€level€of€disparate€treatment€of€African„American€applicants€at€the€entry€level€ofÏemployment€can€have€profound€consequences€over€the€course€of€a€career,€because€the€initialÏjob,€and€its€salary€level€often€determine€subsequent€positions€and€levels€of€compensation.€ÏThat€much€of€this€treatment€may€be€invisible€to€an€African„American€applicant€who€has€noÏknowledge€of€how€Caucasian€applicants€are€treated,€does€not€erase€the€economicÏconsequences€of€discrimination,€which€are€magnified€over€time,€as€disparate€career€and€salaryÏpaths€are€followed.Ìà  àThis€report€is€the€first€major€study€of€the€treatment€of€Caucasian€and€African€AmericanÏapplicants€by€employment€agencies€on€the€West€Coast.€It€should€serve€as€a€ð ðwake€up€callðð€toÐ æ(ø%6 Ðall€employment€agencies€to€examine€their€practices,€employee€training,€and€treatment€ofÏapplicants€of€all€races€and€other€protected€characteristics.€It€would€be€important€to€have€followÏup€testing€studies€to€examine€whether€this€wake€up€call€has€been€heeded.Ìà  à