The Hidden Bias in a Name: How Black Names Hold Black Women Back in the Workforce and the Path to Change

When you think of the name "LaShonda" or "Keisha," what comes to mind? For many Black women, these names represent not just a rich cultural heritage but also the unique identities passed down through generations. Yet, in professional settings, these names often carry a burden: the weight of bias and discrimination. Studies have shown that job applicants with "ethnic-sounding" names are less likely to be called back for interviews, and this can profoundly impact Black women’s career trajectories. But what exactly is behind this bias, and more importantly, what can be done to dismantle it?

The Bias Behind the Name

The discrimination linked to Black names isn’t just anecdotal; it’s backed by research. In 2024, researchers from the University of Chicago and the University of California, Berkeley sent fake resumes with common Black and white names to 1,300 job openings in Chicago and Boston. They found that applicants with white-sounding names were 50% more likely to be contacted for interviews than those with Black names. They also found that applicants with Black-sounding names were more likely to face negative assumptions, such as being less educated, productive, and reliable.

For Black women, this bias is especially harmful because it compounds the existing challenges of navigating spaces that are predominantly White and male-dominated. A Black woman might be highly qualified, with stellar experience and education, but her name alone can lead her resume to be dismissed before she even gets a chance to prove her worth. The issue doesn’t stop at hiring; Black women with distinctively Black names also face challenges advancing in their careers, being taken seriously as leaders, and breaking into executive roles.

The Impact on Black Women’s Careers

This name-based discrimination leads to a vicious cycle: Black women are overlooked for opportunities, leading to fewer chances to gain the experience and exposure needed to climb the career ladder. It’s not just about the job you didn’t get; it’s about the ripple effect on your entire career path. This type of bias restricts access to well-paying jobs, leadership roles, and networking opportunities, ultimately contributing to the wage gap and the underrepresentation of Black women in high-ranking positions.

Even within organizations, Black women with traditionally Black names may face microaggressions or feel pressured to code-switch, altering how they present themselves to fit into predominantly White spaces. The constant need to adapt can be exhausting and undermine their sense of belonging in the workplace.

Moving Toward Solutions

So, what can be done to address this issue? While it’s easy to suggest that individuals "just change their names" or adopt more neutral-sounding alternatives, that solution is both unfair and unsustainable. The real change needs to happen within organizations and society as a whole. Here are some ways we can work toward dismantling name-based discrimination:

1. Bias Training and Awareness: Companies need to implement unconscious bias training that specifically addresses name-based discrimination. Educating hiring managers about the impact of these biases is a critical first step in leveling the playing field.

2. Blind Recruitment: Implementing blind recruitment practices, where names and other identifying information are removed from resumes during the initial screening process, can help ensure that candidates are judged solely on their qualifications.

3. Diverse Hiring Panels: Having a more diverse group of decision-makers involved in the hiring process can reduce the chances of biased decision-making. Representation matters, not just in who is hired, but also in who does the hiring.

4. Holding Organizations Accountable: Businesses should set measurable goals around diversity, equity, and inclusion, and hold themselves accountable for meeting them. This includes tracking the success rates of applicants with ethnic names and ensuring that hiring practices are equitable across the board.

5. Cultural Celebration, Not Erasure: It’s crucial to foster a culture where diverse backgrounds and identities are celebrated, not erased. Part of this is respecting and valuing names that carry cultural significance, rather than forcing individuals to conform to White-dominated naming conventions.

Empowering Black Women to Show Up Authentically

As Black women, we shouldn’t have to choose between our names and our careers. Our names tell stories, reflect our histories, and are a source of pride. The change we need is systemic, but it also starts with us. By continuing to build platforms that celebrate Black culture and advocating for equitable practices in the workplace, we can create environments where Black women are recognized for their talents and contributions—regardless of the name on their resume.

At Resilient Queens Collective, we stand for the empowerment of Black women in every aspect of life, including the professional world. By addressing these biases and pushing for systemic change, we can ensure that the next generation of Black women can walk into job interviews and boardrooms with their heads held high, knowing that their name is a badge of honor, not a barrier.