I'm a Chinese American and I have experienced this type of behavior during the college admissions process, and during the hiring process with larger companies.
During the college applications process, I noticed I was receiving vastly different responses than my girlfriend (wife now) who was African American.
Perhaps you could chalk it up recommendations or personal projects. But my girlfriend and I were both A students that made the varsity swimming team. She was African American and had 5/7 full tuition responses including Harvard, Yale, and Columbia. While I only was accepted into Columbia, with partial financial assistance. We both wanted to attend Yale at the time and this put a dent in our future plans.
I have also experienced a similar scenario in the "pre-interviewing" resume selection phase, right out of college with no experience. My friend group noticed comparatively that those who were not White or Asian tended to get faster and more initial responses to schedule an interview. (I will note that this occurred exclusively when submitting for large Fortune 500 companies, and not for smaller business such as startups. Perhaps some selection bias) However after a while with some work experience on the resume, this doesn't manifest as much.
It is my belief that university admissions and diversity initiatives need to focus more on individuals than race. The goal should be equality of opportunity and evaluation rather than equality of outcome.
During the college applications process, I noticed I was receiving vastly different responses than my girlfriend (wife now) who was African American.
Perhaps you could chalk it up recommendations or personal projects. But my girlfriend and I were both A students that made the varsity swimming team. She was African American and had 5/7 full tuition responses including Harvard, Yale, and Columbia. While I only was accepted into Columbia, with partial financial assistance. We both wanted to attend Yale at the time and this put a dent in our future plans.
I have also experienced a similar scenario in the "pre-interviewing" resume selection phase, right out of college with no experience. My friend group noticed comparatively that those who were not White or Asian tended to get faster and more initial responses to schedule an interview. (I will note that this occurred exclusively when submitting for large Fortune 500 companies, and not for smaller business such as startups. Perhaps some selection bias) However after a while with some work experience on the resume, this doesn't manifest as much.
It is my belief that university admissions and diversity initiatives need to focus more on individuals than race. The goal should be equality of opportunity and evaluation rather than equality of outcome.