What’s in a Name? The Financial Impact of Unconscious Bias | Julia Bernard-Thompson | TEDxFolkestone

Summary

The transcript discusses the pervasive issue of 'nameism,' the unconscious bias linked to names that affects access to opportunities, upward mobility, and wealth. The speaker highlights studies showing how names impact job prospects, with white-sounding names often receiving more callbacks than names perceived as ethnic. The talk also addresses how personal experiences with names can shape perceptions and the importance of diversity in leadership. Ultimately, the speaker envisions a future where names do not limit access to opportunities, encouraging societal change and inclusivity.

Takeaways

• 😀 The power of names: Names play a significant role in shaping perceptions and opportunities, influencing one's identity, social standing, and access to resources.
• 😀 Nameism as a bias: Nameism, a form of unconscious bias, can impact professional and social outcomes, much like racism, sexism, and other forms of discrimination.
• 😀 Research shows the effect of names: Studies show that people with 'white-sounding' names receive more opportunities than those with ethnic-sounding names, like 'Leticia' and 'Jamaal'.
• 😀 Double-barreled surnames and class: In British society, double-barreled surnames are often associated with higher social status, impacting opportunities and perceptions.
• 😀 The legacy of historic social structures: Historically, names were a key indicator of class and importance, influencing one’s place in society.
• 😀 The case of name changes: The speaker shares their personal experience of changing their name to navigate societal perceptions in different cultural settings.
• 😀 Impact of 'English' names on identity: Adopting an English name can lead to social advantages, but it also raises questions about personal identity and cultural connection.
• 😀 The anger behind inequality: The speaker emphasizes that feeling angry about name-based discrimination is justified because it highlights ongoing societal inequality.
• 😀 Named-blind applications: In an effort to reduce biases, some organizations and universities have implemented named-blind recruitment processes to ensure fairer opportunities for all candidates.
• 😀 Names as a connection to culture: Names are deeply tied to one’s cultural background and heritage, and understanding them fosters greater cultural awareness and empathy.
• 😀 Barack Obama's name journey: Barack Obama's name change from 'Barry Sotero' to 'Barack Hussein Obama' highlights the role names play in personal identity and public perception, and how changing one’s name can affect how they are seen by the world.

Q & A

What is the central theme of the transcript?

The central theme revolves around the concept of 'nameism,' highlighting how people's names—especially those that sound unusual or ethnic—can impact their access to opportunities, wealth, and upward mobility. The speaker examines how biases based on names can influence perceptions and job opportunities.

What role do names play in society, according to the script?

Names serve as an important societal indicator of identity, culture, and class. Historically, a person's name, especially surnames, was used to assess their social standing and pedigree. The script emphasizes that names still carry biases and can impact how individuals are treated or perceived in professional and social settings.

What is 'nameism' and how does it affect people?

'Nameism' refers to the bias or discrimination people face based on their names. It is a form of unconscious bias that can influence various aspects of life, including job opportunities, social acceptance, and how individuals are perceived. The speaker argues that it is one of the most common forms of bias, yet often goes unaddressed.

How does the script explain the impact of 'white-sounding' names on job prospects?

The script references a 2004 study by the National Bureau of Economic Research, which found that individuals with 'white-sounding' names, such as Emily or Greg, received 50% more call-backs for interviews compared to those with names perceived as 'black-sounding,' such as Leticia and Jamaal. This illustrates how names can influence career prospects due to racial biases.

What did the Debrett's Foundation study reveal about name perception in the UK?

The 2015 study by the Debrett's Foundation found that a quarter of British individuals aged 16-25 believed that having a double-barrelled surname would improve their chances of getting a work placement. This suggests that in the UK, names—particularly those that reflect a certain social status—continue to be associated with opportunity and privilege.

How do unique names for black individuals compare to those for white individuals in terms of bias?

The speaker highlights a double standard when it comes to unique names, particularly black-sounding names. While unique names are sometimes accepted or even celebrated in white communities, black-sounding names like Lakeisha or Jamal are often judged more harshly, resulting in social and professional disadvantages for individuals with such names.

What personal experience did the speaker share about their name?

The speaker, Julia Bernard Thompson, shares her personal experience of having an unusual name in Trinidad and Tobago, which led to misunderstandings about her cultural background. Upon moving to the UK, her name was often presumed to be French, and later, after marrying, she took on a name that seemed more 'English' and 'posh.' This experience demonstrates how names can shape one's identity and social perceptions.

What examples from history does the speaker provide to illustrate the importance of names?

The speaker mentions Barack Obama as an example of someone who changed his name from Barry Sottero to Barack Hussein Obama to align more with his true identity. Obama’s name, originally used to fit in, later became a symbol of his distinct cultural background and identity, demonstrating how names can both reflect and shape a person’s life journey.

What change in the UK's job application process was introduced to address name-based bias?

In 2017, the UK's University and College Admission Service introduced name-blind applications, a policy aimed at eliminating bias based on names. This was followed by several organizations, including the National Health Service, KPMG, and HSBC, adopting similar name-blind application processes for graduate and apprentice positions to promote fairness and reduce bias in hiring.

How can individuals take personal steps to address nameism in daily interactions?

The speaker suggests that individuals should be conscious of their reactions when encountering unfamiliar names. Rather than making assumptions or shortening a name, they should ask about the cultural significance of the name or ask for corrections if they mispronounce it. This fosters respect for diversity and reduces feelings of 'otherness' for those with names that might seem unfamiliar.