A white ex-felon outcompetes an equally qualified innocent Black applicant in hiring.

Evidence

Having a prison record makes it substantially more difficult to find gainful employment upon release from prison. In addition, the knock-on effects of having served time in prison are substantially more damaging for Blacks than they are for Whites. As a case in point, the results of a well-controlled audit study showed that the chances of receiving a callback from a job application was greater for a White job applicant with a prison record than it was for an equally qualified Black job applicant without a prison record (i.e., 17 percent vs. 14 percent respectively; Pager, 2003; see also Pager, 2005; 2007). — Joseph Avery, Jim Sidanius, Joel Cooper, Gregory Davis, Amanda N., Bias in the Law, 49

Categorization

• CANDY: The 17% vs 14% callback reversal is a crisp, shareable bar-stats fact.
• ADDENDUM: Supports a measured rather than professed bias gap in the labor market, directly useful for the institutional-bias framing.
• corroborated: 2 independent passages support this claim — Joseph Avery, Jim Sidanius, Joel Cooper, Gregory Davis, Amanda N., Bias in the Law: A Definitive Look at…, 49