Jennifer Doleac and Benjamin Hansen write: “Well-intentioned policies that remove information about negative characteristics can do more harm than good. Advocates for these policies seem to think that in the absence of information, employers will assume the best about all job applicants. This is often not the case. Research has shown that providing information about characteristics that are less favorable, on average, among black job-seekers—including criminal records, personality tests, drug tests, and credit histories—actually helps black men and black women find jobs. These outcomes are what we would expect from standard statistical discrimination models. More information helps the best job candidates avoid discrimination.”
More at: Cato Institute
