This research examines name-based discrimination in hiring by analyzing resume studies comparing majority and minoritized names. The findings show that perceived warmth and competence strongly influence callback rates, revealing how stereotypes shape employment opportunities. The work highlights the psychological burden of identity concealment and proposes fairer, more transparent hiring practices.

This research addresses how social media content can harm employment opportunities. It proposes visualizations that gradually fade old posts, helping users manage privacy and online reputation. Studies show users prefer this approach and employers respond more positively. The goal is automated, user-controlled content decay to balance privacy with social media benefits.