Can a Name Change Your Future?
Imagine submitting your resume for a job you’re highly qualified for—only to never hear back. You check your credentials, your experience, and your formatting, wondering what went wrong. What if the reason had nothing to do with your qualifications but rather with your name?
Names are often perceived as neutral identifiers, yet research tells a different story. The name at the top of a resume, the name called in a classroom, or the name introduced at a networking event can shape perceptions, influence decisions, and open—or close—doors. Studies from around the world confirm that biases, often unconscious, lead to disparities in hiring, education, and everyday interactions. These biases reflect long-standing societal structures, cultural expectations, and systemic inequalities.
So how much power does a name really have? Let’s explore the research behind name bias and its impact on professional, academic, and social opportunities.
The Hiring Gap: How Names Influence Job Opportunities
When we think about fairness in hiring, we like to believe that skills and experience take precedence over personal details. But studies show that names alone can trigger biases—often before a candidate even has the chance to showcase their abilities.
One of the most cited studies on name bias in hiring was conducted by economists Marianne Bertrand and Sendhil Mullainathan in 2004. In their landmark study, researchers sent out thousands of identical resumes to employers, changing only the names at the top. Applicants with traditionally White-sounding names, like Emily and Greg, received 50% more callbacks than those with names associated with African American identities, such as Jamal or Lakisha. Despite identical qualifications, these applicants faced significant discrimination based solely on perceived racial identity.
The implications of this study—and many others that have followed—are profound. If a resume with the same experience and education is evaluated differently based on the name alone, what does that say about meritocracy in the job market?
In response to findings like these, some companies and government agencies have implemented blind hiring practices, removing names from resumes to mitigate bias. But even with these efforts, name bias persists in interviews, networking events, and internal promotions.
It’s not just race that affects name bias. Research from the University of Toronto found that applicants with foreign-sounding names—particularly those of Asian, Middle Eastern, or Latin American origin—were less likely to receive interview invitations than those with Anglo-Saxon names. Even in multicultural societies, certain names are perceived as “more hireable” than others.
And while bias is often unconscious, the consequences are real: missed opportunities, stalled careers, and systemic barriers that extend far beyond the initial job search.
Names in the Classroom: How Educators and Peers Perceive Students
Name bias isn’t limited to the workplace; it begins far earlier, often shaping a person’s educational experience. Studies suggest that teachers, peers, and even standardized testing systems respond differently to students based on their names.
A study published in the journal Education Next found that students with names perceived as “ethnic” or “lower-class” were more likely to be judged as less capable than their peers. Teachers, often unknowingly, had lower expectations for students with names that they associated with disadvantaged backgrounds. These expectations, in turn, influenced classroom interactions, grading, and even recommendations for advanced coursework.
Names can also impact peer interactions. A study from the National Bureau of Economic Research found that children with names perceived as unusual or difficult to pronounce were more likely to experience social exclusion and bullying. The reason? Humans naturally gravitate toward the familiar, and when a name doesn’t fit societal norms, it can create an unconscious “othering” effect.
Even standardized testing isn’t immune to name bias. Research has shown that identical essays submitted under different names—one traditionally male, one traditionally female—receive different grades, with male-associated names often scoring slightly higher in subjects like math and science. These biases contribute to wider gaps in academic performance and long-term educational outcomes.
Efforts to combat name bias in education include teacher training programs, which aim to address unconscious biases in grading and classroom expectations. But as long as names are linked to assumptions about background, intelligence, and capability, students will continue to experience disparities based on something as simple as the name on their school ID.
Social Perception: How Names Shape First Impressions
Have you ever met someone and made an assumption about their personality before even speaking to them? If so, you’re not alone—our brains are wired to categorize information quickly, and names play a significant role in forming first impressions.
Psychologists refer to this as the “Name-Pronunciation Effect.” Studies suggest that people with easy-to-pronounce names are often judged more favorably than those with names that are longer or less familiar. In one experiment, participants were asked to rate people’s likability and trustworthiness based solely on their names. Individuals with names that were simpler and more familiar to the participants scored higher across the board.
Another key study from the University of California found that name perception influences voting behavior. Candidates with names perceived as more “American-sounding” received greater voter support than those with ethnic-sounding names—even when policies and qualifications were identical. This reflects broader societal biases in which certain names are seen as “default” or “relatable,” while others are unconsciously categorized as “foreign” or “unfamiliar.”
The impact of name bias extends to dating as well. A study published in Psychological Science found that individuals with names perceived as “attractive”—often shorter, well-known names like Jake or Emma—received more responses on dating apps compared to those with less common or harder-to-pronounce names. While it may seem trivial, these biases reinforce larger patterns in how names influence opportunities and social inclusion.
Breaking the Cycle: Can We Overcome Name Bias?
With overwhelming evidence that name bias affects hiring, education, and social interactions, the question remains: Can we fix it?
Several solutions have been proposed, including:
- Blind recruitment practices, which remove names from resumes during the hiring process
- AI-driven hiring tools, designed to minimize human bias in initial screenings
- Implicit bias training for educators, hiring managers, and policy makers
- Increased awareness of name discrimination and its long-term consequences
But while institutional changes are necessary, personal awareness is just as important. Recognizing our own unconscious biases when evaluating names—whether in the workplace, the classroom, or social settings—can help shift societal perceptions.
At the end of the day, a name should be a reflection of identity, not a limitation on opportunity. By challenging the assumptions tied to names, we take a step toward a world where success is determined by talent and effort—not by what’s written at the top of a resume.
A Name Shouldn’t Define a Future
Names carry history, culture, and personal identity—but they should not determine opportunity. Yet, research proves that name bias continues to shape careers, education, and social interactions in profound ways.
The next time you come across a name that is unfamiliar, difficult to pronounce, or different from your own cultural background, take a moment to reflect. Behind every name is a story, and by looking beyond the letters on a page, we move closer to a world where everyone—regardless of their name—gets an equal chance.
