In Bertrand and Mullainathan study of name-based discrimination, job applicants with "Black-sounding" names were granted interviews importantly fewer times than those with "White-sounding" names. Speculate on what might occur to the Black applicant who had the "White-sounding" name and was called for interview. At what point(s) might prejudice eliminate applicant from selection process? What benefits might accrue to such applicant from being called for interview? prepare down specific actions which organizations might do to decrease likelihood of name-based discrimination in selection process? Describe how would they know if these steps were running?