Story here.
Research in social psychology suggests that, when evaluating job applicants along multiple criteria (like education and experience), evaluators prioritize whichever criterion favors the in-group applicant (white/male) versus the out-group (black/female) applicant, which has the effect of boosting the white/male applicant’s overall score,” Lee explained. “Analogously, we hypothesized that at NIH, white grant applicants receive higher overall impact scores than minority applicants in cases where they have received identical (or sufficiently similar) scores on sub-criteria.
thanks for posting this. If I’m reading the story correctly, one of the important findings of their work is that there appears to be a kind of post hoc overvaluing of whatever criteria will give a boost to white men and a post hoc disvaluing of whatever criteria would give a boost to other applicants.