It helps to have a "white-sounding" name when looking for work, according to a recent study by professors at the University of Chicago Graduate School of Business and the Massachusetts Institute of Technology.

Resumes with "white-sounding" first names elicited 50 percent more responses from potential employers than ones with "black-sounding" names, the study concluded. The results, some say, suggest a substantial amount of discrimination in the job recruiting process.

"I don't doubt that this is true in contemporary America," said Ken Lehrman, director of Penn State's Affirmative Action Office. "There are still employers who discriminate. We would be naïve to think that discrimination no longer occurs."

The professors who conducted the study sent about 5,000 resumes in response to want ads in The Boston Globe and Chicago Tribune. They found that the "white" applicants they created received one response for every 10 resumes mailed, while the "black" applicants with equal credentials received one response for every 15 resumes sent.

Walter De Shields (senior-English), political action chair for Black Caucus, said this kind of problem is rooted in discrimination in general, including discrimination against Hispanic and Asian job applicants.

"When employers hear more unique names like Tamika and Ebony -- and assume they are African American -- they are not discriminating against the name in particular, but against already existing assumptions about African Americans," he said.

The professors analyzed birth certificates to choose names used in the study. The "white" names included Neil, Brett, Emily and Anne. Some of the "black" names used were Aisha, Kareem, Tyrone and Rasheed.

"Certain names are more likely to be identified with African Americans, like the name Jamal," said Lehrman. "But what's a 'white-sounding' name?"

Jarred Abney (senior-hotel, restaurant and institutional management) is president of Kappa Alpha Psi, a traditionally black fraternity. He said employers need to promote a multi-cultural workforce, but may be reluctant to respond to resumes with "black" names.

"Things you aren't familiar with cause hesitation. But you never know until you try," Abney said.

Many companies do make a strong effort to create a diverse workforce by sponsoring multicultural programs and career conferences, said Kathy Dufour, associate director for recruitment and employee relations at Penn State Career Services.

Dufour listed Kodak, Lockheed Martin and PNC as some of the most proactive companies in encouraging diverse applicants.

"They try to be visible and present to students of color, as well as students with disabilities," she said.

Companies who discriminate against "black-sounding" names might end up missing out on the most qualified applicants or even be faced with a class-action lawsuit if evidence supported discrimination, Lehrman said.

He said he feels parents-to-be should not choose a child's name based on whether it might hinder the child's opportunities later in life.

"Names demonstrate a great deal of pride in racial and ethnic backgrounds," he said. "I would hate to see that pride lost."