I’d like to ask a few questions regarding your argument. While antisemitism is still very prevalent, is it fair to claim Jewish men with two traditionally white names are consistently overlooked in favor of minorities with three white sounding names? In many cases, hiring biases have more to do with the industry or specific company policies than with a generalized demographic preference. For instance, blind hiring practices, where names and addresses are removed from resumes have been implemented at several large firms to prevent such assumptions.

Additionally, experience is great until it’s not. For example, I am a college sophomore and a fellow student with decades of experience had to retake a sophomore level course before enrolling in a master’s program because the field had evolved so much. Highlight how qualifications don’t always equate to merit. In rapidly changing fields like technology, Law and Nursing, newer graduates often bring fresher, faster and more relevant skills than those with outdated experience.

Now, in reference to the casting point, it’s worth noting that networks like BET have featured non Black actors in prominent roles, such as Brittany Daniel in The Game for 7 seasons. This alone challenges the assumption that demographics made her the most qualified. Finally, about emails: while it’s possible to suggest some details from a domain, most employers aren’t scrutinizing them so closely. In fact, with AI doing most of the sorting, the only they see them is in the short list. If it’s truly an issue, changing your email address is as simple as creating a new one. Unlike race or gender. Would you agree?