The article presents information about the effect of ethnicity and name on access to employment. The research discussed in this article identified differential "ethnic penalties" for the Chinese and the Indian applicants. Implications for practice and future research are also discussed in this article. This research was conducted in three linked studies. For study one, where younger undergraduates were included, all measures were assessed for statistical similarity between managerial and student groups. The results indicate that the students in the first study displayed no rating differences from the older and more experienced managers.