In a second experiment on aversive racism in 2000, Gaertner and Dovidio let participants play an HR role and go over job applications. Applications were either great, moderate, or poor. In each of these categories applications were split between being white applicants or black applicants. What were the results?
Strong and weak applications showed no significant difference between races. However, in the ambiguous condition (neither strong nor poor) many more white applicants are hired than back. More attention is paid to the positive qualities of a white applicants, and to the negative qualities of a black applicant.