Individuals with protected characteristics may have a harder time finding employment than those without. For example, statistically, job applicants with a BAME (Black and Asian, minority ethnic) sounding name have to send 80% more job applications than an applicant with a white sounding name in order to receive a call back. Another example is that women tend to not proceed as far in the hiring process as men when it comes to laboratory work or senior management positions. The issue at hand is often unconscious bias; where a recruiter is influenced by ingrained, social stereotypes about certain groups. To tackle this, some job recruiters have considered using blind applications.