Dwight Jackson, a 27-year-old African American man from Detroit, filed an employment discrimination lawsuit against the Shinola Hotel, alleging that he was denied a job interview due to racial bias. The lawsuit claims Jackson was initially ignored when he applied for positions under his real name but was promptly offered interviews when he reapplied using a name that appeared Caucasian, “John Jebrowski.”
Between January and April 2024, Jackson applied for multiple positions at the Shinola Hotel, including a role in reception. Despite his qualifications and previous experience at luxury hotels such as Detroit’s Marriott Westin Book Cadillac and David Whitney Hotel, Jackson did not receive any interview offers. After months of no responses, Jackson decided to reapply in April 2024, changing only his name on the resume. This time, he received multiple interview invitations within the same week.
Jackson’s attorney, Jon Marko, stated, “Mr. Jackson had applied for a job that he was eminently qualified for, yet was denied an interview solely based on the racial appearance of his name.” The lawsuit alleges that Shinola Hotel’s hiring practices violated the Michigan Elliott Larsen Civil Rights Act, which prohibits discrimination in employment.
During the interview process, Jackson confronted the interviewer, revealing his true identity and expressing his belief that he was initially overlooked due to his name appearing traditionally African American. Shortly after this confrontation, Jackson was informed that he was no longer a via
ble candidate for the position.
The Shinola Hotel, operated by Sage Hospitality Group, responded to the allegations with a statement emphasizing its commitment to diversity and inclusion. “We take this allegation very seriously and do not tolerate discrimination of any kind. We are dedicated to building a diverse workforce that reflects the community,” said Anna Stancioff, Sage Hospitality’s Senior Corporate Director of PR & Brand Communications.
Jackson’s case highlights a broader issue of name bias in hiring practices, which has been supported by studies such as a recent one by the National Bureau of Economic Research. This study found that resumes with Black-sounding names received fewer callbacks compared to those with White-sounding names, even when the qualifications were identical.
Marko noted the difficulty in proving such cases due to the lack of evidence, but Jackson’s situation stands out because of the clear difference in responses to identical resumes with different names. “This case sheds light on a pervasive problem not just isolated to the Shinola Hotel or Detroit, but prevalent across the country,” Marko added.
As Jackson seeks justice through the legal system, his lawsuit also aims to bring attention to discriminatory hiring practices and ensure that others do not face similar discrimination in the future.
