Previous research has shown that priming participants with names can activate stereotypes . For example, providing foreign or race-typed names can result in prejudicial treatment in the job [8–10] and housing markets . Specifically, job applicants with African American or Arab sounding names were less likely to be contacted for interviews and were evaluated more negatively than were applicants with White sounding names, even when they had equally strong resumes [8–10]. Similarly, Carpusor and Loges  found that landlords were less likely to return e-mail inquiries from those with Arab or African American sounding names (e.g. Said Al-Rahman & Tyrell Jackson, respectively) than they were from those with White sounding names (Patrick McDougall).