2019年全国硕士研究生招生考试英语（二）考前冲刺试卷1
Section I Use of English
Directions:
Read the following text. Choose the best word(s) for each numbered blank and mark A, B, C or D on the ANSWER SHEET. (10 points)
_1_ job applications to eliminate discrimination is not easy. Ten big employers in the public and private sectors—including the civil service, HSBC and Deloitte—have agreed to start _2_ on a “name-blind” basis in Britain; others may also follow suit. In such schemes, those drawing up shortlists of applicants cannot see their _3_ , with the aim of _4_ racial and sexual bias. But do they work?
In France a law passed in 2006 made the anonymising of applicants’ CVs _5_ for firms of over 50 employees. But the government was slow in laying _6_ the conditions for how the law would operate, and only started _7_ it last year. In Sweden and the Netherlands there have been some trials. Discrimination against job applicants based on their names is well _8_, particularly among ethnic minorities. An experiment in Germany found that candidates with German-sounding names were 14% more likely to be called _9_ an interview than candidates with Turkish ones. A review of various studies, by the Institute for the Study of Labour (IZA) , a German outfit, found that anonymised job applications _10_ the chances of ethnic-minority candidates being invited to a / an _11_ . A Swedish study found that it led to more _12_ candidates being hired.
However, the results from other trials are not _13_ . A second Swedish experiment found that only women, not immigrants, were boosted by anonymous recruitment. According to the IZA, experiments in the Netherlands showed no _14_ in the likelihood of ethnic-minority candidates being offered a job if their CVs were seen anonymously, suggesting that discrimination had _15_ at the interview stage.
Ensuring that a candidate is completely _16_ is also tricky. A 2012 French study found that _17_ candidates and those from poor districts were less likely to be called for interview when applications were anonymised. Its authors suggested that recruiters may have used other _18_ , such as knowledge of Arabic, to _19_ race.
Going name-blind when shortlisting candidates may be a sensible start, but it is likely to be just a small step towards _20_ hiring bias.
1. [A] Making [B] Anonymising [C] Ignoring [D] Taking
2. [A] recruiting [B] vanishing [C] beginning [D] eliminating
3. [A] applications [B] names [C] races [D] jobs
4. [A] expanding [B] increasing [C] keeping [D] reducing
5. [A] compulsory [B] temporary [C] optional [D] alternative
6. [A] out [B] away [C] down [D] off
7. [A] stopping [B] enforcing [C] planning [D] appealing
8. [A] documented [B] shaped [C] realized[D] understood
9. [A] on [B] at [C] for [D] after
10. [A] rise [B] provide [C] boost [D] shrink
11. [A] job [B] interview[C] employment [D] position
12. [A] nameless [B] Germanic [C] ethnic [D] common
13. [A] clear [B] suggestive [C] integrated [D] subordinate
14. [A] indication [B] evidence [C] increase [D] progress
15. [A] stuck in [B] relied on [C] caught at [D] crept in
16. [A] anonymous [B] fair [C] competitive [D] unknown
17. [A] female [B] young [C] foreign-born [D] emigratory
18. [A] standards [B] indicators [C] thoughts [D] indexes
19. [A] identify [B] discriminate [C] exert [D] conceal
20. [A] decreasing [B] continuing [C] staying [D] ending
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