In the United States, half of all jobs are found through informal networks like LinkedIn. High-paying jobs, in particular, often go to those with insider connections. But underrepresented groups, such as Black Americans, benefit less from professional networks and are less likely to land high-profile roles. Why this happens has been unclear—until now.

A study from Universität Mannheim sheds light on the problem. It found that Black Americans face significant discrimination when trying to join professional networks. However, once they are part of a network, they receive the same level of support and information as white peers.

The researchers tested this by creating 400 fake LinkedIn profiles. The profiles differed only in skin color, shown through AI-generated photos. Over eight weeks, these profiles sent 20,000 connection requests. While 25% of requests were accepted overall, those with Black profile photos had a 13% lower acceptance rate.

Accepted or rejected?

Next, the researchers tested how these profiles were treated once they had joined networks. They sent questions about job opportunities and asked for advice on getting specific roles. In this second phase, discrimination disappeared: the responses were just as helpful for Black profiles as for white ones.

The study highlights a key barrier: gaining access to professional networks in the first place. As one researcher explained, “Once inside, everyone gets the same benefits. But the challenge for Black Americans is getting through the door.”

The findings suggest ways to tackle discrimination. Companies can help employees build connections by hosting networking events and training sessions. They can also break social cliques with simple measures, like randomizing lunch groups or seating at conferences.

By making networks more accessible, businesses can level the playing field and tap into a wider range of talent. In a job market where connections often make the difference, breaking down these barriers is not just fair—it’s smart.