As far as I can tell, it does not hurt me. There seems to be some evidence that a name does matter.
The above indicates to me that RACE is not a factor. The NAME is a factor.RACE FACTOR IN EMPLOYMENT
According to an expirament that was performed by Poverty Action Lab, with race in mind, the final results revealed an overwhelmingly apparent discrimination based on race. Resumes were submitted for the jobs listed in newspaper classifieds under sales, administrative, and clerical positions. Part of the resumes submitted contained information leading the employer to believe the submission was from a minority applicant, for instance submitting the application under a name likely to belong to a minority "Lakisha Washington or Jamal Jones". Poverty Action Lab concluded:
1. Resumes with white names received 50% more callbacks than those with black names.
2. There is evidence that the returns to improving credentials for whites is much higher than for blacks. Specifically, for resumes with white names, higher quality resumes received 30% more callbacks than low quality ones. For resumes with black names, the higher quality resumes did not receive significantly more callbacks.
For a more balanced view from a psychologist:
All things being equal I'd rather hire someone named Samuel Jones compared to Aleksandr Solzhenitsyn. Easier to pronounce, easier for clients to pronounce. That has nothing to do with race.Journal of Experimental Social Psychology
Volume 48, Issue 3, May 2012, Pages 752–756
The name-pronunciation effect: Why people like Mr. Smith more than Mr. Colquhoun
Names are rich sources of information. They can signal gender, ethnicity, or class; they may connote personality characteristics ranging from warmth and cheerfulness to morality. But names also differ in a much more fundamental way: some are simply easier to pronounce than others. Five studies provide evidence for the name-pronunciation effect: easy-to-pronounce names (and their bearers) are judged more positively than difficult-to-pronounce names. Studies 1–3 demonstrate that people form more positive impressions of easy-to-pronounce names than of difficult-to-pronounce names. Study 4 finds this effect generalizable to ingroup targets. Study 5 highlights an important real-world implication of the name-pronunciation effect: people with easier-to-pronounce surnames occupy higher status positions in law firms.
These effects obtain independent of name length, unusualness, typicality, foreignness, and orthographic regularity. This work demonstrates the potency of processing fluency in the information rich context of impression formation.