The bar for you is much lower. It may not even occur at the interview stage -- many studies have been done that demonstrate a lower rate of interviews granted to identical applications with a "foreign-sounding" name.

The insistence on "hard data" and derision of anecdotes (when, unlike e.g. sending out resumes with different names on them, most of this is essentially impossible to study) when discussing the very real experiences of women and minorities is a mechanism to deny the reality of their experiences -- a way of saying that their perception of the world is incorrect and yours, as a privileged individual, is correct. It's not a rebuttal of racism or sexism, it's a symptom of it.

No. The benefit of the doubt is that you get an interview, and that if you get the job they'll offer you more money.

cite 1: male names on an application vs female names: http://blogs.scientificamerican.com/unofficial-prognosis/201...

cite 2: 'white' names on an application vs 'black' names: http://www.google.com/url?sa=t&rct=j&q=&esrc=s&#...

Are you being serious? Yes, when you're trying to get a job, you generally still have to prove competency (in tech fields at least). But the assumptions are still comparatively in your favor. What I'm referring to is more about casual settings, where there isn't already a process in place to judge competency. When people must make a snap judgement based on little or no information, a white man will have all the assumptions in his favor.