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s/Against Disabled// This study has been done with people using names that are, black, foreign, feminine, etc. If you're different, some people are gonna think

s/Against Disabled// This study has been done with people using names that are, black, foreign, feminine, etc. If you're different, some people are gonna think differently. When there's a "pipeline" little biases add up: Your teacher treats you differently, the college admission treats you differently, your professors treat you differently, recruiters treat you differently, your boss treats you differently. That might not happen in every step along the way, but the potential is there and there are many opportunities. A white male Stanford grad from a well off family is flipping a coin once to see if they get a real chance to be successful in life. Someone who is discriminated against has to roll a D20 every step of the way to see if they make it. If you want to make a difference, recognize these biases exist. Review CVs with all identifying information removed or generalized. Hopefully, eventually the bias will fade, but you can't ignore that it exists and that you can turn it off like a switch.

malandrew 11y ago
This is what I most want to see happen. I really want all such processes to reduce candidates to a hash or number until it is unavoidable to know the identity of the candidate (phone interview or in-person interview). Issues that might require accommodation prior to an offer letter like wheelchair accessibility should only be disclosed to the recruiting department and only to people who will not be involved in the hire/no-hire decision.
wkimeria 11y ago
^ This is why unconscious bias training is so important/effective. We all have biases, and what works is surfacing them from the unconscious to the conscious so we can deal with them.