>Subjective performance evaluations are easily tainted by prejudice This is vastly under-acknowledged. Implicit biases affect even the most well-intentioned of

>Subjective performance evaluations are easily tainted by prejudice This is vastly under-acknowledged. Implicit biases affect even the most well-intentioned of us, which then persistently and negatively impact the targets of our biases (see the movie Get Out for an exaggerated, but entertaining take on this). For an "out-group" in any particular environ, their very status as a historical out-group itself fuels the perceptions that perpetuate their disenfranchisement. So, the remedy to this has not been to psychoanalyze every hiring manager in an attempt to navigate these murky, subjective waters; but to set objective goals that seek to counter the equally objective under-representation manifestations that we can actually measure.