4 ms·
I've read about this before (some fancy orchestra, not sure if it's the same one as you've mentioned) and I went to one of those "Let's get more X in technology
by vlod 6y ago
I've read about this before (some fancy orchestra, not sure if it's the same one as you've mentioned) and I went to one of those "Let's get more X in technology" speeches. They had some crazy complicated ways to solve this (not Occam's Razor thinking).
I asked a question, mentioned the orchestra approach and suggested blind tests for tech recruiting.
i.e. HR scrubs the name, pronouns and anything likely to subconsciously discriminate and pass their resume to the hiring team. Not perfect, but it gives X at least a better shot.
I was pretty much told it would never work and there were better ways and dismissed with a wave of a hand.
So why don't we do these somewhat blind tests?
- ip26 6y agoSome recent-ish research (I can't remember enough keywords to find it right now) has found that doing this actually hurts women's success rate a couple percentage points.
- thu2111 6y agoIt's been done. They dismissed it because when hiring is blinded like that the percentage of ordinary men who get hired goes up, not down. Men are discriminated against in hiring and that fixes it, but the type of people who want "diversity" don't want fair or blind hiring. They want to get trophy diversity hires.
- justatdotin 6y agothis was part of the tech hiring method at one place I worked. The main filter was colleague review of an anonymised coding test. I don't know any details but it seemed to have the desired effect - high quality colleagues with diverse cultural identities.