Answering this question is an enormous side track, a category of research in its own. I'd first say that I do not share the default assumption that discriminat

Answering this question is an enormous side track, a category of research in its own. I'd first say that I do not share the default assumption that discrimination is widespread. As if it is some default, rather than an exception. You're far too cynical. I base this on 2 decades of work experience. I work in a small tech hub with 80 nationalities. It literally cannot get more diverse. We don't have DEI departments, social justice slack channels or activists. And somehow it all works fine. No tensions, no outrage, happy workers. A mystery, I guess? It's almost as if people are pretty good, by default. How to make a test neutral? Background check before the interview, to verify claimed education/credentials. Then a test similar to what you do when going on one of those certification exams. Then the "softer" in-person test, where you collect multiple inputs to prevent the bias of a single interviewer. I pretty much think that's good enough to give the candidate a 3 month trial period where actual work performance is measured by some agreed metric. Pass that and you're permanently in. The end.