Let’s be real: We live in a fundamentally unfair society where bias against black-sounding names is just the tip of the iceberg.
African-Americans are certainly the canary in the coal mine when it comes to workplace bias, but Latina/os, L.G.B.T.Q. employees, women and people from many religious groups are also penalized by the biases, both covert and overt, that permeate the hiring process.
We’re constantly receiving so much information that our minds compensate by making snap assumptions to speed up the decision-making process.
Once we accept that we are all biased by nature, employers who are committed to creating an actual meritocracy – and increasing their company’s profits – can begin to mitigate the effects of bias by increasing self-awareness, customizing diversity training, and also, through tech innovation.
Want to limit the potential for bias in an interview for a coder? Interviewing.io makes the process anonymous, so race, gender, age and the interviewee’s school history won’t be revealed until they’ve aced the technical screen.
While offensive, Raven-Symoné’s comments inadvertently unmasked very real biases, both conscious and unconscious, that plague the entire employment process.
Let’s use technological tools to help upend them.