Originally posted by Joel
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But, so far, the approach is a symptomatic one: blinding the resumes and auditions addresses the symptom of racial/ethnic and gender bias, but it does not address the underlying "why does this happen?" So it is, in a way, a bandaid. If the underlying problem is deepr and wider, it can raise it's head again in the next screening stage, where "blinding" is not possible because you have to actually meet the candidate. Or it can surface in other contexts not related to hiring. It is these "why is this happening" that I think we truly have to look for.
Implicit bias is a major candidate, but the articles someone linked me to (you?) seem to be pretty indicative that the link between implicit bias and overt action has not yet been quantified, so we cannot say that with certainty. It seems reasonable that, if we have these biases, they would impact our behavior, consciously or unconsciously. But it appears we do not have a solid, proven link.
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