Eliminating Implicit Bias in Hiring

This article from the American Bar Association examines how human resources and managerial staff can eliminate bias in their hiring decisions. The article suggests advertising job openings in diverse outlets to reach a broader pool of applicants and keeping the language in job ads as neutral as possible. Authors also suggest removing identifying information from a resumé that can lead to bias, such as applicants’ names, addresses, or graduation year, and sticking to a standard set of interview questions rather than engaging in freewheeling discussion with applicants.

Read more here.