But why stop with name blindness? The law firm Clifford Chance last year removed references to applicants' universities, to overcome what it felt was a perceived bias towards those from Oxford and Cambridge. A 2012 ‘fake CV’ study study by the Policy Exchange found a similar discriminatory effect for age when applying for bar and personal assistant roles: with younger people being up to 2.25 times as likely to receive a positive response.
Apart from changes to process (like name-blind screening), at the nub of dealing with unconscious bias is that real people are involved. And no-one is immune from bias.
If you would like to learn more about this topic or if you would like to go further, becoming more aware of your own biases and how to identify and deal with them at both an individual and organisational level, then please get in touch with me at email@example.com.
I am also speaking on this topic and how it affects our work as Occupational Psychologists at the Association for Business Psychology's annual conference in November this year.
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