bias

Using “Blind” Hiring To Increase Workplace Diversity

One of the best-known studies of bias in hiring is the “blind audition” study. This study, conducted in 1997, explored hiring practices at American symphony orchestras – specifically, whether “blind auditions”, when musicians play for the hiring committee while hidden behind a screen, made a difference in how many female musicians were hired. The “blind audition” study demonstrated how bias could affect hiring decisions, even when the hiring process was designed to be as neutral and objective as possible. 

However, the study only addressed gender bias in hiring. Now there are suggestions that the findings from that study could be built on to address racial and ethnic bias. Although, like the “blind audition” study, these suggestions are based in the world of symphony orchestras, they have relevance to any kind of workplace.

Claudia Goldin and Cecilia Rouse, the authors of the “blind audition” study, were curious as to why the number of women in US symphony orchestras had dramatically increased from the 1950s to the 1980s, even though the percentages of women graduating from classical music schools did not significantly change during that time.

They suggested that (more…)

What Does “Systemic Racism” Mean?

“Systemic racism” is a term that’s been heard a lot in recent weeks, as communities, regions, and societies confront long-standing ugly realities around race and inequality. But what’s lacking in many of the reports about these upheavals is an explanation of what “systemic racism” means.

My expertise on this issue is primarily around how systemic racism functions in the workplace, not how it operaties in policing or in other contexts. However, since the commissioner of Canada’s Royal Canadian Mounted Police (RCMP) has finally admitted that there is systemic racism within the RCMP itself, it’s worth remembering that what happens inside an organization or workplace can affect how the organization’s members interact with others. So understanding systemic racism within workplaces can also help to understand systemic racism elsewhere.

It’s also important to remember that organizations don’t make decisions or choices; people do. An organization doesn’t decide by itself to be racist or sexist or ableist. It’s decisions by people within the organization that cause those situations.

So when we talk about changing organizations to become less discriminatory and more inclusive – yes, we have to look at the policies and rules that guide how the organization operates, but we also have to look at the people within the organization, and the patterns of their decisions, and their attitudes. If people don’t change the way they act or think, then the organization won’t change.

To understand what “systemic racism” means, let’s start (more…)

Race, Class, and Bias in Hiring

At the start of a new year, a lot of people make resolutions for what they want to achieve in the next twelve months – and often those resolutions have something to do with work. The resolution could be to choose a new career, to get more education, or to look for a new job. So now is a particularly appropriate time to look at two recent studies about bias in employers’ hiring processes. The results of these studies demonstrate that job applicants can often be rejected for reasons that have absolutely nothing to do with their ability to do the job. And the studies also suggest that biased hiring has effects that go way beyond individual careers or workplaces.

These two studies used essentially the same methodology, which is (more…)