Removing Unconscious Bias from Hiring Practices

Organizations may shape recruitment decisions based on race, gender or age without realizing they are vetting candidates this way, a form of unconscious bias. In fact, 79% of HR professionals agree that unconscious bias exists in both recruitment and succession planning decisions, according to technology company BrightTalk. Regrettably, unconscious bias reduces workforce diversity and excludes talent. Worse still, it could result in claims of discrimination or employment tribunals.

Consider the following strategies to address unconscious bias:

Remove gendered wording. Ensure job descriptions contain gender-neutral words. Words considered masculine, like “confident” and “driven,” could dissuade women from applying. Instead, use specific terms such as “project manager” or “engineer” to accurately describe roles.

Utilize blind recruitment. Consider removing candidates’ names, ages and other identifying factors from applications so hiring managers can decide objectively about applicants’ skills, experience and suitability.

Implement structured processes. To avoid discrimination and facilitate fair benchmarking, create a structured recruitment process that is identical for all applicants.

It’s important to consider these inclusivity and diversity strategies when hiring.

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