First of all, those involved in the hiring process need to reflect on their biases in order to identify them. This can be done in the following ways:
1. Increase your self-awareness: The first step to minimizing the impact of your biases in hiring is to be aware of these biases. Harvard's Implicit Association Test is an online tool to help you explore your biases. You can access it at: https://implicit.harvard.edu/implicit/education.html
2. Explore your thoughts and feelings: Explore your thoughts and any feelings of discomfort you may have when interacting with people from diverse communities, backgrounds and identities. This will help you identify any biases you may have.
See more here: The danger of a single story
5. Provide the interview questions in writing: Provide job candidates with the interview questions in writing a few minutes before the interview. This can help them calm down and provides the opportunity to formulate and structure their responses.
6. Use an interview panel: Two or three people on an interview panel allows for different perspectives in the assessment of the candidate.
8. Leave enough time between interviews for assessment: Your assessment of the candidate should happen immediately after the interview and should not be rushed. When we rush to make decisions we often fail to consider all of the possible information. When we rush to score a candidate, we are also more likely to rely on our biases or "gut feeling" about a candidate.
10. Anonymize the screening process: Anonymizing the screening process allows each candidate to be assessed based on their skills and abilities rather than assumptions made about them because of their name.
11. Use micro-affirmations: Micro-affirmations are the subtle behaviours, such as smiling, nodding, eye contact. Using micro-affirmations throughout the interview supports all candidates to do their best in the interview.
12. Reject the myth of colour-blindness: Don't pretend that you don't see a candidate's race or other differences that are evident such as race, gender, and at times disability. The goal is to see the value of these differences, not pretend they don't exist.
Read more here: Colorblind Ideology is a Form of Racism