Blind Hiring and discriminationConscious and unconscious bias in hiring is identified in the research. Hiring bias takes place due to names, gender, ethnicity, religion, address, educational institution, etc. In the research, discrimination against women and ethnic minorities is well documented. When recruiters and managers discriminate, they do realize that it is a loss to firms and organizations. It has been widely suggested in research that gender and ethnic diversity brings fruitful economic results for firms, which some recruiters and managers ignore.

It is important to note while discussing diversity that gender and racial diversity do not mean hiring people at the lowest level. Diversity in organizations refers to hiring people at all managerial levels. Research shows that financial returns are only possible when diversity in management is around 35% or more.

Gender diversity has been improved in some countries such as Denmark, Norway, Sweden, etc. Many women have been hired at all managerial levels in these countries However, ethnic diversity is still a strong issue around the world (including in the above-mentioned countries). Research shows that White-Sounding names got nearly 50% more call backs than those with black and Asian sounding names in the US. And, this situation prevails in European countries, as well. Racial and ethnic discrimination is still very high even in the US and Europe. Increasing diversity is not an easy task because of conscious and unconscious bias. Blind hiring can be a useful technique to improve diversity in organizations.

As mentioned above, if a firm is looking to promote diversity or reduce bias in the hiring process, blind hiring can be a solution. Blind hiring is a process to remove applicants’ personal information that can generate bias toward hiring. Hiring managers, at least at the preliminary stage, do not see information that can bring bias and prejudice in the hiring process. The candidate’s name and gender are removed from resumes. Other information such as an address, hobbies, graduation year, race, religion, or socioeconomic background can also be removed if required. The idea behind removing information is that recruiters or hiring managers focus on the candidate’s skills or prior work experience. The blind hiring process can be initiated using software or manually, which depends upon the resources of a firm