It’s a fact: Humans are biased. Research shows that no matter the pains we take to be fair, objective, and rational, biased thinking is just part of our basic, sometimes faulty, human wiring. We instinctively align ourselves with people and ideas that are similar to ourselves, that feel familiar, that reflect who we are and what we value.
Bias has been a concern for hiring professionals for decades, and new initiatives to improve diversity and inclusion in the workplace make figuring out what to do about it more urgent than ever.
Studies of all kinds have long demonstrated the cultural and financial value of a more diverse and inclusive workplace. We know prioritizing diversity in hiring is a crucial starting point. But how do you actually do it?
The good news is that understanding what data to use in your hiring process, how to collect it, and the responsible application of technologies like artificial intelligence to augment decision-making can be the key to hiring the most diverse and effective workforce possible.
Our latest white paper examines how using rigorous, applied science to measure bias and deploy augmented intelligence can align your hiring decisions and outcomes with your organizational goals.
Download it now to find out:
- Why diversity and inclusion in the workplace matter
- What types of data to collect to assure a less biased hiring process
- How some hiring tools— such as resumes— actually promote bias
- How modern data collection and analysis are essential to creating a more diverse workplace
Arm yourself with the knowledge to see through the hype. Find out what you need to know to understand and evaluate hiring science and technology to optimize your workforce.