Re:Female founders who've had a great 2016
by parennoob on Tuesday December 27, 2016 @12:15AM
(#13261417)
> Blinding during interviews is obviously quite limiting – I probably wouldn't want to hire someone without having actually talked to them.
How about blinding during resume screening? Replace female or male names with a number or made up names. Phone screening even maybe, using some kind of audio processing. I have never heard of these companies using any such process.
Edit: Looks interviewing.io did such a process, here are the results – https://blog.interviewing.io/we-built-voice-modulation-to-ma...
But if I had to guess, I'd say these large companies are actually quite fair in their hiring processes. Discrimination at that step in the process seems to be more common at smaller or older companies. The worst, most blatant actual case I have seen was the IT dept at a medium-sized bank.
At FB and Google I'd guess "career advancement" is more susceptible to biases. As company tries to create "shallow hierarchies", the risk of competition devolving into the law of the jungle increases (but, as I said, only guessing. Have no experience with them).