If I understand where you are coming from, "landing the job interview" are the direct factors Helsinki is choosing to be blind to, like name and so forth. Am I understanding that right? If so, let me clarify the point -- the factors that Helsinki _will_ judge resumes on -- experience and so forth -- are pre-conditioned on your name (etc.). So the fact that one makes the initial cut is still driven by the factors Helsinki chose to be blind to.
> Also, I completely condemn the notion of attempting to fix the problem with affirmative action, primarily because it attempts to solve inequality(evil) with deliberate and explicit discrimination(greater evil).
I get where you're coming from on this. The method I propose, if Helsinki uses the blinding methodology, is to impose any "corrective"/affirmative actions after the the blind evaluation of skills. That way every person is ensured to be qualified (avoiding the critique of "diversity hires"). One possible (and usually a default) "corrective" approach is autarky/doing nothing.
And... that's my whole point! I appreciate the discussion.
Edit: I should have been more precise when referring to blind hiring. I meant completely blind hiring, including the "on-site" interview stage(making it "blind" could be difficult). Obviously you're also correct about the earlier life experiences which could have been impacted by numerous factors, but my perception on that is the same as with law, it shouldn't be retroactive because you can't change people's past. Besides, each case is different and applying counter-biases here is like blind shooting.