The hiring committee can take the following three steps to help reduce bias and promote equity across the initial stages of the review process: Blind candidates’ names and PhD-granting institutions during the first round of resume screening to avoid preference for candidates who attended similar institutions to committee members. Conduct initial interviews as phone interviews rather than video calls where bias can be introduced based on candidates’ appearances, or conference interviews that depend on candidates being able to afford conference attendance. Introduce a second round of phone or video interviews before the on-campus interview to ensure institutions are interviewing a larger pool of candidates.
https://eab.com/insights/expert-insight/workplace/practices-help-diversify-faculty/
