In my second book, Blink, I told the story of how orchestras made much smarter recruiting decisions once they had prospective hires audition behind a screen. Taking information away from the hiring committee made for better judgments. But that was because the information gleaned from watching someone play is largely irrelevant. If you’re judging whether someone is a good violin player, knowing whether that person is big or small, handsome or homely, white or black isn’t going to help. In fact, it will probably only introduce biases that will make your job even harder.
