For example, if you interview other engineers for positions at your company, it is important to learn how biased outcomes happen in hiring. There are significant prerequisites for understanding how to anticipate harm and prevent it. To get to the point where we can build for everyone, we first must understand our representative populations. We need to encourage engineers to have a wider scope of educational training. The first order of business is to disrupt the notion that as a person with a computer science degree and/or work experience, you have all the skills you need to become an
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Really, that's the first order of business?
Other issues in hiring not even mentioned:
Bias based on name: "Minorities Who 'Whiten' Job Resumes Get More Interviews" https://hbswk.hbs.edu/item/minorities-who-whiten-job-resumes-get-more-interviews. Possible recommendation: hide name in parts of the process; e.g. when HM screens candidates.
Photos of candidates available on LinkedIn. Possible recommendation: You mostly only see photos of people you're already connected with or requesting connection (many of us often need visual aid to remember people).
