How Slack Got Ahead in Diversity, Jessica Nordell, The Atlantic (26 Apr 2018)

… proactively sought out candidates from outside traditional programmer pipelines like Stanford and MIT, recruiting through all-women’s coding camps like Hackbright, as well as programs that focus on training black and Latino programmers such as Code2040. Recruiters are trained to look at skills rather than a candidate’s university pedigree… Bias has the potential to wreak havoc on that process: Interviewers may inadvertently favor candidates who resemble themselves, and if criteria for a job are ambiguous, interviewers may mentally rejigger those criteria to fit whatever a favored candidate has. The technical term for this is “redefining merit,” and it’s a classic manifestation of bias.

shared on 30 Apr 2018 by Andrew Dai