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I feel like people who say this haven't read the research about our unconscious biases. My personal "hit me on the head" moment was reading about the Cincinnati Orchestra who started auditioning candidates behind a curtain and suddenly found their ratio of male:female went from 3:1 to 1:1. No one at that organization was consciously discriminating. Everyone thought as you did that they were acting without racism/sexism. And yet (at least) sexism was obvious once they removed it from the hiring equation.

And this leaves people in a quandary. How do you control for sexism when you can't just hide your candidate behind a curtain? The solution society has tried is to mandate ratios. Why they tried this makes sense. It's obvious downfalls make sense. I'm not aware of any other suggestion that is viable.

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You're behind the times- blind auditions have been disfavored by DEI-practitioners for years, on the grounds that they're not as effective as quotas.
> auditioning candidates behind a curtain

That anecdote is widely shared but inaccurate: https://reason.com/2019/10/22/orchestra-study-blind-audition...

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