The Danger of Walled Gardens

When it comes to complex problems, the solution is often complex and multifaceted. Solving inequality and bias in hiring for example We have seen this recently in coverage of projects around the notion of de-gendering and equalising job advertisements. This is a relevant and important step to be sure – but it’s not the end[…]

2017 In Review

The end of the year always provides a great opportunity to look back at the year past, and reflect on what worked well during the year and what could be improved. More than that, it provides a chance to look forwards also, and check whether your current path leads to the targets you set for yourself,[…]

New blind hiring features!

Blind hiring is a proven way to combat unconscious bias in the hiring process. Candidates names, gender, and other identifying features can see them discarded from the shortlisting process before they’re given the chance to shine. This is a shame for the candidate of course as they are excluded for reasons beyond their control –[…]

Further research accepted at international conference

We’re pleased to announce our newest academic paper has been formally accepted for presentation at an upcoming international conference in January 2018. This paper takes a unique approach to assessing the effect of candidate name and gender on their ranking in a simulated candidate shortlisting process. Results to date suggest a number of interesting conclusions[…]

Awesome New Features

Our team have been hard at work in August implementing a number of exciting new features. This post lists a few examples of the ways were making candidate shortlisting more accurate, faster and more pleasant. Colour Coded Candidates Candidates in each portal now have their scores colour coded based on how well they score for[…]

The Risks of Quotas

Quotas for underrepresented groups are commonly used by organisations to measure and improve diversity outcomes. These quotas play a role in providing an objective target to aim at. They ensure we hold ourselves accountable and measure progress over time, encouraging action above and beyond ‘just talk’. Yet there is nevertheless a risk in approaches that[…]

Our Academic Papers @ IOP Conference 2017

We recently presented our second and third co-authored, peer reviewed papers at the International Organisational Psychology Conference in Sydney. These papers were produced in collaboration with our research partners at the University of Western Australia business school. The abstract for each paper is available to download below: Paper 1 : A​ ​bibliometric​ ​review​ ​of​ ​the​[…]