Company x is a large financial institution with over 100k employees worldwide. They believed that their organization was unbiased in their future employee selection process but wished to confirm this.

They used our tools in their 2nd round selection process for three months and compared the results with a previous baseline. The results showed that, using our tools, they were 9% more likely to put a non white candidate through to the next round, 8% more likely to “pass” a female candidate, 2% more likely to further consider someone from the LGBT community and 12% more likely to further interview someone over 50

Orchestra Selection Process

The difficulties associated with proving and addressing gender discrimination in hiring processes have presented policymakers with a major challenge over the past few decades. In an attempt to overcome gender-biased hiring, a vast majority of symphony orchestras revised their hiring practices from the 1950s. Many orchestras opened up their hiring process to a range of candidates, rather than only hiring musicians who were handpicked by the conductor. As a result of these changes, most orchestras now hire new players after about three rounds of live or recorded auditions: preliminary, semi-final, and final. Additionally, as part of these revisions, a number of orchestras adopted “blind” auditions whereby screens are used to conceal the identity and gender of the musician from the jury. In the years after these changes were instituted, the percent of female musicians in the five highest-ranked orchestras in the nation increased from 6 percent in 1970 to 21 percent in 1993. Given the low turnover found in most symphony orchestras, the increase in female musicians is significant. In this seminal study, the authors examine whether these new hiring practices were responsible for the increase observed in women’s employment in symphony orchestras.