Pearlie-2-experiential event companyCountering implicit bias, or unconscious bias, in the recruitment process to improve talent pipeline diversity may be as simple as partitioning candidate applications into different categories, according to a group of researchers. The report, Let’s choose one of each: Using the partition dependence effect to increase diversity in organizations, was published in May, and then a July 21 analysis by the authors in the Harvard Business Review (HBR) explained how categorizing applicants increases the probability that qualified, diverse applicants won’t get overlooked.

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