36 | WOMEN IN THE WORKPLACE: A ROAD MAP TO GENDER EQUALITY CHECKLIST Steps for minimizing bias in hiring and promotions HIRING REVIEWS & PROMOTIONS % OF COMPANIES THAT DO THIS Set diversity targets 29% for gender 21% for gender 9% for gender & race combined 8% for gender & race combined Use automated résumé screening tools to 23% N/A reduce bias Require diverse slates of candidates be 48% 26% considered Set clear, consistent evaluation criteria before 72% 71% the process begins Require unconscious bias training for 19% 4% employees involved Provide reminders about how to avoid 36% 32% unconscious bias before the process begins Track outcomes to check for bias 78% for gender 42% for gender 35% for gender & race combined 18% for gender & race combined Research shows how biased the résumé review process can be. In one study, replacing a woman’s name with a man’s on a résumé improved the candidate’s odds 18 In another, of being hired by 71 percent. replacing a stereotypically Black-sounding name with a stereotypically white-sounding name resulted in 50 percent more callbacks— the equivalent of adding eight years of 19 work experience. 18 Rhea E. Steinpreis, Katie A. Anders, and Dawn Ritzke, “The Impact of Gender on the Review of Curricula Vitae of Job Applicants and Tenure Candidates: A National Empirical Study,” Sex Roles 41, nos. 7–8 (1999): 509–28. 19 Marianne Bertrand and Sendhil Mullainathan, “Are Emily and Greg more employable than Lakisha and Jamal? A field experiment on labor market discrimination,” American Economic Review 94, no. 4 (2004): 991–1013.