Use consistent, well-defined evaluation criteria
We are all biased. What can we do? The ALBA Declaration on Equity & Inclusion advises to implement unbiased selection, hiring, and assessment, by using consistent, well-defined evaluation criteria. This article provides useful tips & resources on best practices about evaluation criteria.
Judgements are often made on candidates, promotions, grants, etc. – consciously or unconsciously – with the gender or other identity features as fundamental considerations. Humans are said to make subjective decisions on whether they like or dislike someone on both tangible and intangible characteristics within the first few seconds of contact. People hold biases – even unwillingly – that affect their decisions, and can emphasize certain credentials that are reflective of bias. An applicant assessed by impartial criteria, is more likely to have an objective evaluation.
- Commit to hiring / evaluation criteria before reviewing candidates
- List requirements and experience desired as generally as possible.
Examples of best practices:
- Revising evaluation metrics for graduate admissions and faculty advancement to dismantle privilege, Nature Neuroscience
- The Hong Kong Principles for Assessing Researchers: Fostering Research Integrity, OSF Preprint
- HR Excellence in Research, University of Antwerp (BE)
- Managing internal nomination and peer review processes to reduce bias, Research University of Michigan
- Peer Review At Science Publication, Science
About the confidence gap:
- Why Women Don’t Apply for Jobs Unless They’re 100% Qualified, Harvard Business Review