I have recently read the book "The Person you mean to be: How Good People Fight Bias" by Dolly Chugh published by HarperBusiness in 2018. The foreword is written by Laszlo Bock, former senior vice president of People Operations at Google. Laszlo Heard Dolly make the question at a conference: "How can it be true that some of the time all of us act in ways that aren’t perfectly ethical, but amazingly every one of us believes him- or herself to be a good person?”
Dolly studies the psychology of good people and how to fight against unconscious bias. In the book, she defines a good person as someone who is trying to be better, as opposed to persons with "bounded ethicality" that allow themselves to believe in the illusion that they act always as a good person.
The appropiate attitude allows to fight bias and forster diversity. There is quite some research about implicit or unconsciouse bias and a well know test, the IAT - Implicit Association Test - developed by the world’s experts in unconscious bias, psychologists Mahzarin Banaji, Anthony Greenwald, and Brian. You can anonymously take it at IA Test
Dolly speaks about her book in the following video - How to let go of being a good person to become a better person. The point for me is we all have biases that we are not aware of and this is relevant for talent professionals.
Unconscious bias occurs when we make a quick assessment of people, many times influenced by our background or previous experiences.
There are several problems with first impressions. First, you probably discard candidates that are brilliant. Second, you probably end up hiring people you do not know well. Last but not least, you are likely to recruit similar profiles instead of fostering diversity. And this is a big issue too.
According to Dolly Chugh´s book, we have automatic, mental shortcuts that help us "process the eleven million bits of information received every moment". Our mind has used these shortcuts very effectively during thousands of years to avoid danger. Nevertheless, this skill is not favoring our capacity to screen and choose the best candidates.
Diversity starts in the recruitment process so it would be desirable to train hiring managers. For example, Google has a plan to fight againts unconscious bias. I found this article Google's 'bias-busting' workshops target hidden prejudices published in USA Today where they explain how the Tech giant has rolled out "workshops and hands-on sessions that coach Google employees on how to address hidden prejudices".