How to mitigate bias in the interview process

Unconscious bias can lead to preferential treatment for candidates who look or dress like the interviewer. Photo by: Andrea Piacquadio from Pexels

GLASGOW, Scotland — Bias in the hiring process starts with the job description and continues through the interview stages, where an individual’s prejudices — even those that are subconscious — can influence the questions they ask and how they analyze a candidate’s response.

Devex's top advice from 2019 on diversity and inclusion in the workplace

From supporting LGBT staff in the field to overcoming the financial barriers to starting a career in development, catch up on the top diversity and inclusion advice from Devex in 2019.

Biases based on gender, race, class, education, and physical abilities can significantly disadvantage candidates, experts say. As a result, organizations often end up hiring people who most resemble their existing team.

About the author

  • Emma Smith

    Emma Smith is a Reporter at Devex. She covers all things related to careers and hiring in the global development community as well as mental health within the sector — from tips on supporting humanitarian staff to designing mental health programs for refugees. Emma has reported from key development hubs in Europe and co-produced Devex’s DevProWomen2030 podcast series. She holds a degree in journalism from Glasgow Caledonian University and a master's in media and international conflict. In addition to writing for regional news publications, she has worked with organizations focused on child and women’s rights.