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Blind Resume Screening to Mitigate Bias in the Hiring Process : = the Case of the Western Carolina University Workforce.

Record Type:	Language materials, manuscript : Monograph/item
Title/Author:	Blind Resume Screening to Mitigate Bias in the Hiring Process :/
Reminder of title:	the Case of the Western Carolina University Workforce.
Author:	Adams-Dunford, Jane.
Description:	1 online resource (100 pages)
Notes:	Source: Dissertations Abstracts International, Volume: 85-06, Section: A.
Contained By:	Dissertations Abstracts International85-06A.
Subject:	Educational leadership. -
Online resource:	click for full text (PQDT)
ISBN:	9798381153378

Blind Resume Screening to Mitigate Bias in the Hiring Process : = the Case of the Western Carolina University Workforce.
Adams-Dunford, Jane.

Blind Resume Screening to Mitigate Bias in the Hiring Process :the Case of the Western Carolina University Workforce. - 1 online resource (100 pages)

Source: Dissertations Abstracts International, Volume: 85-06, Section: A.

Thesis (Ed.D.)--Western Carolina University, 2023.

Includes bibliographical references

As the face of higher education has changed, the need for a more diverse workforce has increased. It is aspirational and essential for students of color to see themselves reflected in the faces of their faculty and staff. Campus diversity enriches the educational experience for all faculty, staff, and students. Unfortunately, the rate of hiring faculty and staff of color has not kept pace with the increase in enrollment for students of color. A review of several aspects of the hiring process pointed to implicit bias contributing to applicants of color being rejected early in the hiring process. Western Carolina University's (WCU) Equal Employment Opportunity (EEO) data indicated that applicants of color did not advance as far as White applicants in the hiring process. Improvement science, as a methodology, provided the foundation for this problem-focused improvement initiative. In this intervention, I implemented blind resume screening to mitigate bias in the hiring process, focusing on increasing the number of qualified applicants of color who advance to the seriously considered and interviewed stages. During the improvement intervention, four pieces of data were redacted that could identify an applicant's race or ethnicity in the cover letter and resume: (a) the applicant's name, (b) address, (c) university attended, and (d) professional affiliations. Although, I aimed to increase the number of qualified faculty and staff of color who advance to the interview phase at WCU through the results of this study, this approach is not absolute. More research is needed to understand the impact of blind resume screening on improving diversity in the workforce.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2024

Mode of access: World Wide Web

ISBN: 9798381153378Subjects--Topical Terms:

585508
Educational leadership.
Subjects--Index Terms:

Blind resume screeningIndex Terms--Genre/Form:

554714
Electronic books.

Blind Resume Screening to Mitigate Bias in the Hiring Process : = the Case of the Western Carolina University Workforce.
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500 $a Advisor: Lomotey, Kofi.
502 $a Thesis (Ed.D.)--Western Carolina University, 2023.
504 $a Includes bibliographical references
520 $a As the face of higher education has changed, the need for a more diverse workforce has increased. It is aspirational and essential for students of color to see themselves reflected in the faces of their faculty and staff. Campus diversity enriches the educational experience for all faculty, staff, and students. Unfortunately, the rate of hiring faculty and staff of color has not kept pace with the increase in enrollment for students of color. A review of several aspects of the hiring process pointed to implicit bias contributing to applicants of color being rejected early in the hiring process. Western Carolina University's (WCU) Equal Employment Opportunity (EEO) data indicated that applicants of color did not advance as far as White applicants in the hiring process. Improvement science, as a methodology, provided the foundation for this problem-focused improvement initiative. In this intervention, I implemented blind resume screening to mitigate bias in the hiring process, focusing on increasing the number of qualified applicants of color who advance to the seriously considered and interviewed stages. During the improvement intervention, four pieces of data were redacted that could identify an applicant's race or ethnicity in the cover letter and resume: (a) the applicant's name, (b) address, (c) university attended, and (d) professional affiliations. Although, I aimed to increase the number of qualified faculty and staff of color who advance to the interview phase at WCU through the results of this study, this approach is not absolute. More research is needed to understand the impact of blind resume screening on improving diversity in the workforce.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2024
538 $a Mode of access: World Wide Web
650 4 $a Educational leadership. $3 585508
650 4 $a Higher education administration. $3 1148709
650 4 $a Higher education. $3 1148448
653 $a Blind resume screening
653 $a Diverse workforce
653 $a Hiring process
653 $a Implicit bias
653 $a Interviews
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690 $a 0449
690 $a 0446
690 $a 0745
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710 2 $a Western Carolina University. $b Educational Leadership & Foundations. $3 1182050
773 0 $t Dissertations Abstracts International $g 85-06A.
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