Three concrete ways to reduce bias in hiring: remove names from applications so candidates are judged only on qualifications, use objective measurable criteria instead of vague "fit," and rewrite job descriptions in gender-neutral language to attract a wider pool.
And then there's always best practices in terms of diversity and inclusion where you can consider blind hiring practices where you remove names and, and those types of things from, from applications to give everybody sort of a fair shot at the same job. And then having objective criteria that you can measure those, those potential employees against. So it's not really about fit because fit can mean lots of different things, but it it can sometimes work against some of these journeys that we're talking about. And then another, another good practice, and there are many, these are just some examples, is considering revising job descriptions to have gender-neutral language.
