In the wake of the #MeToo and Time’s Up movements, employers are facing increased public pressure to diversify their workforce and implement best practices to solve persistent gender inequities that limit women’s access to positions of power and influence. As one possible approach, many employers have embraced advancements in artificial intelligence (AI) and machine learning technologies to introduce “objective” decision making into the hiring process. However, the data is often based on historical hiring data at a company, which can serve to replicate prior interpersonal, institutional bias.

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