• Racial bias has become covert now: Over the past 30 years approximately, there has been no change in the level of hiring discrimination however it has transformed into something more subtle and disguised. (Quillian et al., 2017).
• Resumes of minority groups get 30-50% fewer callbacks compared to resumes of white applicants not only in America but in Canada as well. When identifi able information is less obvious then the callbacks for minority groups increase (Kang, 2017).
• Bias in job hiring most commonly occurs during the initial screening stages when hiring managers can screen applicants’ resumes for information that could potentially indicate that the applicant is a non-white person (Barber, 2024).
• People rarely see themselves as part of the problem, and this often leads to false inclusivity in organizations (Jana & Diaz, 2018a).
• A 3-theory framework that includes taste-based, screening, & complementary production discrimination explores how same-race and cross-race workers fare in their productivity and efficiency. (Benson et al.,2023).

Before Pivot:

• Users mistook our early prototype for a job tracking site, not a bias-mitigation tool.
• The purpose: “empowering fair hiring” wasn’t visually or verbally clear enough.
• Job seekers wanted personalization, while employers wanted workflow efficiency.

After Pivot:

• We redesigned the interface from a job seeker-first to a recruiter-first perspective, ensuring the system addressed bias where it begins: in hiring decisions.

• Simplicity of the prototype: The user was able to easily navigate through the prototype and admired the simplicity of the design, making it easier to follow and intuitive.
• Positive task user testing: The user was given the task of “posting a job” on the job board and was able to go through the different steps of filling out the job details and posting it on the job board for applicants.
• Training modules: Post-testing, it was revealed to the user that the website participates in providing an ethnic and racial bias-free workplace, which allowed them to show their enthusiasm about the change this feature can bring to hiring practices.
• Testimonies and Partnerships: The user suggested that the first page of the prototype can have testimonials and partnerships from companies such as Workday can be included to show credibility and previous experiences from companies.