Measurement is key to reducing unconscious bias. Without tracking the success of your efforts, it is difficult to know what is working well and what efforts are not. Collecting applicant demographic data and information around how candidates fare at each stage of the hiring process (from who applies to who gets offers) provides valuable insight into where bias may be interfering. Additionally, measuring and tracking how candidates experience the hiring process is equally important. Collecting data around satisfaction, feelings of inclusion, and perceptions of whether diversity is valued offers insight into how candidates of different backgrounds experience the hiring process.

Regularly collecting and monitoring these types of data will enable you to spot disparities and inconsistencies, such as giving preferential treatment to candidates from top schools, which are overrepresented by White students,1 or to referrals, which tend to perpetuate homogeneity.


Strategies and Tools

Greenhouse Inclusion's data and reporting features allow you to create custom demographic questions that will be posed to candidates when they submit an application. Additionally, you can also include diversity and inclusion questions in your organization's Candidate Survey. By tracking candidate responses to these questions in reports such as the Pipeline by Demographics report, your organization can evaluate the steps you are taking to encourage diversity and inclusion.


For more information on collecting and reporting on demographic questions, click the links below:




1. Lam, A. (2017, January 30). White Students' Unfair Advantage in Admissions. The New York Times. Retrieved from

2. McPherson, M., Smith-Lovin, L., & Cook, J. M. (2001). Birds of a Feather: Homophily in Social Networks. Annual Review of Sociology,27, 415-444. doi:10.1146/annurev.soc.27.1.415; Ingraham, C. (2014, August 25). Three quarters of whites don’t have any non-white friends. The Washington Post. Retrieved from