职业与工作方法blog.interviewing.io
我们在技术面试中用语音调制掩盖性别：结果如何
We built voice modulation to mask gender in technical interviews
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导读
interviewing.io 的创始人讲述了他们做的一个实验：把技术面试中候选人的声音做变调处理，让面试官听不出性别，看看匿名化能否缩小男女候选人的评分差距。结果发现遮蔽性别对面试表现评分几乎没有影响，性别差异依然存在；他们推测原因之一是女性在收到负面反馈后更容易退出平台。
为什么经久不衰：它用真实平台数据做了一次少见的对照实验，并且得出了与直觉相反的结论——这让它成为讨论招聘偏见时经常被反复引用的经典案例。
HN 评论精选
质疑实验是否真的实现了性别遮蔽，并建议用"感知性别"作为变量改进设计。
我很希望他们验证一下性别遮蔽到底有没有生效。即便声音被变调，一个人的行为模式仍可能带有性别特征，从而影响面试官的打分——我估计自己光凭其他线索就能相当准确地猜出变声者的性别。他们本可以在评估环节让面试官填写"确定男/可能是男/不确定/可能是女/确定女"，这样就能把变声当作感知性别的工具变量，在控制真实性别后更准确地估计"被感知的性别"带来的影响。希望下一轮实验能这么做。
benkuhn查看英文原文
I would really have liked to see them check whether the gender-blinding actually worked. Even if someone's voice is modulated, they may have gendered behavior patterns that could influence someone's performance ratings. I wouldn't be surprised if I could guess the gender of a voice-modulated person pretty accurately from other cues. To combat this, they could have asked the interviewer during the performance assessment whether they thought the applicant was definitely male/probably male/unsure/probably female/definitely female. Then you could use voice modulation as an instrument for perceived gender and get a better estimate of the true effect of perceived gender when controlling for actual gender. Hope they do something like that for the next round of experiments!
提出"低于预期反而加分"的假设，并追问合作方反应、偏见能否消除及入职后的长期表现。
读的时候有几点想法：1）你提到被变声成女声的男性得分往往高于被变声成男声的女性——这是因为男性实际表现更好，还是面试官对女性候选人的期望本来就低？我的猜测是，如果面试官因无意识偏见预期你表现差，而你实际只是中规中矩，反而会因为"超出预期"得到更高评价。2）Mattermark、Yelp 这些合作方对结论有何反应？会改变他们的招聘方式吗？3）如果有足够的时间和资源，你认为面试中的性别偏见真的能被消除，还是只能被尽量减小？4）顺着第 3 点，你们会对成功入职的人做后续跟踪吗？我很想知道面试表现好的女性在公司长期表现如何——偏见也许不只存在于面试环节。
Jemaclus查看英文原文
Hi Aline! Great read, as always. I had a couple of thoughts while reading: 1) One of the things you mentioned was that men whose voices were modulated to sound like women tended to score better than women whose voices were modulated to sound like men. Do you think that's because the men actually performed better than women, or do you think it's possible that interviewers have a lower set of expectations for female interviewees? Or some other reason? My hypothesis at this point is that, all other things being equal, it seems like if an interviewer expects you to do poorly because of an unconscious bias against women, and you actually do perfectly average, the interviewer might rate you higher simply because you surprised him. Does that make sense? 2) How did your partners (Mattermark, Yelp, etc) react to your findings? Will this change how they hire in the future or how they use interviewing.io? 3) Given enough time and resources, do you think it's really possible to eliminate gender bias in interviews (through techniques like this, or otherwise), or do you think the best we can do is minimize it? 4) Piggybacking off #3, do you do follow-ups with the companies after you've placed people? I'd be interested to see whether women who did well in the interview actually do well at the companies long-term -- perhaps those biases extend beyond the interviewing process, as well! Keep up the good work! :)
用乐团盲选研究作为旁证，说明彻底的盲测确实能改善女性的录用率。
交响乐团试奏的性别盲选（通常用幕布遮挡演奏者，几乎万无一失）已被证明能提高女性被录用的比例，可参见 Claudia Goldin 与 Cecilia Rouse 的论文《Orchestrating Impartiality: The Impact of "Blind" Auditions on Female Musicians》。
ranko查看英文原文
Gender blinding in orchestral auditions (which usually involves screening the performers from sight and thus is pretty-much foolproof) has been shown to improve the percentage of women who are hired. See, for example, 'Orchestrating Impartiality: The Impact of "Blind" Auditions on Female Musicians', Claudia Goldin, Cecilia Rouse: http://www.nber.org/papers/w5903
引用澳大利亚盲招试验的数据，说明姓名层面的偏见确实存在。
这让我想起澳大利亚政府做过的盲招实验：把简历中的性别信息去掉后，给候选人配上男性名字会让其获得面试机会的概率降低 3.2%，配上女性名字则提高 2.9%。
sqrt_1查看英文原文
This reminds me of when the Australian government did blind recruitment. "Blind recruitment means recruiters cannot tell the gender of candidates because those details are removed from applications." "The trial found assigning a male name to a candidate made them 3.2 per cent less likely to get a job interview. Adding a woman's name to a CV made the candidate 2.9 per cent more likely to get a foot in the door." https://www.abc.net.au/news/2017-06-30/bilnd-recruitment-trial-to-improve-gender-equality-failing-study/8664888
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