There have been many studies that show bias in the a screening process when gender or ethnicity are known. Ideally, the hiring manager should be given anonymized resumes so they can better make objective decisions about the candidates.
You can't avoid it forever, but it's more critical in the early stages where small signals have a big impact. If you've invested enough time in a candidate to do an interview, you're more (subconsciously) motivated to plow through (subconscious) biases.
It's been my experience that this often happens nowadays - either the third party recruiter or HR removes identifying information from the resume before passing it onto the hiring manager. I've seen my resume with this treatment during interviews.
It may be because I’m hiring for very senior roles, but you can bet I’m looking on LinkedIn and github before bringing someone on-site. Doesn’t mean you have to be on there, but for sure I’m looking to see if I know a connection or have a look at your code and commit habits.
Perhaps we should do phone only interviews with voice changing tech.