[wozniacki]

As with many other one-off cases in this & other threads, one instance does not a rule make.

Just because your experience was fairly positive, that does not negate the general trend of such occurrences in hiring decisions among such pairs ( Greek-Turk, Indian-Pakistani, Japanese-Korean, Japanese-Chinese, Russian-Polish, Serb-Bosniak, Serb-Croat French-Algerian and countless other pairs in the Middle East & other parts of the world )

Theres surely some information that can be gleaned from anecdotes & oral histories. But we need data & objective studies to back them up if we are to make any progress on these issues.

[gryn]

but by using this pairing logic you would have to rule out any British person from interviewing basically more than half of the planet. french people from interviewing almost anyone from an African country and many more, Americans-UK, etc ...

if you do the exhaustive listing probably no one can interview/manage anyone.

and this is before taking into account more finer grained ethnic/religious/cultural/social clashing differences.

[wozniacki]

Are you saying that

  a) since such a cumbersome effort to weed out highly
  probable biases, that go unnoticed or unchecked, would
  likely be too prohibitively expensive for employers to
  undertake and hence any such lofty expectations should be
  done away with or 
  b) are you denying the possibility that such biases can
  exist in huge numbers in hiring & career growth decisions?

The former might be somewhat of a valid concern - corporate governance may not have evolved enough to make room for such things yet. Although, given the pace with which other reforms have been addressed in areas of women & BIPOC representation in the workplace, this sort of thing may not be too far out in implementation.

But the latter surely is wrong. It's just that no one wants to be the first to open that can of worms. Thats all.