That's a great example of a DEI-inspired policy that should be, at least in most cases, pretty non-controversial, and very beneficial to the company itself.
Have you tried deploying it? If you do, you'll find blind screening is extremely controversial. DEI types loathe it and will fight against it.
The reason is that de facto unofficial discrimination against white men is widespread and blind screening eliminates it, so the resulting hires are more male and western than before. Mostly this result is kept hidden within the organizations in question, but there are a bunch of reported cases where this happened publicly.
Even the famous orchestra study that kicked off the fad for these screenings supports this if you read the data tables carefully. The paper made it sound like blind screenings are better for women and racial minorities, but their data properly interpreted didn't say that.
The reason is that de facto unofficial discrimination against white men is widespread and blind screening eliminates it, so the resulting hires are more male and western than before. Mostly this result is kept hidden within the organizations in question, but there are a bunch of reported cases where this happened publicly.
Even the famous orchestra study that kicked off the fad for these screenings supports this if you read the data tables carefully. The paper made it sound like blind screenings are better for women and racial minorities, but their data properly interpreted didn't say that.