Interviewing double-blind in a discriminatory system is still going to reproduce existing discriminatory dynamics.
That solution works in situations where performance is individual, the standards are largely agreed-upon and the access to training & opportunities are equally-accessible. That's why it was so effective for orchestras.
Unfortunately, computer science education remains one of the most discriminatory part of our industry, and the decades of discrimination mean people's resumes and post-education training vary already.
And finally, what makes a developer effective varies by team and context, and we don't have any consistent way to judge those things.
Luckily, there are plenty of techniques that can successfully address bias even under those situations. They just tend to be harder to sell to anxious people who want to stay centered in the majority, because they all require admitting that discrimination exists.
That solution works in situations where performance is individual, the standards are largely agreed-upon and the access to training & opportunities are equally-accessible. That's why it was so effective for orchestras.
Unfortunately, computer science education remains one of the most discriminatory part of our industry, and the decades of discrimination mean people's resumes and post-education training vary already.
And finally, what makes a developer effective varies by team and context, and we don't have any consistent way to judge those things.
Luckily, there are plenty of techniques that can successfully address bias even under those situations. They just tend to be harder to sell to anxious people who want to stay centered in the majority, because they all require admitting that discrimination exists.