I think that speaks to my next question. On the one hand, some of the arguments for a name-blind or anonymous hiring process come from the point of view of wanting to reduce discrimination in the hiring process. There's also a positive argument. If we say we want to foster a more meritocratic hiring environment, then we want to remove things that are not based on performance and see people go through.
I'm just wondering if there isn't a positive argument for anonymous hiring based on trying to leave out factors that aren't related to performance, and then how that interacts with any programs or principles that would have to do with purposely trying to hire equity-seeking candidates. Do you have policies in place? Have you looked at how you weigh those different values against each other in the hiring process?