Thank you very much.
I was going to say the same thing. I think that a fix would be to take some of the people who are working in the departments at lower levels and bring them up and give them positions of authority so that they can assess. What results would reassessment of the same applications by racialized people or people from marginalized backgrounds produce?
As a diversity, equity and inclusion consultant, I always say to people that you can't have HR do DEI work. They're not your friends. They're not there for the employee. You need to have an outside person come in and do that. That's why I agree with you. I think an outside objective position on this is really important.
The other thing I really believe in is blind evaluation, blind experimentation. I don't know if you guys know about that, but within academia, within research, we talk about blind experimentation as being really important because it takes away the biases of the researcher. I am a product or a success story of blind examination. In high school—I'm from the U.K. as you can tell from my accent—we got predicted grades from our teachers and then all our exams go to an external examination board for blind examination. I had all Bs, Cs and Ds predicted. I wouldn't be sitting here as Dr. Sabreena Ghaffar-Siddiqui speaking to you all today if I didn't have an external board of examiners marking my final exams in which I received all As. That's just an example of how blind evaluation can produce drastically different results.