Can Use of Technologies help Reduce Biases in Academic Recruitment?

The benefits of a diversified workforce are undeniable. This research aims to contest the conceptualisation of inclusion and the impact of biases in academic appointments. It is argued that the semantics of inclusion is significantly framed [during recruitment] by the selection panel members' and technology biases around the candidate's identity. Individuals use questionable arguments to justify implicit biases around race, gender, ethnicity and religion. This research has examined how the biases impact peoples' self-perception, predominantly in the minority in universities' recruitment process. This study is positioned to inform prospective academics in understanding the recruiter's preferences while also stimulating change in the higher education academic recruitment process and thereby demonstrate universities' genuine commitment to cultural diversity and inclusivity among academic staff and students. In the workshop, the preliminary findings of the study will be discussed in relation to actions needed to be taken to reduce the biases generated by recruitment systems and technologies.