Zhu, LukeDe La Cruz Alfaro, Diana Ines2025-07-232025-07-232025-04-032025-07-23https://hdl.handle.net/10315/42996Implicit bias, unconscious attitudes that influence decision-making, remains a critical barrier to achieving Diversity, Equity, and Inclusion (DEI) goals (Stephens et al., 2020). Despite evidence linking diversity to organizational performance (Hunt et al., 2015), racial and ethnic minorities continue facing higher unemployment (Wanberg et al., 2020). This disconnect suggests that DEI strategies may lack integration or fail to address embedded biases in hiring (Dobbin & Kalev, 2016). Using a multidisciplinary lens and an inductive qualitative approach, this study investigates current strategies for mitigating hiring bias by examining evidence-based employers’ post-COVID practices and the biases job seekers reported to have encountered. Key findings reveal misalignment and inconsistencies such as limited bias recognition despite strong DEI awareness, subjectivity in recruitment practices, and bias manifestations like accent bias and undervaluation of international experience affecting immigrants and newcomers. The research offers actionable insights to address these vulnerabilities, promoting equity and inclusivity in recruitment.Author owns copyright, except where explicitly noted. Please contact the author directly with licensing requests.ManagementBusinessPsychologyElectronic Thesis or Dissertation2025-07-23Implicit biasCandidate experienceDecision-makingDiversityEquity and inclusionHiringJob seekerInterviewsRace and ethnicityRecruitmentRésuméSocial inequality