Inspired by the results of the famous orchestra study — where symphony orchestras began hiring more women by having people audition from behind a screen that concealed their gender — some major organizations are now using a “blind hiring” strategy to help achieve goals related to diversity. The typical blind hiring process involves stripping information from job application materials before review that could signal applicants’ memberships in specific groups and cue discrimination. Though not yet widespread, this de-biasing strategy is gaining traction: A recent survey of over 800 U.S.-based HR practitioners indicated that about 20% worked for organizations that used blind hiring and about 60% were familiar with it.