The two-hour training, conducted by Kraft’s team, includes examples of internal initiatives to counter the negative effects of bias. For example, there is a push within the technology team to interview candidates for “a culture add versus a culture fit” — that is, valuing people based on their different viewpoints rather than their similarities, Kraft said. Another example given is the recruiting process in the software engineering department, which requires hiring managers to conduct interviews without seeing candidates’ resumes so that they’re not influenced by factors like the pedigree of their school, she said.