This Women’s History Month, Cut Unconscious Bias From Your Interviews With These 6 Tips [Infographic]

March is Women’s History Month in the US, which means many companies are rightfully taking the time to reflect on how far working women have come — and how much further there is to go.

The danger, however, is that the discourse can quickly become self-congratulatory. Between all the flashy tweets, enthusiastic press releases, and searching think pieces, you might start to wonder whether employers are putting more time into promoting their efforts to scrap the wage gap and achieve gender parity than, you know, actually accomplishing those things.

This Women’s History Month, remember that actions speak louder than words. If you really want to do your part, consider making some concrete changes to how your company operates — especially when it comes to recruiting and promoting women candidates.

One good place to start? By removing unconscious bias from your hiring process.

It’s tricky, of course: By its very nature, unconscious bias is hard to recognize when it rears its head. (Keyword: “unconscious.”) That’s why the best approach is to put practices in place that can keep unconscious bias from ever entering the equation.

Blind hiring — mitigating the influence of a candidate’s demographic information on your hiring decision — is one good way to do this. When you institute blind hiring, you create structures that either remove demographic information from the process or make that information irrelevant. As such, you can make decisions based not on hazy gut feelings but objective comparisons between candidates.

In a new infographic, the small business insurance company Thimble offers a quick crash course on what blind hiring is — and six ways you can bring it to your company. Check out the infographic below: