Minimising bias in hiring.

How we minimise bias in hiring

Bias in hiring is hard to eliminate entirely. These are the specific steps we take to reduce its influence throughout our hiring processes.

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Consistent assessment criteria

For each role, assessment criteria are defined in advance. Your interviewer may probe further based on what you say – that's how we get accurate signal on depth – but the criteria the panel is evaluating are set before the process begins and designed to be applied consistently across candidates.

Consistent scoring and calibration

Each question has a scoring guide with clear definitions. Where two interviewers are involved, each scores your answers independently before any debrief discussion. Differences are then discussed and resolved against the defined criteria – reducing the risk that seniority or group dynamics, which have at times influenced assessment across the industry, shape the outcome.

Codenames on tasks and tests

When you complete a take-home task or test, you're assigned a random codename. The marking panel sees only the work itself – no name, CV, or identifying information. Where the process includes a task or test, the interview panel sees your CV only after the marking panel has completed their assessment.

Independent feedback before debrief

Each interviewer is asked to submit feedback independently before any group discussion takes place. This is designed to ensure every member of the panel commits to their own view before hearing anyone else's.

Transparent salaries, benefits, and policies

Where possible, iwoca advertises salary bands, benefits, and relevant policies in every job description. Publishing salary bands and benefits policies reduces the negotiation variable, which has at times disadvantaged underrepresented groups across the industry. It also means anyone whose circumstances make certain information a deciding factor can make that call themselves – rather than self-selecting out before the process begins, or discovering a deal-breaker at the end of it.

Measuring outcomes

Process design alone doesn't tell us whether bias is actually being reduced. Every applicant receives a diversity and inclusion survey, inviting voluntary self-identification across age group, gender identity, and ethnic identity. We also ask whether the process felt free from unfair bias. iwoca uses both to identify where the process may be producing unequal outcomes and to inform how we improve over time.

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