If you merely know about the race/sex/whatever of your candidates then you're already giving some weight to those attributes whether you want to or not.
If we had some way of scoring candidates numerically, then yes, you'd just pick the biggest number. But I've never heard of a hiring system that worked like that. There's always some subjectivity. You can look at a bunch of resumes and rank them, but a good chunk of that ranking is guesswork and opinion. That gives room for your biases to play, and you'll end up with the "best" candidates tending to match those biases. And don't tell me you don't have any racial or gender biases; you do, everybody does.
You shouldn't give up a 9.9/10 because he's white, and hire a 2.4/10 because she's black. But if you have a bunch of candidates around 8/10, consider hiring the minority candidate who's a 7.9 rather than the candidate who matches the existing demographics of your team and is an 8.1. Your numbers are probably ±3 anyway, so it's not the irrational decision it sounds like it would be in a universe of pure numbers.
So you'll just take a guess at your biases and then try to counteract them arbitrarily?
I'd like to know how you even begin to judge what ethnicity someone is just by looking at them. Sounds like an extremely fraught game to play.
Part of the answer is surely to try your utmost to take all the subjectivity out of the process. I've mentioned it here previously, and people said that they enjoy getting to make subjective value judgments of candidates. I think that is a poor attitude.
This is the kind of process I was thinking:
One person strips CV's of irrelevant info (names, ages, schools, etc). They hand that to another person who decides who to interview.
When the candidate is interviewed, pre-determined questions get asked, and then notes are taken of their answers and any relevant info, and that gets handed over to the person who makes the ultimate hiring decision.
Even that process probably leaks a bit, but it's better than simply trying to guess.
You don't have to guess at your biases. Look at the demographics of your company and you will see them.
Your idea sounds great too. I think there's still room for error there, in how the questions are formulated or answers interpreted. Think a mild version of the old Jewish Problems. But it could certainly make things a lot better.
If we had some way of scoring candidates numerically, then yes, you'd just pick the biggest number. But I've never heard of a hiring system that worked like that. There's always some subjectivity. You can look at a bunch of resumes and rank them, but a good chunk of that ranking is guesswork and opinion. That gives room for your biases to play, and you'll end up with the "best" candidates tending to match those biases. And don't tell me you don't have any racial or gender biases; you do, everybody does.
You shouldn't give up a 9.9/10 because he's white, and hire a 2.4/10 because she's black. But if you have a bunch of candidates around 8/10, consider hiring the minority candidate who's a 7.9 rather than the candidate who matches the existing demographics of your team and is an 8.1. Your numbers are probably ±3 anyway, so it's not the irrational decision it sounds like it would be in a universe of pure numbers.