This project was a graduate-level white paper analyzing diversity, equity, and inclusion in the candidate screening process. I focused on how hiring systems, job descriptions, and evaluation methods can unintentionally create barriers for certain applicants even when organizations aim to be inclusive.

The paper combined academic research with real-world workplace examples to examine how bias can appear in recruiting tools, automated screening, and early hiring decisions. I reviewed multiple research articles and synthesized the findings into practical recommendations for improving fairness in the candidate experience.