The Effect of the Rooney Rule on Implicit Bias in the Long Term

Abstract

The Rooney Rule, originally proposed to counter implicit bias in hiring, has been implemented in the private and public sector in various settings. This rule requires that a decision-maker include at least one candidate from an underrepresented group in their shortlist of candidates. Recently, [42] proposed a mathematical model of implicit bias and studied the effectiveness of the Rooney Rule when applied to a single selection decision. However, selection decisions often occur repeatedly over time; e.g., a software firm is continuously hiring employees or a university makes admissions decisions every year. Further, it has been observed that, given consistent counterstereotypical feedback, implicit biases against underrepresented candidates can change.

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