But it's like trying to put together the Avengers, and only hiring Hawkeyes.

Pattern matching is a problem found while reviewing resumes, from universities to previous companies worked. And again when we’re interviewing. It’s not so much just that we hire people who actually look like us. But that we hire people who have been on a similar journey to us. Who are interested in the same things we are. Who pass our invisible “culture” tests, like would we want to grab a beer with them? Or sit on a plane for 12 hours with them?

It’s what Mitch Kapor calls the “mirrortocracy”. We think we’re hiring for merit, but we’re hiring mirror images of ourselves.

We’ve started throwing around the terms “unconscious bias” or “implicit bias” - and for some people they’ve started to be seen as codewords that mean they’re just being called out for being sexist or racist.

But it’s actually a cognitive tool that helps us get through every day. It’s all the tiny assumptions that we make as we navigate the world because we’re bombarded with too much information and our brains sort it quicker than even we can recognise. And if we keep thinking of unconscious bias as an insult - or as something we can fix or eliminate by going to a single workshop - we’re missing the point.