I appreciate that you and your company is doing this. Many years back, I sat on the graduate school acceptance board for my department at a tier-1 research university. Before we were given the applications, we were given a spreadsheet with the applicants name, GPA, GRE, and last university. This led the members on the committee to immediately pull the applications from the known universities and given them preferential treatment. This made it difficult for students who came from underrepresented groups to have their application appropriately considered. They may have had good research and work experience, taken the appropriate classes, but they went to local state schools, not tier-1 universities. Literally, I was told one student was a B-student at Columbia, which is like an A-student anywhere else. Anyway, I lobbied to have all of this information stripped in the future, but my request was denied. I'm glad someone is doing it. In my belief, if the majority of workplaces used this process, a large amount of implicit bias and discrimination during hiring would be eliminated.
That's basically the intent -- remove elements that sway us.
And for sure, we're not _anti_ credentials. If you have earned your MBA, we're not looking to avoid you. We have some great colleagues who have earned degrees from very good schools (including elite ones).
We've just found that those colleagues can stand on their own work, and their abilities shine through. Credentials don't impress us; work ethic, moral code, positive personal energy, and drive -- that gets our attention.
