In 1980, the Toronto Symphony Orchestra began hiring musicians blindly by putting them behind a screen. The orchestra went from being comprised almost entirely of white males in the 1970s to being almost half female and much more diverse today. Which begs the question: why isn\u2019t blind recruitment used more often? It\u2019s not a new idea. The practice is in fact gaining in popularity. This past year the Government of Canada launched a name-blind hiring pilot project. In general, blind recruitment involves removing identifying information like gender, age, ethnicity and in some cases even years of experience from r\u00e9sum\u00e9s to prevent bias in the hiring process. Britain adopted a blind recruitment policy for its civil service in October 2015. The Canadian pilot project, which includes six departments of the federal government (National Defence, Global Affairs Canada, Immigration, Refugees and Citizenship Canada, Public Services and Procurement Canada, Environment and Climate Change Canada, and the Treasury Board of Canada Secretariat) is focused specifically on name-blind hiring to prevent bias towards people with ethnic-sounding names.