HIRING BIAS AND HR INTERVENTIONS WITH REFERENCE TO BANK OF BARODA

Abstract

This inquiry seeks to investigate how hiring prejudice affects diversity at Bank of Baroda and what HR has done to remedy it. Geographic, age, gender, and socioeconomic prejudices were assessed to identify their impact on career chances. Blind recruiting, VR screening tools, and bias awareness workshops are used by specialists to assess HR prejudice. Data-driven institutional frameworks and policies promote diversity, impartiality, leadership, and company culture. The findings show that focused interventions eliminate bias, boost morale, satisfy customers, and inspire creativity. All of these characteristics create a more varied and innovative staff.