voice.of.diversity

Rethinking recruitment. Getting to know talent in a new way.

In anonymous auditions, you first get to know students based on their skills—regardless of physical characteristics and unconscious biases. This allows you to discover new talent and gain valuable insights for equitable recruiting.

Your Benefits

Get to know talent based on their skills rather than first impressions
Gain access to talent that might otherwise go undiscovered in traditional processes
Reflect on recruiting processes and gain insights for greater equal opportunity
Use unconscious bias training as an internal professional development program for employees
Position your company as a modern and diverse organization
Use students’ resumes to expand your talent pool

Suitable for:

Companies that...

actively practice and promote diversity and equal opportunity;
want to try out innovative recruiting approaches;
want to tap into new target groups;
want to reflect on their recruiting processes and reduce unconscious biases;
want to recruit from selected (English-language) degree programs at TU Wien

Here's how it works:

Your company representatives will participate in a training session on unconscious bias and diversity (which can also be used as internal professional development).
Students will answer company-specific questions in advance.
Anonymous auditions: Get to know the students directly at TU Wien
Step: 30-minute DEBIAS chat
without video or audioStep: 15-minute
live conversation
Reflection on the conversations and experiencesAfterward, you will receive the resumes of the participating students

Dates

The next session will take place in the winter semester of 2026.
The course is offered once a year.
“voice.of.diversity” is a regular course and is worth 1 ECTS credit in the TU Wien Transferable Skills Catalog.

You can find more information starting on page 56 of the service catalog:

Servicecatalog

What is unconscious bias?

Unconscious bias and related cognitive effects influence our perception in many areas of life: In recruiting in particular, however, these biases can have serious consequences!

Effects such as the "halo effect" make people we like appear more competent. Unconscious, internalized, racist or xenophobic tendencies can also influence our assessments simply by looking at a person's surname.

Impressions:

Lukas Ramach (Managing Director BOC Group): “Diversity in all its facets was embedded in our company culture long before it became a trending topic. We’re convinced that this diversity helps us, as a company, come up with better solutions for our customers. When we heard about the ‘voice.of.diversity’ initiative from the TU Career Center, it was immediately clear that it was a perfect fit for us. The clear focus on giving opportunities to people who may not always have it easy, combined with scientifically grounded support, really appealed to us. The format helped us become even more aware of where we still face biases, despite all our openness. The reality is that you can’t tell from the responses in the chat tool what kind of person is actually sitting in front of you. There’s a discrepancy between how applicants actually come across and the image you have of them in your mind—which leads to some surprises. The best outcome is that, from every round, we’ve found employees who are still with our company today.”

Sabine Leisentritt (Human Resources Manager at WIEN ENERGIE) summarizes her experiences from the day: “This event has opened our eyes to many things, and we would like to rethink our recruiting process in the future to eliminate potential biases as much as possible.”