So you are suggesting that discrimination on skin color is complicated? That discrimination based on prospect is older the the person conducting the interview is not something you can just say avoid? That a woman wouldn't fit into your macho 'Brogrammer' culture? I'd go on but you seem to be a fan of very short sighted thinking.
Check that. I would like to suggest that wisdom from the prehistoric days of programming seems to fit best here: 'Use the right tool(individual) for the task' Nothing else is relevant. The only subject worthy of discussion in an interview is can they do the job. If the answer is yes then you can solve 'other' problems after they become a problem...
People have unconscious biases. Merely telling them to avoid those biases is unhelpful. Giving them ideas how to avoid those biases is more helpful.
"Have someone screening applications. That person also removes anything that identifies protected characteristics" is one tip. (In the UK those are age, disability, gender reassignment, marriage or civil union, pregnancy and maternity, race, religion, sex, and sexuality. In the US they are race, colour, religion, national origin, age, sex, sexuality, pregnancy, citizenship[1], familial status, disability, veteran status, and genetic information.)
Check that. I would like to suggest that wisdom from the prehistoric days of programming seems to fit best here: 'Use the right tool(individual) for the task' Nothing else is relevant. The only subject worthy of discussion in an interview is can they do the job. If the answer is yes then you can solve 'other' problems after they become a problem...