Formalise and clarify roles during the meeting, including the role and responsibilities of the chair.
Adopt clear guidelines for the structure of the meeting.
Formalise and structure of discussions to ensure that everyone has the opportunity to speak.
Ensure the diversity of the panel in terms of age, gender and nationality.
Have fixed seating arrangements.
Formalise assessment criteria and instructions.
Ensure that members have undergone gender and bias training.
Is the panel’s assessment significantly different at the end of the meeting than at the beginning? How? Why?
Don’t rush – pressure of time and snap decisions increase the risk of generalisation/bias.

Further reading

Ahlqvist, Veronica, Andersson, Johanna, Berg, Söderqvist, Lisbeth & Tumpane, John (2015) En jämställd process – en kvalitativ undersökning av bedömningen av forskningsbidragsansökningar 2014. Stockholm: Vetenskapsrådet Tillgänglig på: https://www.vr.se/analys-och-uppdrag/vi-analyserar-och-utvarderar/alla-publikationer/publikationer/2015-04-03-en-jamstalld-process.html

Gvozdanović Jadranka & Maes Katrien Implicit bias in academia: A challenge to the meritocratic principle and to women's careers - And what to do about it. ADVICE PAPER no.23 - January 2018. LERU: Leauge of European Univeristies. Tillgänglig på: https://www.leru.org/files/implicit-bias-in-academia-full-paper.pdf