Employing a “distance-traveled” metric for hiring. We take into account where a job candidate came from and how many obstacles they had to overcome to get to our door. We believe, and it’s borne out in practice, that this can be an important measure of work ethic and resilience.
Dear Investors: So You Want to Take Diversity Seriously (Part 1)
Mitch & Freada Kapor

This is a great sounding idea. How do you (recommend others) interview for/assess this? Untrained/unstructured interviews can be notoriously biased. I’d be fascinated to learn what if anything you’ve put in place as far as fair, repeatable interview process to assess this metric?