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They carried out a massive test of removing men and women’s names from applications.

They found that the male candidate was overwhelmingly preferred.

So they had to embarrassingly scrap the policy

https://behaviouraleconomics.pmc.gov.au/sites/default/files/projects/unconscious-bias.pdf

And the summary- “What we found is that de-identifying applications at the shortlisting stage of recruitment does not appear to assist in promoting diversity in hiring. In fact, in the trial we found that overall, APS officers generally discriminated in favour of female and minority candidates. This suggests that the APS has been successful to some degree in efforts to promote awareness and support for diversity among senior staff. It also means that introducing de-identification of applications in such a context may have the unintended consequence of decreasing the number of female and minority candidates shortlisted for senior APS positions, setting back efforts to promote more diversity at the senior management levels in the public service.”