The last time I shortlisted people for interview, HR had removed names and any other identifying information.

"So, candidate 24892 looks strong."

I don't know if I have unconscious biases, but this method was unlikely to make things less fair.

That sounds like a very good move to let people have an equal opportunity to "get a foot in the door", so to speak, but I'm genuinely curious how biases may be reduced during the interview process (be it telephonic or direct) and interview questions that may be directed at one's experience? Is this even possible without having dedicated "how to interview people" learning sessions and monitoring?

Yea definitely the company can do that on their end. Harder for you to do as an applicant though.

Is it really, though? It's possible they'd never need your real name until you filled out tax forms after being hired.