Learn How To Intercept Bias

When a hiring committee meets to discuss candidates, it’s a prime opportunity to interrupt age bias when it happens. By refocusing the hiring committee on each candidate’s core capabilities, you’ll make the team more likely to hire the best candidate, regardless of their age.

Flip each card to read about scenarios that include age bias and how you could respond to interrupt the bias. Scroll through to read them all.

IF YOU HEAR THIS

“She seems like she'll want a promotion really quickly.”

Click to interrupt the bias

YOU COULD SAY THIS

“What did you hear in your interviews that made that impression? Let's look to see if she has a history of job-hopping.”

Click to flip back

IF YOU HEAR THIS

“Do you think she’ll stay in the role long enough? She might be close to retirement.”

Click to interrupt the bias

YOU COULD SAY THIS

“We can’t really predict how long any candidate will stay—people leave roles for lots of reasons. Let’s focus on whether she’s the best person for the job right now.”

Click to flip back

IF YOU HEAR THIS

“He seems a bit young for the role—can he handle client relationships with our longstanding clients?”

Click to interrupt the bias

YOU COULD SAY THIS

“It takes time to learn the norms of any workplace. Did anyone hear anything that would lead us to believe that he can't accept feedback?”

Click to flip back

IF YOU HEAR THIS

“He might have trouble reporting to a younger manager.”

Click to interrupt the bias

YOU COULD SAY THIS

“Cross-generational teams are the norm in most workplaces now. What matters is whether he respects leadership and works collaboratively—age doesn’t determine that.”

Click to flip back

IF YOU HEAR THIS

“They're probably going to leave in a year or two for a better job.”

Click to interrupt the bias

YOU COULD SAY THIS

“Even if they want to grow beyond this role in the next couple of years, they may want to do so within our own organization, which would still be a great outcome.”

Click to flip back

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