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

“I know I shouldn't say this, but the last time we hired an older candidate she was really resistant to change.”

Click to interrupt the bias

YOU COULD SAY THIS

“I’d be careful drawing conclusions about this candidate based on a different hire. Let’s evaluate each person on their own strengths and what they bring to the team.”

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.”

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IF YOU HEAR THIS

“She asked a lot of questions about our flexible work policy. She mentioned that her mom needs extra help.”

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YOU COULD SAY THIS

“I don’t think we should make assumptions based on caregiving. The key is whether she has the skills and commitment for this role now—which she seems to.”

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IF YOU HEAR THIS

“She’s only been out of school for a couple of years—does she have enough gravitas?”

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YOU COULD SAY THIS

“She seems very coachable. If we have concerns, we can work with her to evolve her presentation style.”

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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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