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

“We want to maintain a youthful, dynamic culture.”

Click to interrupt the bias

YOU COULD SAY THIS

“Just as a reminder, using terms like ‘youthful culture’ in hiring discussions can put us at legal risk for age discrimination. Let’s stick to job-related criteria.”

Click to flip back

IF YOU HEAR THIS

“I can't imagine she's really OK with taking a pay cut from her last job.”

Click to interrupt the bias

YOU COULD SAY THIS

“If she applied knowing the salary range, I think we should take that as a sign she's comfortable with it—unless she's said otherwise.”

Click to flip back

IF YOU HEAR THIS

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

Click to interrupt the bias

YOU COULD SAY THIS

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

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

“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

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