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 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.”

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IF YOU HEAR THIS

“She has a lot of experience, but we’re looking for someone with more energy—someone who can keep up.”

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YOU COULD SAY THIS

“What makes you think she won't be able to keep up? Did she say something in the interview, or are we assuming based on her age?”

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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.”

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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.”

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IF YOU HEAR THIS

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

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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.”

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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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