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

Click to interrupt the bias

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

“He might be overqualified—this role might bore him.”

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YOU COULD SAY THIS

“That's a fair concern, but there are lots of reasons people might apply for a role for which they seem overqualified. We should explore his motivations rather than assuming he’ll be bored.”

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

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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

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

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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?”

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