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

“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.”

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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.”

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

“He might not be up to speed with the latest tech.”

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YOU COULD SAY THIS

“Do we have a specific concern based on what he said or showed, or is this more of a general impression?”

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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.”

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

“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

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