Age Bias

Age bias may cause interviewers to favor younger candidates, associating them with adaptability or technical skills, or conversely, to see older candidates as less innovative. Detecting this bias involves reviewing hiring and promotion data across age groups and conducting anonymous candidate assessments to focus on skills rather than age.

Age bias may cause interviewers to favor younger candidates, associating them with adaptability or technical skills, or conversely, to see older candidates as less innovative. Detecting this bias involves reviewing hiring and promotion data across age groups and conducting anonymous candidate assessments to focus on skills rather than age.

Empowered by Artificial Intelligence and the women in tech community.
Like this article?

What Are Red Flags for Inclusive Hiring Practices?

Interested in sharing your knowledge ?

Learn more about how to contribute.

Sponsor this category.

More articles on What Are Red Flags for Inclusive Hiring Practices?

See all

More articles from related categories

How Can Hiring Managers Navigate Anti-Discrimination Laws While Promoting Diversity?
FAQs About Legal Compliance and Inclusive Hiring
How Can Collaborative Policy Development Among Women in Tech Foster Ethical AI Screening Standards?
How Can Employers Protect Candidate Privacy When Using AI for Screening?
How Can Legal and Diversity Teams Collaborate to Create Inclusive Job Postings?
What Legal Requirements Exist for Inclusive Job Postings?
What Are Common Misconceptions About Demographic Data Collection in Hiring—and How Can They Be Addressed?
What Are the Rules Around Collecting Demographic Data in Hiring?