Debiasing age discrimination in HR decisions

Age discrimination in the workplace is widely acknowledged, but little is known regarding effective interventions against this phenomenon. Therefore, we experimentally investigate debiasing in two HR contexts. Study 1 (N = 176) analyses the effect of direct debiasing (i.e., explicit informative warnings) on age discrimination in work performance appraisals with HR professionals. Study 2 (N = 384) replicates and extends the findings of study 1 by examining the effects of direct as well as indirect (i.e., olding decision makers accountable) debiasing strategies on the emergence of age stereotypes in hiring decisions, using data from 384 personnel selection professionals. Surprisingly, direct debiasing, in general, significantly lowers the influence of age stereotypes on performance appraisal and hiring decisions, whereas indirect debiasing reduces age discrimination in hiring decisions towards older male candidates, but not towards older female candidates.