Putting your age isn't necessary when your experience goes back decades and you graduated from university before your hiring manager was even born. Similarly, your name can convey a lot of biases as well, such as gender and ethnicity.
That sounds like a very good move to let people have an equal opportunity to "get a foot in the door", so to speak, but I'm genuinely curious how biases may be reduced during the interview process (be it telephonic or direct) and interview questions that may be directed at one's experience? Is this even possible without having dedicated "how to interview people" learning sessions and monitoring?
