Affinity bias
Affinity bias, also known as the similarity bias, similar-to-me effect, and the mini-me syndrome, refers to an implicit cognitive bias where people are favorably biased toward others like themselves.[1] Those similarities may stem from a multiplicity of personal attributes including similarity in appearance, race, gender, socioeconomics, and educational attainment.[1][2][3] Affinity bias can hamper creativity and collaboration through insular thinking.[4]
People with similar personalities, backgrounds, and experience are able to more readily form social connections.[5]
Workplace
[edit]Affinity bias is often present in the workplace and can lead to the subconscious filtering of candidates.>[6][7] In recruitment, candidates who attended the same university as the hiring manager may be given preference. When promoting candidates, a hiring manager may promote someone who shares a similar hobby, such as golf, over other qualified candidates. Though affinity bias may lead to unfair hiring and promotion practices, it can also serve to increase mentorship and endorsement such as through women's empowerment.[8]
The bias in performance reviews can be mitigated by having managers find common ground with the employee, thus priming the manager to see the employee as part of their in-group.[9] Firms can also counter the bias through implicit bias training and by having hiring and promotions be a data and metrics driven process.[10]
See also
[edit]References
[edit]- 1 2 Thakrar, Monica (Nov 19, 2018). "Council Post: Unconscious Bias And Three Ways To Overcome It". Forbes. Retrieved 12 June 2024.
- ↑ "What Is Affinity Bias?: We tend to gravitate toward, and prefer, people like us (VIDEO)". LeanIn.Org. Retrieved 12 June 2024.
- ↑ "Affinity Bias Overview: How to Avoid Affinity Bias". MasterClass. Nov 13, 2022. Retrieved 12 June 2024.
- ↑ Davis, Jeffrey (June 25, 2020). "The Bias Against Difference". Psychology Today. Retrieved 12 June 2024.
- ↑ Grant, Georgina (August 9, 2018). "Similar-To-Me Bias: How Gender Affects Workplace Recognition". Forbes. Retrieved 13 June 2024.
- ↑ Sears, Greg J.; Rowe, Patricia M. (2003). "A personality-based similar-to-me effect in the employment interview: Conscientiousness, affect-versus competence-mediated interpretations, and the role of job relevance". Canadian Journal of Behavioural Science. 35 (1): 13–24. doi:10.1037/h0087182.
- ↑ Shah, Salma (11 November 2010). "Equality: Unconscious bias and the mini-me syndrome". HR Magazine. Retrieved 13 June 2024.
- ↑ Pilat, Dan; Krastev, Sekoul. "The Similar-To-Me Effect". The Decision Lab. Retrieved 13 June 2024.
- ↑ Jones, Beth; Smith, Khalil; Rock, David (20 June 2018). "3 Biases That Hijack Performance Reviews, and How to Address Them". Harvard Business Review. Retrieved 13 June 2024.
- ↑ Mason, Kelli (4 August 2023). "Similarity Bias in Hiring: How HR Leaders Can Avoid It". Jobs Sage. Retrieved 13 June 2024.
Further reading
[edit]- Allport, Gordon Willard (1955). The Nature of Prejudice. Addison-Wesley.
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