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]
The affinity bias is a form of the halo effect.[6]
Workplace
Affinity bias is often present in the workplace and can lead to the subconscious filtering of candidates.[7][8][9] In recruitment, candidates who attended the same university as the hiring manager may be given preference.[7] When promoting candidates, a hiring manager may promote someone who shares a similar hobby, such as golf, over other qualified candidates.[7] 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.[10]
The bias 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.[11] Firms can also counter the bias through implicit bias training and by having hiring and promotions be a data and metrics driven process.[12]
See also
References
- ^ a b 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.
- ^ Masselos, Julia (10 April 2024). "How to Avoid Similarity Bias in Hiring". Toggl Blog. Retrieved 13 June 2024.
- ^ a b c Scott, Catherine (27 March 2023). "How HR Can Identify and Overcome Affinity Bias in Hiring and the Workplace". Academy to Innovate HR (AIHR). Retrieved 12 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 / Revue canadienne des sciences du comportement. 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
- Allport, Gordon Willard (1955). The Nature of Prejudice. Addison-Wesley.
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This page was last edited on 13 June 2024, at 12:39