Philosophy: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
Affinity bias is often present in the workplace and can lead to the subconscious filtering of candidates.[6][7][8] In recruitment, candidates who attended the same university as the hiring manager may be given preference.[6] When promoting candidates, a hiring manager may promote someone who shares a similar hobby, such as golf, over other qualified candidates.[6] 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.[9]
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.[10] Firms can also counter the bias through implicit bias training and by having hiring and promotions be a data and metrics driven process.[11]
See also
- Halo effect
- In-group favoritism
- In-group bias
- Social identity theory
References
- ↑ 1.0 1.1 Thakrar, Monica (Nov 19, 2018). "Council Post: Unconscious Bias And Three Ways To Overcome It" (in en). Forbes. https://www.forbes.com/sites/forbescoachescouncil/2018/11/19/unconscious-bias-and-three-ways-to-overcome-it/.
- ↑ "What Is Affinity Bias?: We tend to gravitate toward, and prefer, people like us (VIDEO)" (in en). LeanIn.Org. https://leanin.org/education/what-is-affinity-bias.
- ↑ "Affinity Bias Overview: How to Avoid Affinity Bias". MasterClass. Nov 13, 2022. https://www.masterclass.com/articles/affinity-bias.
- ↑ Davis, Jeffrey (June 25, 2020). "The Bias Against Difference". Psychology Today. https://www.psychologytoday.com/us/blog/tracking-wonder/202006/the-bias-against-difference.
- ↑ Grant, Georgina (August 9, 2018). "Similar-To-Me Bias: How Gender Affects Workplace Recognition" (in en). Forbes. https://www.forbes.com/sites/georginagrant/2018/08/07/similar-to-me-bias-how-gender-affects-workplace-recognition/.
- ↑ 6.0 6.1 6.2 Scott, Catherine (27 March 2023). "How HR Can Identify and Overcome Affinity Bias in Hiring and the Workplace". Academy to Innovate HR (AIHR). https://www.aihr.com/blog/affinity-bias/.
- ↑ 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" (in en). HR Magazine. https://www.hrmagazine.co.uk/content/features/equality-unconscious-bias-and-the-mini-me-syndrome/.
- ↑ Pilat, Dan; Krastev, Sekoul. "The Similar-To-Me Effect" (in en). https://thedecisionlab.com/reference-guide/psychology/the-similar-to-me-effect.
- ↑ Jones, Beth; Smith, Khalil; Rock, David (20 June 2018). "3 Biases That Hijack Performance Reviews, and How to Address Them". Harvard Business Review. https://hbr.org/2018/06/3-biases-that-hijack-performance-reviews-and-how-to-address-them.
- ↑ Mason, Kelli (4 August 2023). "Similarity Bias in Hiring: How HR Leaders Can Avoid It". Jobs Sage. https://www.jobsage.com/employers/similarity-bias-in-hiring/.
Further reading
- Allport, Gordon Willard (1955) (in en). The Nature of Prejudice. Addison-Wesley.
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