Affinity bias, also known as similarity bias, is a subconscious tendency to favor individuals who share similar characteristics, interests, or backgrounds with ourselves. This bias often influences decision-making processes, such as hiring, promotions, or collaborations, leading to preferential treatment of those with whom we feel a natural connection. While it is human nature to gravitate toward people who feel familiar or relatable, unchecked affinity bias can result in unintentional discrimination and a lack of diversity.
During recruitment, a hiring manager might favor a candidate who attended the same university, shares hobbies, or has a similar cultural background. This can overshadow objective evaluation of qualifications.
Managers may promote employees they feel more comfortable with, often those who mirror their own traits or working styles, regardless of merit.
Affinity bias can lead to the formation of cliques within teams, where individuals preferentially collaborate with those they relate to, excluding others.
Professionals might prioritize building connections with individuals from similar backgrounds, missing out on the benefits of diverse perspectives.
Favoring people with similar characteristics can lead to homogeneity in teams and organizations, limiting innovation and creativity.
Highly qualified individuals may be overlooked simply because they don’t fit a subjective standard of relatability.
Affinity bias contributes to systemic inequities by perpetuating cycles of favoritism and exclusion.
Teams that lack diversity of thought are more prone to groupthink, reducing their ability to address challenges effectively.
Affinity bias stems from human psychology and the natural inclination to seek comfort in familiarity. People often equate similarity with trustworthiness, competence, or likability, even when these assumptions are unfounded. This bias operates unconsciously, making it challenging to recognize and address.
Educate yourself and others about unconscious biases, including affinity bias. Bias training can help individuals identify and address their biases.
Use structured methods for hiring, promotions, and evaluations. This ensures decisions are based on objective criteria rather than subjective preferences.
Incorporate diverse perspectives in hiring and promotion processes to minimize the influence of individual biases.
Remove identifying details, such as names, universities, or personal interests, from resumes to focus solely on qualifications and skills.
Leaders should actively seek to include and empower individuals from diverse backgrounds and perspectives.
Create a workplace culture where employees feel comfortable discussing biases and their impact, fostering collective accountability.
Affinity bias is a subtle but impactful phenomenon that can hinder diversity, equity, and inclusion in the workplace. By acknowledging its existence and implementing strategies to mitigate its effects, organizations and individuals can create more equitable and innovative environments. Awareness and intentional action are the keys to overcoming this unconscious tendency and fostering a culture of fairness and inclusion.
