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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 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]

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.
^ ^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. 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.