Affinity bias, also known as the similarity bias, similar-to-me effect, and the mini-me syndrome, refers to an implicitcognitive 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]
^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.
