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]
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]
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]
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]