Affinity bias, also known as the
similarity bias,
similar-to-me effect, and the
mini-me syndrome, refers to an
implicit bias cognitive bias where people are favorably
toward others like themselves.
Those similarities may stem from a multiplicity of personal attributes including similarity in appearance, race,
gender,
, and educational attainment.
Affinity bias can hamper creativity and collaboration through insular thinking.
People with similar personalities, backgrounds, and experience are able to more readily form social connections.
Workplace
Affinity bias is often present in the workplace and can lead to the subconscious filtering of candidates.
In
recruitment, candidates who attended the same
university as the hiring manager may be given preference.
When promoting candidates, a hiring manager may promote someone who shares a similar hobby, such as golf, over other qualified candidates.
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.
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.
See also
Further reading
