Affinity Bias Overview: How to Avoid Affinity Bias

Affinity bias is an unconscious bias that causes people to gravitate toward others who appear to be like them (including those with similar interests, backgrounds, and appearances). Also called the similarity bias, this phenomenon can be problematic because it encourages people to organize into exclusive homogenous communities that may unfairly favor people with shared interests or backgrounds, potentially leading to unconscious discrimination against those who are different. This bias can show up in a company’s hiring practices, workplace interactions, and decisions on whom to promote.

Other than affinity bias, many different types of unconscious bias can become harmful, including confirmation bias (or the tendency to look for evidence that supports your beliefs) and attribution bias (which involves attributing behavior entirely to personality rather than circumstantial or environmental factors). The horns effect involves assuming negative character based on superficial judgment, or the opposite of the halo effect. Beauty bias involves believing that those who fit certain beauty standards are more capable or successful than those who do not. Learn about the different types of bias.

Affinity bias is one of many implicit biases present in all areas of life, but it can be problematic when it affects hiring practices and other interactions in the workplace. Here are some examples of unconscious bias in this form:

1. 1. Job interview process: During the hiring process, a recruiter or hiring manager may feel like a job candidate is a good fit for the team if they have a similar background, shared interests, or attended the same college as them. This bias can prevent companies from building diverse teams.
2. 2. First impressions: When meeting a new person (or a group of people), some people might make quick judgments based on appearance, gender, and interests. These subconscious judgments lead to quick conclusions about whether or not you would get along with that person. This conclusion directly affects how much effort you put into getting to know this new person.
   
3. 3. Workplace opportunities: The affinity bias can affect your first impression of someone, but it may also impact your ongoing relationship. For example, a department manager may put more effort into mentoring someone who grew up in their hometown. This bias can lead the manager to put more energy and effort into developing and promoting that employee while overlooking other members of the team who grew up elsewhere.

Affinity bias is especially prevalent in the workplace, where it can affect hiring decisions, promotions, mentorship opportunities, and how certain people’s ideas are received. Suppose managers allow this type of unconscious bias to drive their decision-making processes. In that case, they are more likely to hire for “culture fit” reasons (i.e., those that would get along best with team members). They may also promote those with similar interests and backgrounds and mentor people to which they feel similar. These actions discourage the formation of a diverse and inclusive workplace on all levels.

There are several steps you can take to avoid affinity bias in your own professional and personal life, including:

1. 1. Interrogate your own opinions and thoughts. Being aware of your reflexive thoughts and actions is a great first step to avoiding affinity bias. Whenever you meet someone new—whether in the workplace or at a coffee shop—consider the biases that may inform your first impression of them.
2. 2. Actively seek diversity. Seek out different perspectives and diverse settings in your personal and professional life. If you’re in a hiring manager position, you can likely impact your company’s recruitment process. When selecting candidates for interviews, make sure the pool of job seekers is diverse. When writing job descriptions, use inclusive language. If you’re hiring for “cultural fit,” ensure you define what that means and confirm that affinity bias doesn’t apply.
3. 3. Consider your similarities. If you’re aware of the similarities you share with someone, evaluate and improve your specific biases toward them. Be mindful of how you may receive these people more favorably than others.
4. 4. Find common ground with everyone. When meeting anyone new, try to identify any commonalities, and show everyone the same level of kindness and empathy.

Practicing empathy can help you lead more effectively while building stronger relationships across the personal and professional facets of your life. Challenge your perceptions with the MasterClass Annual Membership and take lessons on emotional intelligence from Pharrell Williams, Roxane Gay, Gloria Steinem, Dr. Cornel West, Walter Mosley, Robert Reffkin, and Robin Arzón.