If you’re running a business in 2024, chances are your team is increasingly focusing on creating a more inclusive culture. Despite these efforts, unconscious biases can still shape workplace dynamics in ways that affect hiring, promotions, and day-to-day interactions. One of the most common types of unconscious bias is affinity bias.

What is affinity bias?

Affinity bias, also known as similarity bias, occurs when individuals unconsciously favor others who share similar characteristics, interests, or backgrounds with them. This bias can manifest in various ways, including:

  • Hiring decisions: Managers may prefer candidates who attended the same school, grew up in the same town, or share similar hobbies or personalities.
  • Promotion opportunities: Employees who are seen as part of an “in-group” due to their similarities to leaders or decision-makers may be more likely to get promoted.
  • Social interactions: Team members might form closer relationships with those they relate to more easily, unintentionally excluding others who are different.

While feeling comfortable with those who are similar is natural, this preference can become problematic in a professional setting where it may hinder diversity, innovation, and inclusion.

How affinity bias shows up in the workplace

1. Recruitment and hiring

One of the most evident ways affinity bias manifests is during recruitment. Interviewers might unconsciously gravitate toward candidates who remind them of themselves, or they may give more favorable evaluations to those who share similar values, experiences, or backgrounds. As a result, they may overlook equally or more qualified candidates who bring different perspectives.

Example: A hiring manager might prefer a candidate who attended their alma mater over another candidate with more relevant experience because they feel a stronger connection with the former.

2. Performance reviews

Affinity bias can also skew performance evaluations. Managers might give higher ratings to employees with whom they share common interests or personal connections. This can lead to unfair assessments, where certain employees are consistently praised while others struggle to gain recognition despite their efforts.

Example: An employee who regularly plays golf with their manager may receive better feedback simply because the manager feels more comfortable around them, not necessarily because of their job performance.

3. Team dynamics and collaboration

In team settings, affinity bias can influence collaboration. Employees might form cliques with colleagues they have personal connections with, which can make others feel excluded or marginalized. This can stifle collaboration and prevent the exchange of diverse ideas.

Example: A project team may consistently assign key tasks to members who share a similar background or set of experiences, leaving out others with different viewpoints, which could lead to missed opportunities for creativity and innovation.

4. Promotions and career development

Employees who share similarities with decision-makers often benefit from more career advancement opportunities. They may be mentored or sponsored more readily than their peers, making it easier for them to climb the corporate ladder.

Example: A manager may choose to promote someone they frequently socialize with outside of work, believing that their personal connection is a sign of professional trustworthiness, even if other employees have a stronger track record.

The impact of affinity bias

Affinity bias can have long-lasting negative consequences on an organization. These include:

  • Lack of diversity: When affinity bias influences hiring and promotion decisions, it perpetuates homogeneity in the workplace. This limits the variety of perspectives and ideas, which are critical for innovation.
  • Employee disengagement: Employees who feel excluded or overlooked due to affinity bias may become disengaged. This can lead to lower job satisfaction, decreased productivity, and higher turnover rates.
  • Missed opportunities for growth: Bias-driven decisions may prevent talented employees from advancing in their careers, ultimately hindering the company’s overall success.

How HR can mitigate affinity bias in the workplace

  1. Awareness and Training: The first step in combating affinity bias is raising awareness. HR professionals and leaders should implement unconscious bias training to help employees recognize and understand their biases. Encouraging self-reflection and open dialogue about these biases can help reduce their influence on decision-making.
  2. Structured Hiring and Performance Processes: Using structured interviews with standardized questions can help minimize bias in recruitment. Similarly, applying objective criteria and metrics during performance reviews ensures that evaluations are based on actual performance rather than personal connections.
  3. Mentorship Programs: Companies should implement formal mentorship programs that pair employees with mentors from different backgrounds. This helps employees build relationships outside their usual circles, promoting diversity of thought and career development across the organization.
  4. Promote Inclusive Leadership: Leaders should make conscious efforts to build diverse teams and encourage collaboration across different groups. By fostering an inclusive culture, they can reduce the likelihood of cliques forming and ensure that all voices are heard.

The bottom line

Affinity bias, while often unconscious, can have significant repercussions in the workplace. By recognizing and addressing this bias, organizations can foster a more inclusive, innovative, and equitable environment where employees feel valued for their contributions—regardless of their background. HR professionals and leaders play a critical role in this process by implementing strategies to mitigate bias and champion diversity in all aspects of the workplace.