AFFINITY BIAS . As a leader, you need to create a workplace culture that promotes employee well-being, creates opportunities for positive cross-cultural interactions, and develop policies, practices, and norms that serve as a benefit and not a barrier to embracing all cultural groups. Here are four of the primary biases that can have an impact on how you lead your team and the decisions you make. 16 Types of Unconscious Bias in the Workplace . Affinity bias plays out in several ways in the workplace. In the wake of global protests against racial injustice, companies and individuals have been doing more to tackle racial inequality. Ethnocentrism. On the left margin of an A4 sized piece of paper, ask your team members to write down initials of 5 people they trust deeply. Resumes may be selected because of a shared alma mater, or because of an unconscious bias to one name over another. Prioritize Mental Health. First, cut down on excessive competition. Such biases often surface in the workplace when people are drawn to others who share the same hobbies or pursuits, creating an affinity bias that can affect resume-screening and career advancement. Enforced by the EEOC, the Age Discrimination in Employment Act protects employees who are 40 years old or older from workplace discrimination. Affinity bias means that you are not making hiring decisions based on skills. Affinity bias - The tendency to think more positively of people who are similar to us in some way, from age and race to the religion we practice or the . Affinity Bias. Simply being aware of unconscious bias can immediately start to reduce our reliance on generalizations or stereotypes. Affinity bias. 1. Affinity bias is the tendency for people to connect with others who share similar interests, experiences, and backgrounds. Affinity bias can sometimes be in play when an organisation recruits someone they like and know will get along with the team. A few of the known unconscious biases that directly impact the workplace include: Affinity bias: The tendency to warm up to people like ourselves. When intergroup bias occurs across cultures or ethnic groups, it can lead to ethnocentrism—the belief in the superiority of one's own group. Mentors say they're attracted to protégés who remind them of themselves.170 And hiring managers are more likely In some cases, intuition is warranted, but that's rarely true in the workplace. Attribution bias correlates people's actions to unrelated (or even untrue) characteristics. so that bias gets taken out of the decision-making process. Ethnocentrism is often accompanied by negative feelings, such as fear, hatred, or . Or, a candidate may be selected over others because "I could . It is easy to socialize and spend time with others who are the . 1. The first step is awareness. Affinity bias. Affinity bias (also known as similarity bias) occurs when we treat people more favourably, simply because they are like us or others we like. 1. when you feel uncertain and are risk-averse, it magnifies your affinity bias Affinity bias can influence a recruitment decision when the decision is to recruit . Moving forward about the types of unconscious bias, we are starting with "Affinity Bias". "You might listen to one particular person who has a completely different perspective to the next ten Aboriginal people you meet. "'Diversity and inclusion' has been misconstrued as an adjective, when it's really a verb," she says. Reducing the causes mentioned above will not only reduce bias, but also improve your company culture overall, making it a safer, happier workplace for every employee. Yet even mild forms of ingroup bias threaten integration and harmonious intergroup relations at work. Affinity Bias: Also known as similarity bias, affinity bias refers to the tendency to connect with like-minded people who share similar backgrounds, experiences and interests . Affinity bias is the concept that we naturally feel more comfortable around people who are more like us than others. It leads to favouring people who we perceive are like us. AFFINITY BIAS . Image: Unsplash/Christina @ wocintechchat.com. The tendency to behave like those around us rather than using personal judgement. But positive change can only be achieved through a . Avoid groupthink. . Intuition bias. When it's left unsolved, unconscious bias may significantly affect the workplace by hindering the hiring process. Lean In Circles | Groups for women Find peer support and mentorship with friends, co-worker, or neighbors. Becoming a more inclusive workplace overall can help shift the culture away from one that breeds affinity bias. Affinity bias means some applicants could face discrimination based on factors such as age, gender, sexuality, race, and ethnicity during the hiring process and miss out on opportunities in the workplace. Attribution bias . The following is an excerpt from their new book, "It's Not You, It's the Workplace: Women's Conflict at Work and the Bias That Built It." In it, they describe how affinity bias can lead to stalled . We look for connections with people based on trust. How to Avoid: Affinity bias can be avoided by ensuring that the workplace is a diverse environment. Applications are rejected based not on the skill of the employee, but on the bias of the employer. The saying " First impression is the last impression " is a very good example of an unconscious biased thought. Affinity bias relates to the predisposition we all have to favour people who remind us of ourselves. Affinity bias, also known as similarity bias, is the tendency people have to connect with others who share similar interests, experiences and backgrounds. Consider inclusion an active process Practicing consistent inclusion can help shift the culture away from one that breeds affinity bias. Besides, you must evaluate your reasoning before making a final decision. To minimize unconscious bias in your organization, minimize the risk factors. In the latter case, it can be emotionally taxing. Affinity bias is also known as the similarity bias and refers to the tendency to favor people who share similar interests . Affinity bias is what it sounds like. When selecting someone for a project, we may choose a person based on this bias rather than their experience or ability. Preventing Implicit Bias in a Workplace Investigation. While unconscious bias is a normal part of being human, each person has a responsibility to . Unconscious bias in the workplace. When hiring teams meet someone they like and who they know will get along with the team, it's more often than not because that person shares similar interests, experiences and backgrounds, which is not helping your team grow and diversify. Affinity bias, also known as similarity bias, is the tendency people have to connect with others who share similar interests, experiences and backgrounds. AFFINITY BIAS Because of affinity bias, we often gravitate toward people like ourselves—and may avoid or even dislike people who are different. Affinity Bias. Although workers ages 40 and older are protected from workplace discrimination under the Age Discrimination in Employment Act, filing for a lawsuit against an employer can be a lengthy and costly process. Affinity bias occurs when we gravitate towards people who are like ourselves. Tackling Unconscious Bias In The Workplace. You may be thinking "oh the boss maybe didn't hear her!" but more often than not this can come down to unconscious gender bias. • Affinity Bias: a bias towards those who are similar to me. Affinity bias in the workplace: When companies hire for 'culture fit,' they are likely falling prey to . This is the practice of relying on your emotional response rather than facts when making a decision. In this type of bias, people favour those similar to themselves. Employees feel injustice in the workplace where these type of behaviors are practiced. When bias is prevalent, your organisation will struggle to hire diverse teams, and efforts to improve workplace inclusion will be of limited success. People may choose to take breaks or go to lunch with the people they feel an immediate affinity with. Affinity Bias. 4. 1. 3 cognitive biases perpetuating racism at work - and how to overcome them. If it doesn't come from the top-down, ultimately, it won't work! Affinity bias can sometimes be in play when an organisation recruits someone they like and know will get along with the team. For example, attending the same college, growing up in the same town, or reminding us of ourselves or someone we know and like. When applied to regular workplace processes such as hiring and promoting, at its best, this bias sees successful . 1. That may be accurate, but it is only one piece of the story. It's possible, however, to interrupt bias. Because a lot of . Consider inclusion an active process. Affinity bias in the workplace: When companies hire for 'culture fit,' they are likely falling prey to affinity bias. We are fundamentally biased to favour people similar to us and biased against those that are different. We gravitate towards people who are like ourselves, people who are similar in appearance, beliefs, and background. When we talk about affinity bias in the context of the workplace, the subtext of that conversation implies that we are asking the dominant culture—namely white men—to recognize that we need more diversity. Affinity Bias occurs when we gravitate to people like us and create a sense of familiarity. Ambiguity Bias. This could be a shared background, characteristics, hobbies, or anything else. Affinity bias is prevalent in many organizations. Also known as similarity bias, affinity bias occurs when people favor individuals who share their interests, backgrounds, and experiences over others who don't. . This video is part of the 50 Ways to Fight Bias program. Our friends at HardNoggin Industries are trying to solve a serious problem. (Timebox 5 minutes.) (2) Tightrope: A . For example, imagine a job recruiter saying, ''I hired her because she reminded me of my sister . "'Diversity and inclusion' has been misconstrued as an adjective, when it's really a verb . This is a tendency to like someone similar to us in terms of gender, race, ethnicity, or nationality. Consider including diverse perspectives in the hiring process to combat this implicit bias and make your workplace more inclusive. Affinity bias is when we show an inclination towards people that are similar to us in some way. How Confirmation Bias Impacts the Workplace. 12. . Affinity bias is widespread in the workplace. Spoiler - but buy-in from your leadership team is the first step for every DEI initiative. The degrading effects of favoritism and affinity bias are numerous. Affinity bias and Stereotype bias are two common forms of bias present in the workplace. If someone is from the town, city, same cultural background, same language, same interests, etc, then we are more likely to gravitate towards that and those people. Begin by using relevant terminology. Find compelling and concrete evidence that supports your conclusion rather than relying on a feeling or assumption. Affinity bias can occur when we prefer people who share similar qualities to ourselves. Affinity Bias. Unconscious bias happens as a result of prolonged exposure to negative portrayals of specific individuals in the media. Affinity bias in the workplace may not seem like an issue at first glance, but at more toxic levels it may have serious implications for diversity in the workplace. Affinity Bias refers to our unconscious tendency to get along with others who are like us—people who went to the same college, grew up in the same town, have similar backgrounds, similar interests, or similar hobbies. When leaders hire the wrong people, they incur a range of direct and indirect costs. Moving forward about the types of unconscious bias, we are starting with "Affinity Bias". The studies all point to bias as the major cause of these hidden barriers. Here's a 40 minute exercise you can do with your teams to begin to raise awareness of what affinity bias is, and how it might affect the workplace - beginning with the team itself. You may end up with echo chambers that . In addition, the following tips may help: Consider your interviewee prior to the . This article explores the concepts of affinity bias, in-groups, and privilege in a work setting, as well as the pitfalls of failing to recognize these patterns. A female colleague raises a good point in a meeting with her male and female colleagues. In fact, unconscious bias can have a big impact on people-related decisions at work, especially when it comes to recruitment, promotion, performance management and idea generation. This is tending to be more receptive to people who resemble our lives is some way. This means that during the hiring process, companies should aim to hire a diverse staff to promote diversity. For example, when someone is mistaken for being part of the service staff, or when they are constantly being interrupted during meetings . This unconscious bias can lead to a less diverse workplace if it has an influence on whether certain candidates are hired or not. Becoming a more inclusive workplace overall can help shift the culture away from one that breeds affinity bias. Establish clear criteria in advance of making decisions (hiring, promotion, etc.) The way out of affinity bias is to try our best to look at all sides of an issue before making a decision. Make sure employees understand the company values diversity, inclusion, and . Avoiding affinity bias is key to creating diverse . If this phenomenon is impacting society, then it's certainly a problem in our professional lives. Types of Bias #5: Affinity Bias. While many managers are familiar with the consequences of bad hiring decisions (e.g. There are many types of unconscious bias that can arise in the workplace. This is usually justified as a 'culture fit' hire. Affinity bias is what it sounds like: we gravitate toward people like ourselves in appearance, beliefs, and background. So it's about constant learning, changing and being able to adapt." 3. Affinity bias can influence a recruitment decision when the decision is to recruit . A Cautionary Tale from "HardNoggin Industries". The most effective strategies for combatting women's systematic discrimination in the medical profession is to directly confront the affinity and gender biases (Kramer & Harris, 2019) that underlie this discrimination. Attribution Bias . But it turns out that a specific kind of unconscious (and thus unintentional) bias plays the biggest role. With time, this can lead to a weaker workforce, as people with skills may be rejected from the hiring process. First, "a feeling of closeness and understanding that someone has for another person because of their similar qualities, ideas, or interests." Second, "a liking for or an attraction to something.' And, third, "a quality that makes people or things suited to each other." Here are 5 common affinity bias examples in job descriptions: 1. The anchoring bias is a dangerous interpretation of the first impression being the last impression. So, when you pitch your plan to build affinity groups, stick to the facts. Both affinity and confirmation bias can negatively impact a workplace investigation. Acknowledging that we all have these biases is the first step in preventing them from interfering with your investigation. Silva adds that it's crucial to think of diversity and inclusion as an active process, rather than a static, box-ticking exercise. We all have a predisposition towards affinity bias, regardless of our race . 11. Unconscious Bias refers to quick opinions, social stereotypes or unsupported judgements individuals form about certain groups of people outside their own conscious awareness under influences such as our background, experiences and environment conditions. Here's a quick overview of a few types. It happens unconsciously, meaning people don't realize they're doing it. Recommendation #3: Programs should share their interviewing plans with applicants clearly . Affinity bias. Many people have lost opportunities to excel simply because they were the . Step 1: Get buy-in from your leadership team. She is subsequently ignored. As a result, diverse candidates may feel undervalued and neglected, which can foster an unhappy and resentful workplace culture. Affinity bias. Let employees know that you are prioritizing bias mitigation. Also called like-likes-like, this bias refers to our tendency to gravitate toward people similar to ourselves. 1. Affinity Bias Affinity bias leads us to favor people who we feel we have a connection or similarity to. Or can be deep-rooted in gender and racial stereotypes that negatively label and group people based on assumption, rather than treating them like individuals. Affinity bias. Name Bias In recruiting specifically, unconscious bias and affinity bias often express themselves as a preference for one candidate or another because of " culture fit .". Set expectations. There is a myriad of reasons that we may relate to a person in this way, including sharing similar characteristics or background, similar values, or a shared interest. Imagine you have a coworker that is frequently late to work. Silva adds that it's crucial to think of diversity and inclusion as an active process, rather than a static, box-ticking exercise. Practicing consistent inclusion can help shift the culture away from one that breeds affinity bias. For example: Gender bias - The tendency to think positively or negatively about an individual based on gender. Recommendation #2: Hybrid interviewing within the same program is strongly discouraged for the 2022-23 cycle. To truly combat unconscious bias in the workplace, we need to understand and identify our bias . Affinity bias can occur when we prefer people who share similar qualities to ourselves. This could mean similar in many different ways, such as race, gender, socioeconomic background, education level, etc. This bias causes us to make inferences about the causes of events or behaviors without necessarily considering all of the facts. Affinity bias . Dr. Hellen Turnbull, a global TEDx speaker, throws light upon this. Affinity bias in the workplace. They have noticed lately that when things fall from the . Affinity bias means giving favor to candidates with a similar background (e.g., shared interests, college, religion, or social groups like sororities/fraternities). Affinity bias is people's natural preference to associate with, advance the interests of, and coach and mentor people who . This article will discuss some of the major types of unconscious biases that are observed in workplaces. This unconscious bias manifests in the workplace as people only hiring and promoting people who share the same race, gender, age, culture, or educational background. Affinity Bias Affinity bias is the unconscious bias to get along with, and like people who are similar to ourselves. Unconscious bias not only hampers others but also our decision-making process. A male colleague then raises the same point, and is not only acknowledged, but praised as well. 5. This is called affinity bias. It is an unspoken preference for people who share attributes or perspectives with ourselves or someone we know. This bias is common and may lead you to form closer relationships with people who share similar interests, backgrounds, and beliefs. It's crucial to think of diversity and inclusion as an active process, says Silva, rather than a static set-and-forget process. In fact, the phenomenon of fake news or the belief that trusted sources are lying is an example of confirmation bias that has left the United States in a place of stagnation. The Emotional Effect of Unconscious Bias . Hold decision-makers accountable, including yourself. Stereotype bias operates when we live up, or down, to the . The first step is to understand the four distinct ways bias plays out in everyday work interactions: (1) Prove it again: Some groups have to prove themselves more than others do. Below are the most common types of unconscious bias, along with tactics you can use to ensure workplace decisions aren't being guided by them. In other words, we have an affinity with them. The irony with unconscious bias in the workplace is that it can impact people positively or negatively; some people benefit while others are left at a disadvantage. GPA Bias In many cases, for new graduates, their basis of getting hired is hitting a grade point average or GPA. Also referred to as like-likes-like, this bias relates to your tendency to incline towards similar people. Affinity Bias. Affinity bias, which causes people to develop deeper work and trust relationships Employers that . Affinity bias. Similarities can include any shared commonality, including everything, from likes, dislikes or appearance, to schooling or career history. Introduction. Certainly, overt discrimination still exists and contributes to this dynamic. Similarity bias is just one type of unconscious bias, which refers to the tendency to form opinions of people based on experiences or preconceived notions without logical reasoning. Attribution bias. 4. Affinity bias in the workplace: When companies hire for " culture fit, " they are likely falling prey to affinity bias. Recommendation #1: Programs should conduct virtual interviews for all applicants (including local applicants) for the 2022-23 cycle. When we treat someone more favourably, just because they are similar to us or those we like, this is known as affinity bias. These self-limiting choices create barriers to inclusion in teams and across the organization. Conformity Bias Confirmation Bias The tendency to seek information that confirms pre-existing beliefs or assumptions LeanIn Report 2017 How does each level of culture handle bias? We tend to underestimate women's performance, and overestimate men's. What you can do: If you're on a review committee and a colleague argues . 1. Affinity can be defined in one of the following three ways by Merriam Webster. Change systems, not individuals. Affinity bias in the workplace. And we may avoid or even dislike people who are different from us. The affinity bias, also known as the similarity bias, is the tendency for people to connect with others who share similar backgrounds, experiences and interests. Unconscious bias is arguably the most dangerous form of bias as it . The tendency to favor those who are most like us at work can lead to discrimination in the office. Affinity groups, also known as employee resource groups (ERGs), bring together employees with similar backgrounds or interests and can have a powerful influence in the workplace. 3. Affinity Bias. It is said that not all minds are alike and hence, we all have some preference when it comes to our choice of a workplace, our colleagues, and friends. If biases prevail, then your organization will struggle to embrace diversity. Tall men in business may find unconscious bias to work in their favor. . Once aware of any biases, you can take steps to own your personal biases, reflect on your behaviours and introduce steps to reduce and eliminate bias from your actions. It can also cause inefficient team-building efforts and even affect employee turnover rates . One of the most common situations where unconscious bias usually happens is in the workplace. Affinity bias can affect everyone's work life. Fifty-eight percent of Fortune 500 CEOs are just shy of six feet tall, while only 14.5 percent of the male population . And we tend to avoid and even dislike . Manage Affinity Bias at all stages of the employee life cycle. In hiring this often means referring or selecting a candidate who shares our same race or gender . Affinity bias, also known as similarity bias, is a psychological term that refers to a person's tendency to prefer or have an affinity for people with whom they have a lot in common. decreased productivity and high turnover), they may not know the true cost of bias. This can have a big impact during recruitment. Unconscious Bias refers to quick opinions, social stereotypes or unsupported judgements individuals form about certain groups of people outside their own conscious awareness under influences such as our background, experiences and environment conditions. There are five main ways that bias shows up in the workplace. Performance Bias. Affinity bias — having a more favorable opinion of someone like us — is one of the most common. Affinity Bias The tendency to warm up to or give preferences to people like us. We all have a tendency to surround ourselves with similar people - people like us. Moreover, their reaction can go as far as. Performance bias is based on deep rooted—and incorrect—assumptions about women's and men's abilities.
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