Affinity bias

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]

Workplace

Affinity bias is often present in the workplace and can lead to the subconscious filtering of candidates.^[6][7][8] In recruitment, candidates who attended the same university as the hiring manager may be given preference.^[6] When promoting candidates, a hiring manager may promote someone who shares a similar hobby, such as golf, over other qualified candidates.^[6] 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.^[9]

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.^[10] Firms can also counter the bias through implicit bias training and by having hiring and promotions be a data and metrics driven process.^[11]

See also

• In-group favoritism
• In-group bias
• Social identity theory