What is Affinity Bias?

This article is a continuation of our understanding bias series. You can review our other articles on Unconscious vs subconscious bias, Social Desirability bias, Actor Observer Bias, self-serving bias, response bias and non response bias, Affinity bias, and hiring bias plus many more.

When we gravitate towards people who are similar to us, it’s called affinity bias. This means that as a society, we tend to like those who share our values and beliefs. We enjoy conversations with those whose thoughts and opinions agree with ours. It’s natural human behaviour — having things in common makes us feel comfortable.

We like people who are like us. It’s what we do! But there is a limit to the principle of affinity bias, when it turns into discrimination and eventually becomes an obsession. And when obsessive tendencies take over our lives, bad things happen – often without us even knowing it.

Affinity Bias Definition

Affinity bias is the tendency for individuals to gravitate towards and show preference for people who share similar characteristics, backgrounds, or interests. This unconscious bias can impact decision-making and interpersonal relationships in various aspects of life, such as in the workplace, education, and social settings.

Affinity bias can turn into discrimination when we become too attached to people who are like us. When we feel so strongly about our beliefs and opinions that people who disagree with them evoke a strong negative response in us, affinity bias has gotten out of control.

In some cases, this may mean that we refuse to associate with those who don’t think as we do. In other cases, it can mean that we become racists or sexists when the people with whom we identify are of a specific race or same gender.

In any event, what is important to remember about affinity bias is that our feelings for someone may be based on nothing more than the color of their skin, their gender, their age, their neighborhood or even the music they listen to. We may like someone simply because we believe that they like us – and if we would stop and think about it, we would know that there is no logical reason for the decision.

What causes affinity bias?

Our early years hold many of our strongest memories. As children, we are very dependent on the adults in our lives to teach us how to think and feel about ourselves, other people and the world around us. Our parents are usually the ones who influence us most in this regard.

Affinity bias is a learned behavior, meaning that we pick up our feeling from others whom we admire or love — parents , friends , teachers and even fictional characters who we see on TV or in movies.

Identifying with those we admire is a good thing – but when we make judgments and decisions based upon our affinity to someone (or something), problems arise. The problem with this is that their opinions don’t always reflect the whole truth about the issue at hand. So, despite the fact that we share the same preferences and opinions as someone else, their opinion may not be correct or even logical. Affinity bias can cause us to ignore facts and evidence .

Even though we expect people around us to “feel” the way we do, sometimes they don’t. It’s easy to look at others who think differently than we do as ignorant or even stupid – but this is not fair.

Is Affinity Bias Bad?

Affinity bias can really take a hit on your bottom line, but it’s just human nature. Have you ever noticed that if someone seems genuinely interested in what you do or say, you’re more likely to think well of them?

Or even worse, maybe you’ve experienced affinity bias when hiring. If the interviewer likes the candidate based on their personality, you might look the other way on a few flaws in their resume.

The most harmful affinity bias is in the hiring process: over 80 percent of managers say that they would hire a less-qualified candidate if they liked them.

Our brains make quick decisions based on feelings, but when we’re assessing candidates for an important position, emotions need to be taken out of the equation. Instead of looking for someone you like, look for someone who will fit into the company culture and do their job well.

When is Affinity Bias Useful?

Affinity bias is useful in healthcare contexts because it can lead people with a common factor (like cancer) to cooperate and share advice. The result of this cooperation is a sense of community for those suffering from the same condition.

One study found that those suffering from breast cancer who interacted with other suffering from breast cancer reported higher levels of positive health behaviors than those suffering from breast cancer who did not interact with others suffering from the illness.

A study showed that interaction with others suffering from cancer created a sense of community, and this in turn led to positive health behaviors such as increased compliance with treatment regimens.

People who interact only with those without the illness (like friends or family members) report more negative feelings about their illness and less adherence to treatment protocols.

Examples of Affinity Bias

The following are just a few examples of cases that exhibit the concept of affinity bias:

1. A person’s religion or political party affiliation is closely tied to their race, which could lead to prejudice on the basis of race.
2. People may believe that people who are attractive are more intelligent because it’s difficult for average-looking people to excel in academia.
3. Groups who have less power may feel more solidarity with other groups who have less power, even if the out-group is not necessarily oppressed in the same way as they are.
4. A person might think “all rich people are crooks” because they’ve had bad experiences with some wealthy people.
5. Affinity bias is closely tied to the concept of in-group favoritism, where people form positive feelings for others who they perceive are members of their in-group. Out-group favoritism occurs when there is a negative perception or feeling toward someone the perceiver considers an out-group member.

Ways to Avoid Affinity Bias

Become aware of your affinity bias. This can be done by recording when and why you’re inclined to hire people from your network.

Examine the idea that a person from your network might have been selected for reasons beyond their qualifications, such as a personal relationship or a situational similarity. Examine any other organizational dynamics which may cause an employee to seem like a better choice than they are.

Recognize that sometimes people outside your network might be the right person for the job, despite not having an existing relationship.

Increase diversity within your network by connecting with people you don’t know through professional organizations, classes or other activities. Make sure to maintain these new connections long after business has been completed.

The Psychological Roots of Affinity Bias

Affinity bias is rooted in our brains’ natural inclination to seek familiarity and comfort. This tendency has evolutionary origins, as early humans needed to bond with their tribe to increase their chances of survival. Psychologists explain that our brains are wired to categorize information quickly, which can lead to stereotypes and biases, including affinity bias (1).

Affinity Bias in the Workplace

In the workplace, affinity bias can result in favoritism, hindering equal opportunities for all employees. For example, a manager may unconsciously prefer candidates who share their background or interests during hiring, leading to a less diverse workforce (2). Research shows that diverse teams are more innovative and better at problem-solving (3), highlighting the importance of addressing affinity bias in professional settings.

Affinity Bias in Education

In education, affinity bias can manifest in various ways, such as teachers giving preferential treatment to students they perceive as more like themselves (4). This can lead to unequal opportunities for growth and success among students. Imagine a teacher who loves sports and ends up paying more attention to athletic students, unintentionally neglecting those with different interests.

Affinity Bias in Social Interactions

Affinity bias can also impact our social lives. People may form friendships or romantic relationships based on shared characteristics or interests. For instance, a study found that individuals are more likely to be friends with those who share their racial, ethnic, or socioeconomic backgrounds (5). While there’s nothing inherently wrong with having commonalities, it’s essential to recognize when affinity bias limits our opportunities to connect with a diverse range of people.

The Impact of Affinity Bias on Diversity and Inclusion

Affinity bias can have significant consequences for diversity and inclusion. In a world that’s becoming increasingly interconnected, failing to embrace different perspectives can hinder personal growth and societal progress. Research indicates that diverse groups are more innovative and better at problem-solving (6). By addressing affinity bias, we can foster environments where people from all backgrounds have equal opportunities to thrive and contribute their unique perspectives.

The Legal Implications of Affinity Bias

Affinity bias can lead to discriminatory practices that violate the law, particularly in the workplace. In many countries, including the United States, anti-discrimination laws protect individuals from unfair treatment based on factors such as race, gender, age, and disability (11). Organizations found guilty of discrimination due to affinity bias may face legal consequences, including fines, penalties, and reputational damage.

Case Studies: Affinity Bias in Real-Life Scenarios

1. Hiring: A tech company consistently hires candidates from the same prestigious university as the company’s CEO. This creates an unintentional bias towards applicants with a shared educational background, potentially overlooking equally qualified candidates from diverse institutions.
2. Team Dynamics: A manager forms a close-knit group with team members who share their love for soccer. As a result, colleagues with different interests feel excluded and may miss out on valuable learning and networking opportunities.

Strategies for Organizations to Combat Affinity Bias

1. Blind Recruitment: Organizations can use blind recruitment techniques, such as removing names and photos from resumes, to minimize the impact of affinity bias during the hiring process (12).
2. Diverse Interview Panels: Including diverse interviewers in the recruitment process can help counterbalance individual biases and ensure a more balanced evaluation of candidates (13).
3. Regular Bias Audits: Conducting regular audits of HR processes and decision-making can help identify and address potential areas where affinity bias may be influencing outcomes.

Self-awareness and Reflection: Identifying Personal Affinity Biases

To identify personal affinity biases, consider these steps:

1. Reflect on your experiences and decision-making processes to recognize instances where you may have favored individuals based on shared characteristics.
2. Seek feedback from peers or mentors to gain insights into how your actions may be influenced by affinity bias.
3. Take online tests, such as Harvard’s Implicit Association Test (14), to uncover unconscious biases.

The Role of Allyship in Reducing Affinity Bias

Allyship involves actively supporting marginalized groups and working to dismantle biases and discrimination. Here are some ways to practice allyship in addressing affinity bias:

1. Educate yourself about the experiences of people from diverse backgrounds and be open to learning from them.
2. Challenge biased behaviors and comments in social and professional settings.
3. Use your influence to advocate for policies and practices that promote diversity and inclusion.

By practicing self-awareness, fostering allyship, and implementing organizational strategies, we can work together to reduce affinity bias and create more inclusive environments.

Final Thoughts

The problem with affinity bias stems from the fact that we make decisions about things, events and people based on how we feel without taking a moment to think rationally …

Affinity bias can affect everyone’s work life. The tendency to favor those who are most like us at work can lead to discrimination in the office. It can also cause inefficient team-building efforts and even affect employee turnover rates .

The way out of affinity bias is to try our best to look at all sides of an issue before making a decision. Even if we believe that one side is clearly right – it’s always worthwhile to listen and give others a chance to voice their opinions.

By making ourselves aware of how our affinity with others can affect our decisions and behavior, we can work to minimize its impact and make smart choices when it comes to important issues and people.

Reference

APA Dictionary of Psychology. (n.d.). Affinity Bias. https://dictionary.apa.org/affinity-bias

Catalyst. (2020, March 10). Quick Take: Why Diversity and Inclusion Matter. https://www.catalyst.org/research/why-diversity-and-inclusion-matter/

Rock, D., & Grant, H. (2016, November 4). Why Diverse Teams Are Smarter. Harvard Business Review. https://hbr.org/2016/11/why-diverse-teams-are-smarter

van den Bergh, L., Denessen, E., Hornstra, L., Voeten, M., & Holland, R. W. (2010). The Implicit Prejudiced Attitudes of Teachers: Relations to Teacher Expectations and the Ethnic Achievement Gap. American Educational Research Journal, 47(2), 497–527. https://doi.org/10.3102/0002831209353594

McPherson, M., Smith-Lovin, L., & Cook, J. M. (2001). Birds of a Feather: Homophily in Social Networks. Annual Review of Sociology, 27, 415-444. https://doi.org/10.1146/annurev.soc.27.1.415

Ibid (Rock & Grant, 2016) Project Implicit. (n.d.). Implicit Association Test. https://implicit.harvard.edu/implicit/takeatest.html

Bezrukova, K., Spell, C. S., Perry, J. L., & Jehn, K. A. (2016). A Meta-Analytical Integration of Over 40 Years of Research on Diversity Training Evaluation. Psychological Bulletin, 142(11), 1227-1274. https://doi.org/10.1037/bul0000067

Bohnet, I. (2022). What Works: Gender Equality by Design. Harvard University Press.

Catalyst. (2020, March 10). Quick Take: Why Diversity and Inclusion Matter. https://www.catalyst.org/research/why-diversity-and-inclusion-matter/

U.S. Equal Employment Opportunity Commission. (n.d.). Federal Laws Prohibiting Job Discrimination: Questions and Answers. https://www.eeoc.gov/fact-sheet/federal-laws-prohibiting-job-discrimination-questions-and-answers

Bohnet, I. (2016). What Works: Gender Equality by Design. Harvard University Press.

Project Implicit. (n.d.). Implicit Association Test. https://implicit.harvard.edu/implicit/takeatest.html