Affinity Bias: When Familiar Choices Kill Fresh Thinking

Diversity can drive innovation and lead to a more optimized workplace. One of the biggest threats to diversity is affinity bias, a form of implicit bias, which is the tendency to prefer or feel more comfortable with those who are similar to oneself. 

Affinity bias often leads us to gravitate toward people who share our background, interests, or values, reinforcing sameness at every level and making it harder to innovate, retain talent, and build a truly inclusive culture. 

Affinity bias can show up in subtle ways, such as unconsciously favoring job candidates who share your political views or connecting more easily with colleagues who attended the same university you did. These small moments of preference may feel natural, but they reinforce sameness in decision-making and limit exposure to different perspectives.

Because affinity bias operates before conscious intention, it often goes unnoticed. Over time, this can lead organizations to overlook high-potential talent, reduce diversity of thought, and weaken innovation, ultimately putting long-term performance at risk.

Here’s How to Spot and Prevent Affinity Bias at Every Level

Affinity bias can shape how we lead, who we promote, and which ideas we consider. The impact looks different depending on where you sit in the organization. Below are examples of how CEOs, HR leaders, and HR professionals can recognize and reduce this bias in their roles.

How CEOs Can Break the Bias Loop at the Top  

Senior executives have the power to set a tone of inclusivity or to unintentionally reinforce sameness. Affinity bias at the top can limit organizational growth and lead to insular decision-making. Here are some tips for affinity bias mitigation for CEOs:

• Proactively seek and value diverse perspectives in decision-making processes.
• Regularly assess the diversity of thought in executive teams to align with inclusive growth strategies.
• Cultivate an organizational culture that values and encourages diverse viewpoints to drive innovation and market adaptability.

How HR Leaders Can Make Systems Reflect Inclusion

HR leaders shape systems that either interrupt bias or reinforce it. Here’s how to prevent affinity bias from quietly entering hiring and promotion practices:

• Implement blind evaluations across your organization to minimize bias in candidate selection.
• Require candidate evaluation forms to focus on qualifications and experience rather than personal similarities.
• Evaluate recruitment data to assess diversity and create inclusion and diversity initiatives as needed.

How HR Professionals Can Promote Everyday Inclusion 

Affinity bias can influence day-to-day interactions and communications. Here are adjustments HR professionals can make to create an inclusive workplace that’s free of affinity bias.

• Use inclusive language that avoids assumptions about age, lifestyle, family status, or background.
• Create employee surveys to identify any feelings of exclusion and work proactively to address them.

Affinity Bias Is Not the Only Threat

Affinity bias is not the only hidden force quietly undermining workplace success. There are a number of other biases at play that can subtly influence decision-making, team dynamics, and overall organizational growth. To fully understand and address these challenges, it’s important to explore the 10 hidden biases that are shaping the workplace environment.

Earn the SHRM Inclusive Workplace Culture Specialty Credential to learn how to build a culture rooted in belonging, inclusion, and sustainable workforce success.