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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 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]
For example, when getting to know others, people tend to ask leading questions which seem biased towards confirming their assumptions about the person. However, this kind of confirmation bias has also been argued to be an example of social skill; a way to establish a connection with the other person. [9]
The Cognitive Bias Codex. A cognitive bias is a systematic pattern of deviation from norm or rationality in judgment. [1] Individuals create their own "subjective reality" from their perception of the input. An individual's construction of reality, not the objective input, may dictate their behavior in the world.
For example, a policy that accommodates working parents, such as flexible work hours, could qualify as DEI. So could establishing affinity groups based on shared identities, like sexual orientation.
Turnbull also highlighted affinity bias as a related factor, such as involving corporate hiring practices; while affinity bias was indicated to not be exclusive to dominant culture (i.e., culture of white men), in dominant culture, interviewers who showed a biased preference for candidates that were similar to them (e.g., candidates who are ...
A personality hire may be reflective of an implicit cognitive affinity bias. [10] Personality hires have been criticized for their lack of skills and competency. [11] Due to their sociable personalities, personality hires may have to set personal boundaries. [10]
In-group favoritism, sometimes known as in-group–out-group bias, in-group bias, intergroup bias, or in-group preference, is a pattern of favoring members of one's in-group over out-group members. This can be expressed in evaluation of others, in allocation of resources, and in many other ways.
An illustrative example of the way this phenomenon takes place can be demonstrated just by arbitrarily assigning a person to a distinct and objectively meaningless novel group; this alone is sufficient to create intergroup biases in which members of the perceiver's own group are preferentially favored. [8]