How to Manage Affinity Bias?
To prevent the emergence and growth of affinity bias in the process of hiring and promotion, it is crucial to first acknowledge its existence. Here are some measures that organisations and their leaders can implement,
1. Acknowledge Affinity Bias: The first step to avoiding affinity bias in hiring and promotion is awareness. Companies and leaders should conduct a thorough review of their hiring processes, promotion decisions, and overall workplace practices to ensure there is no affinity bias. If it is present, steps should be taken to eliminate it. It is crucial to ensure that processes are objective, not subjective.
2. Expand Your Circle: Affinity bias often stems from comfort. By making an effort to meet new people who might be different from you, you can learn to recognise and overcome your affinity bias.
3. Anonymize and Diversify Decision-Making: To prevent affinity bias from creeping into the hiring process, consider anonymizing some aspects of it. Also, involving more people in decision-making can help dispel any potential bias.
4. Take Your Time: Rushing decisions can lead to bias. By taking the time to objectively evaluate each candidate’s qualifications, you can counteract any initial biased reactions.
5. Engage with Employees: Having conversations with employees can help you identify affinity bias. It helps us learn more about different kinds of people, reducing the likelihood of biased decisions.
6. Invest in Training: Consider providing affinity-bias training for yourself, managers, and executives. This can increase awareness and equip everyone with the tools to address any issues that arise from affinity bias.
7. Review Your Demographics: Finally, look at the composition of the organisation. Ensure that it reflects diversity.