Impacting recruitment and appraisals, attribution bias can lead to managers unduly disregarding candidates’ accomplishments, letting excellent talent pass by that could have otherwise been an asset to their teams and the business. Usually, this means we believe individuals’ successes are due to luck, as opposed to effort or skill, which is seen to be behind their negative experiences or failures. Attribution BiasĪttribution bias occurs when we incorrectly evaluate the reasons behind the experiences and accomplishments of others. To avoid affinity bias, ensure that an applicant’s skills and experience are given greater importance than attributes such as background or personality, and implement blind recruitment processes. As a result, it can hurt the growth and function of a business, as well as denying opportunities to otherwise deserving applicants. When recruiting, it can lead managers to hire individuals who they get along with, but who aren’t necessarily the right fit in terms of experience or skillset. Similarities can include any shared commonality, including everything, from likes, dislikes or appearance, to schooling or career history.Īvoiding affinity bias is key to creating diverse teams. Unconscious bias examples encountered in the workplace? Affinity BiasĪffinity bias (also known as similarity bias) occurs when we treat people more favourably, simply because they are like us or others we like. Here are some of the most commonly experienced – if you recognise any, your business or organisation may benefit from unconscious bias training.
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Unconscious bias training gives colleagues the tools to become more aware of their biases and how to manage them, and helps them to spot the different forms of unconscious bias. There are many different types of unconscious bias that workplaces should watch out for. The effect? Individuals can be discriminated against, harming workplace equality, opportunity, culture and productivity.
Informed by our experiences, backgrounds and values, these biases are crucial in helping our minds quickly and efficiently navigate the world around us, but often, these biases can be informed by harmful and inaccurate stereotypes. Unconscious biases, also known as implicit biases, constantly affect our actions. Yvonne Howard is a highly experienced Diversity and Inclusion Consultant with extensive experience in the transportation, construction, engineering and built environment sectors, as well as local government.
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