![]() ![]() Ways to avoid affinity biasĪctively take note of the similarities you share with the candidate so that you can differentiate between attributes that may influence your judgement and the concrete skills, experiences and unique qualities that could contribute to your team as a ‘culture add’ rather than a ‘culture fit’. While by 2018 this figure had improved and reduced to 56%, it is still high. This does not necessarily help produce a diverse team that will bring in different ways of thinking and represent a wide range of viewpoints. While similarities should obviously never disqualify a candidate, they should not be the deciding factor either.Īccording to the NHS Workforce Race Equality Standard (WRES) Workforce Evaluation (2019), in 2016, in the average trust, white staff were 69% more likely than Black, Asian and Minority Ethnic staff to be appointed from a shortlist. Affinity bias can influence a recruitment decision when the decision is to recruit someone who shares similar interests, experiences and backgrounds to the recruiters. ![]() ![]() Affinity bias in the workplaceĪffinity bias can sometimes be in play when an organisation recruits someone they like and know will get along with the team. Affinity bias can occur when we prefer people who share similar qualities to ourselves. ![]()
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