![]() You should create structured recruiting and interviewing processes so that your team will be able to compare applications and interviews equally to reduce the risk of bias. This is perhaps also an example of attribution bias whereby ‘attractive’ people are viewed as more social, happy and successful. ![]() One facet of the research indicated that conventionally ‘attractive’ people, both men and women, earn higher incomes, whereas ‘less attractive’ people earn lower incomes. Professor Rachel Gordon from the University of Illinois in Chicago conducted some research into the connection between conventional physical attractiveness and the accumulation of social and human capital in young adults. textīeauty bias can exist if we find that we prefer people we perceive as beautiful and if we are making judgements based on appearances and are judging others harshly based on their appearance. ![]() Give candidates or employees a chance to share their full story with you before making your judgements. Ask colleagues to outline and detail the reasons behind decisions they are proposing. Take time to reflect on the assumptions you are making about people. Ways to avoid attribution biasĭo not rush your judgements. We might find attribution bias at play when an employee is treated differently because they do not approach a task in the same way as other people in the department and when this difference is negatively attributed to some ‘quality’ possessed by the employee. Attribution bias in the workplaceĭuring recruitment, attribution bias can be involved if recruiters make decisions about candidates where they attribute something unusual or potentially problematic about their application or behaviour as being an inherent feature of their personality or indeed of their gender, ethnicity or other ‘protected characteristic’. However, some attributions do not always accurately reflect reality and these attributions can introduce bias into decision-making. People constantly make attributions – judgements and assumptions about why other people behave in certain ways. textĪttribution bias can sometimes be involved in the way that we understand and make sense of our own and other’s actions. 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. We also offer a public version of this training on our Managing Unconscious Bias website, with videos that help people recognize bias and challenge and correct it immediately.Affinity bias can occur when we prefer people who share similar qualities to ourselves. Meta’s leaders feel so strongly about the importance of this training that all people managers are required to complete this course. Bias in favor of people who are perceived to be similar or attractive.Bias against women who are mothers that results in fewer opportunities.Bias that produces expectations for women to be nurturing and care-taking and men to be assertive and action-oriented.Bias that causes some people to be perceived as “naturally talented,” while others are presumed to have “gotten lucky”.Bias that occurs when people who are part of dominant groups are judged by their expected potential, while those who are part of less dominant groups are judged by their proven accomplishments.Visit Site Managing Bias is a 1-hour interactive eLearn that helps people learn how to recognize and counteract several types of workplace unconscious bias, including: Surfacing and countering the unconscious biases that we all have directly impacts Meta’s ability to bring the world closer together and provide a vehicle for voice and authentic identity.
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