![]() Next time you have to choose between two equally qualified applicants for a position, instead of asking “who will fit in best?”, ask “who will make our team more diverse?” Choose to mentor a female, and/or someone of BAME background. Make an effort to connect with a wider range of people, including minority groups. It can be easy to convince yourself that you are right, and everyone else needs to change, instead of recognising and taking steps to change your own perspective. Try to resist rationalising the results, with justifications such as “I just feel more at ease with x”, “we have more in common”, or “they just ‘get’ our work ethic here”. ![]() The harder you find it to admit to your biases, the more difficult it may be to actually change. If the results of this self-analysis aren’t quite what you hoped for, it doesn’t necessarily make you a bad person, you just need to take action to counteract this unconscious bias. Look at the people you have chosen to connect with – people you have recruited, or informally mentor. What percentage are the same gender, ethnicity, sexual orientation or social background? Is it truly representative of society, or does it perhaps reflect some affinity biases? Make a list of 10 of your most trusted colleagues or friends at work. ![]() Look around yourself – and try to measure this objectively. So what can we do to identify affinity bias and challenge it? ![]()
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January 2023
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