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Breaking the “In-Group Bias” Trap: Unlocking Diversity by Rethinking Similarity

Kiltered

Updated: Jan 28



We naturally gravitate towards people who “get” us. This instinct, known as in-group bias, can lead us to unconsciously prefer those who mirror our backgrounds or perspectives. Yet, in the workplace, this quiet pull toward familiarity can dilute diversity and hinder inclusion.


The Cost of Comfort: How In-Group Bias Shrinks Opportunity


Imagine a project where team members feel they “just click.” While comforting, this sense of familiarity may actually limit potential. If everyone shares the same outlook, innovation can be limited. In hiring, a panel’s preference for “like-minded” candidates can sideline equally qualified people who might bring a fresh perspective.


Strategies to Overcome In-Group Bias and Embrace True Diversity


Intentional Hiring Practices

Standardise interviews with skills-focused questions to keep evaluation fair. This way, the “chemistry factor” that often reflects in-group bias doesn’t override merit.


Diverse Decision-Makers

Include different voices in hiring and promotions. A multi-background panel minimises the chance of everyone feeling an implicit “pull” toward a familiar personality type.


Redefine Cultural Fit

Shift from hiring for “cultural fit” to “cultural add.” Instead of seeking replicas, look for individuals whose varied backgrounds and ideas will enrich the culture.


Embed Bias Awareness

Conduct regular workshops that reveal how in-group bias can subtly influence decisions. Awareness empowers employees to actively seek out diverse perspectives.


Cross-Functional Collaboration

Create opportunities for employees to step outside their usual circles. Projects that blend departments foster bonds across different experiences, helping people move beyond comfort zones and broaden their perspectives.


Building a Culture Beyond Bias


When organisations actively tackle in-group bias, they unlock the power of diversity. Embracing varied perspectives and actively working against familiar comforts allows teams to think more broadly, innovate more freely, and truly represent an inclusive culture where everyone’s voice matters. This isn’t just about avoiding “bad hires”; it’s about building a workplace where every individual can thrive and contribute uniquely.


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