Sometimes the biggest breaks in our careers don’t come from talent or experience.
They come from bias.
I once landed a job in Dubai.
Not because of my skills.
Not because of my experience.
But…because of my boarding school.
The CHRO and I discovered we went to the same school in Ooty.
The interview?
Not about my track record or the role.
It was about school days, teachers, and shared nostalgia.
The bias?
“He’s like me.”
The result?
I got hired.
And fortunately, it worked out.
Thirteen years, strong results.
But here’s the uncomfortable truth:
Was it based on capability?
No.
Was it driven by bias?
One hundred percent.
Bias is still in the driver’s seat
Even in 2025, with AI tools, DEI initiatives, and structured interviews, Similar-to-Me Bias (Affinity Bias) still dominates hiring and promotion decisions.
It hides behind words like “culture fit,” “chemistry,” or “gut feel.”
Other culprits:
Confirmation Bias: We search for evidence to support what we already believe.
Halo Bias: One strength overshadows flaws.
Recency Bias: The last impression outweighs consistency.
The cost?
Missed competence. Shrinking diversity. Echo chambers.
Bottom Line
Bias may sometimes land you the right person.
But leadership is not about luck. It is about intention.
Have you seen bias tilt a decision?
Share your story below.
