Reflections on Similarity Bias: Stepping into 2025
As the year draws to a close, there is an opportunity to reflect on the moments that have shaped our careers—moments that have tested our resilience, our strengths, and our ability to push through obstacles. For many women, one of the most persistent and often unnoticed challenges is similarity bias.
This bias, which arises from the tendency to favour those who share similar characteristics or experiences, has a powerful impact on our personal and professional journeys. It can subtly influence decisions about mentorship, career opportunities, and how we are perceived in the workplace. For women, and especially for those with multiple layers of identity such as race, sexuality, or disability, this bias can create even more significant barriers to career growth and advancement.
As we reflect on these challenges, it's crucial to look forward—to think about how we can break through these barriers and create an environment where all women can thrive. In this article, we’ll explore the ways similarity bias has historically shaped our experiences as women and, more importantly, how we can move beyond it.
How Does Similarity Bias Impact Women?
Research shows that people tend to favour those with similar backgrounds or characteristics, leading to women being overlooked for key opportunities. A study from Catalyst found that women are judged more harshly for exhibiting leadership traits that defy traditional male stereotypes, such as assertiveness, which can be perceived as “unfeminine.” For women of colour, LGBTQ+ women, and women with disabilities, this bias is compounded by additional prejudices based on race, sexual orientation, or ability. According to a report from Lean In, Black women, for example, experience disproportionately high barriers in the workplace. Not only are they promoted at lower rates, but are also more likely to experience microaggressions and be subjected to disrespectful comments and behaviour.
Senior women in leadership also encounter this bias, especially when their leadership style doesn’t align with traditional male models. A 2021 study by Cuddy et al found that women are often perceived as less competent than their male counterparts, even when they have the same qualifications and experience. Additionally, qualified immigrant women are often overlooked for senior management positions because of similarity bias.
By addressing these biases and understanding their intersectional nature, we can begin creating more inclusive environments where all people, regardless of their background, have equal opportunities to succeed and lead.
Overcoming Obstacles of Similarity Bias
Recognizing the barriers we and the women around us face is the first step in creating meaningful change. Here are some strategies to help us not only advance ourselves but also support and uplift others along the way.
Networking
For many women, breaking into professional circles that are otherwise homogeneous can feel like a daunting challenge. Networking is a powerful tool in overcoming this barrier. By actively seeking out new connections, women can enter broader, more inclusive circles, unlocking opportunities and support that may have otherwise been unavailable.
Mentorship Programs
Similarity bias often results in women receiving less organic mentorship within their organizations. Formal mentorship programs create more equitable access to leadership development, ensuring women have the guidance and support needed to advance in their careers.
Professional Development
Similarity bias can prevent women from being recognized for their potential, leading to fewer growth opportunities. Professional development initiatives offer women the chance to build skills, demonstrate their capabilities, and gain the visibility needed to overcome biases and advance in their careers.
WORTH’s programs—ranging from networking opportunities to mentorship initiatives and professional development through WORTH Academy—are designed to provide women in leadership with the tools, support, and connections needed to succeed. We’ve created these resources to be accessible and welcoming, so that every woman has the chance to grow, develop new skills, and build meaningful relationships. Discover WORTH’s programming HERE.
How Leaders Can Reflect and Act
For leaders, addressing similarity bias begins with acknowledging it exists. Psychologists at Harvard, the University of Virginia and the University of Washington created "Project Implicit" to develop Hidden Bias Tests—called Implicit Association Tests. Consider taking this test to discover where your own biases may come into play as a leader. Reflection is key:
Assess Decision-Making Processes: Are hiring, promotion, or project assignment decisions unintentionally favouring familiarity?
Champion Diverse Voices: Create spaces where underrepresented team members feel empowered to contribute.
Participate in Programs that Advocate for Equity: By engaging with programs like WORTH’s mentorship initiative, leaders can actively counteract similarity bias while fostering inclusive growth.
The Power of Community
At WORTH Association, we believe that meaningful reflection—paired with action—can help women overcome challenges like similarity bias. Through community, mentorship, and professional development, we provide the tools to break through barriers and create lasting change. As you reflect on your journey this holiday season, consider how joining these initiatives might empower you to reach new heights and support others in doing the same.
Together, we can educate, elevate, and engage each other to build a future where every woman’s potential is recognized and celebrated. Let’s make reflection not just a seasonal practice but an opportunity for growth.
Thank you to the Thoughtful Co for the inspiration for this article.