THE RISKS OF ‘A CULTURAL FIT’
Research indicates that most of us unconsciously favour people who are similar to us. These similarities can be based on more overt characteristics such as race, gender, age, religion, physical characteristics. But they can also be based on more subtle characteristics such as background, place of residence, education, experience, or personality type. However, this fails to consider differences as an opportunity for growth, innovation and skill-sharing.
On the flip side, most of us have deep-seated resistance to anyone or anything that is ‘different’. And this is where the problem comes in – our implicit or hidden biases can influence our interactions with colleagues in subtle, yet damaging ways.