Have you ever had a moment like this?#
Seeing two people arguing on the bus, one of whom is from your hometown, you inexplicably find yourself on their side. Even though it doesn't make sense, you still think, "Oh, they have it tough too."
The same goes for the workplace. If a "fellow" messes up a project, you might think: they must be really tired lately. But if someone from another department does the same thing, you immediately think: isn't that unprofessional?
Looking online, when a news story comes out featuring someone of a different skin color, before you even finish reading the comments, your emotions have already taken over. This subconscious favoritism isn't your fault, but have you really noticed it?
There's a psychological concept behind this called the "in-group bias." So why are we more inclined to favor "our own"? Is it instinct? Is it habit? Or is it... a bias in our subconscious? Ultimately, do you dare to ask yourself: is this favoritism really justified?
1. What is in-group bias?#
In-group bias, also known as the "in-group effect," refers to our tendency to have a more favorable view of members of our own group while being more likely to harbor negative feelings or behaviors towards those outside our group. This effect is not limited to race; it can appear in any identity you identify with—such as being from the same hometown, being alumni, colleagues, or even fans of the same brand or sports team.
In ancient times, humans survived in groups. Trusting "our own" and rejecting "outsiders" was essential for survival. However, in today's diverse society, this mindset often becomes a breeding ground for prejudice.
2. How common is in-group bias in the workplace?#
It lurks in performance evaluations, resource allocation, and even the trust levels in daily communication. What's more frightening is that often we are completely unaware of it. So why do we think this way?
The psychological mechanisms are quite complex, but fundamentally, there are probably two main reasons. One is social identity theory: we confirm our self-worth by belonging to a group. Supporting "our own" actually reinforces our identity. The second is cognitive bias: we are more likely to remember the strengths of our own kind and magnify the weaknesses of others. Thus, tolerance becomes the default option, while criticism seems justified.
In simple terms, in-group bias is a subconscious "team selection" behavior. We easily form emotional connections with our in-group, while those who do not belong to "our circle" naturally receive less understanding and patience.
3. So what can we do?#
We can't just let prejudice take root in our hearts. First, we must acknowledge: I might also have biases. That's right, not others, but people like you and me who consider ourselves open-minded. When we realize this, we open the first door to change.
Second, increase exposure. Not just a superficial understanding, but truly getting to know their lives, cultures, and even sharing a meal together. Research shows that the more diverse the environment, the more it dilutes the feeling of "they are different."
Here's a clever tip: do something together. For example, a team project with a common goal. When everyone is no longer "us vs them," but "we together," many prejudices simply dissolve.
Have you ever had a moment like this? Because the other person is an "outsider," your first reaction is to be defensive? Later you realize they are nothing like you thought.
I've seen too much fear behind misunderstandings and witnessed the transformations that understanding and tolerance can bring. Sometimes, breaking down prejudice is simply about having a sincere conversation. So don't rush to judge; first, ask yourself: am I treating someone as an "outsider" again? Prejudice can be understood, but it shouldn't be accepted.
Because understanding others is also a redemption for ourselves.