In-group bias

In-group bias, also known as in-group favoritism, is a cognitive bias where individuals tend to favor, support, and give preferential treatment to members of their own group over those in other groups. This bias is a fundamental aspect of human social interaction where familiar things and familiarity with the in-group lead to implicit positive associations, often regardless of objective evidence or actual differences among groups.

How it works

In-group bias operates through social categorization, where the brain simplifies the world by sorting people into groups based on perceived similarities such as ethnicity, nationality, or shared interests. Once categorization occurs, psychological mechanisms such as social identity theory suggest that individuals derive part of their self-esteem from their group memberships, thus fostering favoritism towards their group. This process often involves positive stereotyping of in-group members and a corresponding negative bias against out-group members, sometimes without any rational basis.

Examples

• Sports enthusiasts supporting their home team even when objectively it might not be the better team.
• Hiring practices within organizations where managers tend to prefer candidates who share their same cultural or educational background.
• Nationalism, where citizens of a country may view their own nation in a favorable light while holding prejudices against foreigners.

Consequences

The consequences of in-group bias can be seen in increased group cohesion and loyalty, but also in intergroup conflict and discrimination. It can lead to exclusionary practices, lack of diversity in decision-making, and perpetuation of inequality as those outside the favored group are overlooked or negatively stereotyped.

Counteracting

Counteracting in-group bias involves promoting awareness and understanding of the bias, encouraging inter-group contact and cooperation, and fostering an environment that values diversity and inclusion. Techniques such as perspective-taking, empathy training, and promoting a superordinate identity that includes both in-group and out-group members can help mitigate bias.

Critiques

While the concept of in-group bias is well-documented, critiques often focus on its potential oversimplification of complex social dynamics. Some argue that it fails to adequately explain how individuals may not exhibit these biases in certain circumstances, or how out-group favoritism can also occur. Additionally, cultural and contextual factors can moderate the expression of in-group bias, suggesting a need for more nuanced understanding.

Fields of Impact

Also known as

Relevant Research

• Social Identity and Intergroup Discrimination

  Henri Tajfel, John C. Turner (1986)

  Annual Review of Psychology

• In-group favoritism and self-esteem

  Marilynn B. Brewer (1979)

  Psychological Science