Birds of a feather flock together

Birds of a feather flock together

This common notion has been well used over the years to describe the homophily principle. Most, if not all of us have preferences about who we interact, connect and build relationships with. So, we purposely seek out those individuals and groups who are like us in many ways hence we tend to choose our partners, cultural and social groups that we belong to based on this principle. There are proven advantages to such relationships as it builds bonds, trust and shared values with those we have such much in common with. This familiarity in our relationship makes it easier to communicate with groups we have affinity with us because they share our perspectives in life, our background, interests as there is less of a need to explain context or navigate cultural or social barriers.

We have seen how affinity through social media platforms can lead to us seeking validation and support about our views and opinions. This has often led to algorithms that create polarising and divisive views and opinions, often from people whom we have never met or know in real life.

We pride ourselves on taking a professional approach to work, and are encouraged to bring our whole selves to work. This plays out during an interview and selection process where your cultural fit with the team or wider organisation may come into question. In September, an employment tribunal ruled that employers can refuse to hire employees based on maintaining office harmony, particularly if the candidate for the role was not a cultural fit for the team or company.

The case centred on a claim from Maia Kalina, who claimed that a marketing agency, Digitas LBI, chose someone else who they felt would get on better with their team.

Ms Kalina claimed that she was discriminated against because she was not outgoing and did not enjoy going to the pub, and her interviewer felt she wouldn't "vibe" with the team as well as another candidate for the role.

However, employment judge Daniel Wright dismissed her claims, saying it was "perfectly lawful" for an employer to decide that somebody would not fit in with the team. He went further to illustrate his point using opposing football clubs of Arsenal and Tottenham.

‘If a small company where everybody who works in the office is an ardent supporter of Arsenal football club, and they decide to pick an Arsenal fan at interview over a similarly qualified Tottenham Hotspur season ticket holder because they do not want to damage the harmony of the office," he said. The decision there would be lawful according to the judge. The interview is a two way process for the candidate and for the company to decide whether your working preferences and values match those of the company.

Other than the obvious for potential for unlawful discrimination that this raises, it overlooks the candidate's knowledge, skills and experience to objectively assess and select who is most suitable for the role. Instead, we have a hiring decision based on the candidates ‘vibes’, not skills. It’s the subtle, almost subconscious preference for candidates who ‘click’ on a personal level that matters.