Moves Beyond One-Dimensional Affinity

Traditional discussions of affinity bias focus on surface traits (like gender or alma mater). Intersectionality pushes tech culture to recognize that similarities aren’t just about one identity factor. For example, attributing competence (halo effect) to someone who shares multiple identities with a hiring manager (e.g., race and university) creates tighter in-groups and starker out-groups, reinforcing systemic exclusion for those in multiple minorities.