Affinity bias

Where the standard develops it

• PL-3Hiring and onboardingStructured evaluation, calibrated standards, assessing capability rather than tool access.
• CC-3Inclusive practices and equitable opportunity distributionWho gets the stretch work, the visibility, and the benefit of the doubt.

Related terms

Calibration

Aligning evaluation standards across interviewers, managers or organisations so that the same capability or performance earns the same judgment.

Default gradient

The tilt of a distributed organisation toward wherever its decision-makers sit.

First ninety days

Treating a new role as a transition with its own work (learning, an early real contribution, the relationships the role depends on), with explicit outcomes at thirty, sixty and ninety days.

Glue work

The coordinating, documenting and unblocking work that holds a team together and rarely shows up in the artifacts a promotion process values.

Halo effect

One salient positive trait colouring the assessment of unrelated traits.

Location-neutral

Decision-making and information flows designed so that a team four time zones away has the same access as one down the corridor.

Office housework

Necessary, low-visibility tasks such as notes, scheduling and cover, which fall along predictable and inequitable lines unless they are distributed deliberately.

Proximity bias

Opportunity and promotion going to the people a leader sees, regardless of performance.