Yes, you are an outlier. There is a very large amount of studies that show that people like people that are like them.
[1] https://journals.sagepub.com/doi/abs/10.1177/026540750809670...
Fair enough
There is a very large amount of studies that show that people like people that are like them.
The link you provide shows a coefficient of .47 for actual similarity, and .39 for perceived similarity. I'm not good at statistics, but that seems like a far cry from "the reason why people like other people is that they are like them." which is the line I was replying to. If I'm understanding it correctly it would be more accurate to say "people are somewhat more likely to like someone who is like them." If that's what was originally written, then I probably wouldn't have replied.
r, or Pearson's Correlation Coefficient [1], is a value from -1 to 1. for r < 0, the variables are negatively correlated, for r > 0 the variables are positively correlated, and for |r| ~= 0, the variables are uncorrelated. 0.47 and 0.39 are high values of correlation.
[1]: https://en.wikipedia.org/wiki/Pearson_correlation_coefficien...
^1: it is, however, curious that similar visualizations can be found in woowoo circles
There are plenty of people who like each other that have nothing in common. The idea that the reason people like people is because they are like them just feels ridiculous to me, but maybe I am an outlier. Personally, the more someone is like me, the less I like them.
But the bigger, weirder argument you seem to be making is that you shouldn't hire people that you like. I would say life is too short to be spending it around people you don't like, if you can help it.
I say that it is very possible to hire only people you like, and still end up with a diverse workplace free from abuse. You just need to start with good leaders.