Substance Over Labels: The Trap of False Proxies

In our fast-paced world, we’re often searching for shortcuts to simplify complex choices, especially when it comes to evaluating others. When we see a new CV or meet someone for the first time, we tend to make assumptions based on easily recognisable labels or affiliations. That’s when “false proxies” come into play.

False proxies are surface-level judgments based on titles, institutions, or affiliations rather than substance. For example, if someone has worked at Google, Apple or Goldman Sachs, they immediately gain a sense of credibility, even if their role was more routine than we assume. The instinct to trust them comes from the brand recognition of these prestigious institutions. In contrast, if someone worked at a smaller or less-known company, they might be unfairly overlooked despite their skills.

This bias extends to our education system, too. If someone studied at Oxford, Cambridge, or a Russell Group university, we often assume they’re more capable, regardless of their actual accomplishments. Meanwhile, someone who may have studied at a lesser-known university or college but possesses remarkable skills might be dismissed purely due to the name on their degree.

False proxies are mental shortcuts that help us make snap judgments that may be convenient but are often misleading. We lean into these assumptions because they’re easy, but they rarely tell the full story.

True merit lies not in the name you carry, but in the substance of what you bring.

The cost of relying on these assumptions is high. By depending on false proxies, we risk overlooking genuine talent and unique qualities that could add significant value. People may also be disadvantaged simply because of circumstances they didn’t control, such as being unable to attend a prestigious university or not working at a renowned company.

The truth is, success isn’t contagious, and luck isn’t transferable. While someone may have been part of a well-known environment, what truly matters is their contribution, adaptability, and character. By making an effort to look beyond labels, we foster fairer opportunities, make wiser decisions, and recognise the potential in people who might otherwise be underestimated.

So, the next time you’re assessing someone, take a moment to look past the label. Ask about their experiences and contributions. By focusing on substance over status, we can build stronger, more diverse teams, and perhaps even inspire a cultural shift toward valuing people for who they truly are, not just where they’ve been.