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Navigating marginalized identities in diverse organizations.

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People with marginalized identities manage workplace diversity dynamics by using various tactics to express or suppress social identities. This review explores how these strategies impact well-being, relationships, and outcomes, including intersectional considerations.

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Area of Science:

  • Organizational Psychology
  • Social Psychology
  • Sociology

Background:

  • Individuals with marginalized identities navigate unique challenges in organizational settings due to underrepresentation and stigma.
  • Extensive research exists on identity management tactics (verbal and nonverbal) used to suppress or express valued/devalued social identities at work.
  • Emerging research examines the impact of these tactics on individual well-being, intergroup relations, and organizational outcomes.

Purpose of the Study:

  • To review and synthesize existing research on identity management tactics employed by individuals with marginalized identities in organizational contexts.
  • To highlight the less-explored mechanisms through which marginalized groups shape perceptions via emotional expressions and status signals.
  • To underscore the role of intersectionality in understanding these identity management strategies.

Main Methods:

  • Systematic literature review of studies on identity management tactics over the past twenty-five years.
  • Analysis of research focusing on both suppression and expression of social identities in the workplace.
  • Inclusion of global studies examining nuanced portrayals of intersectionality.

Main Results:

  • Identity management tactics can positively or negatively influence individual well-being, interpersonal relationships, and organizational outcomes (e.g., hiring, admissions).
  • Members of marginalized groups proactively affirm others' identities to bolster or protect their own.
  • Emotional expressions and status signals are key, yet understudied, methods for shaping perceptions.

Conclusions:

  • Understanding identity management is crucial for promoting inclusivity and well-being for marginalized individuals in organizations.
  • Future research should further investigate the impact of emotional displays and status signaling in identity management.
  • Intersectional approaches are essential for a comprehensive understanding of marginalized identity management tactics.