Uniting Through Difference: Rich Cultural-Identity Expression as a Conduit to Inclusion
References
- (1954) The Nature of Prejudice (Addison-Wesley, Reading, MA).Google Scholar
- (2012) The local-ladder effect: Social status and subjective well-being. Psych. Sci. 23(7):764–771.Crossref, Google Scholar
- (2012) Racial color blindness: Emergence, practice, and implications. Curr. Dir. Psych. Sci. 21(3):205–209.Crossref, Google Scholar
- (2018) Sacrificing status for social harmony: Concealing relatively high status identities from one’s peers. Organ. Behav. Human Decision Processes 147:108–126.Crossref, Google Scholar
- (1992) Inclusion of Other in the Self Scale and the structure of interpersonal closeness. J. Personality Soc. Psych. 63(4):596–612.Crossref, Google Scholar
- (1991) Close relationships as including other in the self. J. Personality Soc. Psych. 60(2):241–253.Crossref, Google Scholar
- (1997) The experimental generation of interpersonal closeness: A procedure and some preliminary findings. Personality Soc. Psych. Bull. 23(4):363–377.Crossref, Google Scholar
- Barron LG, Hebl M, King EB (2011) Effects of manifest ethnic identification on employment discrimination. Cultural Diversity Ethnic Minority Psych. 17(1):23–30.Google Scholar
- (2001) Our Separate Ways: Black and White Women and the Struggle for Professional Identity (Harvard Business School Press, Boston).Google Scholar
- (1972) Status characteristics and social interaction. Amer. Sociol. Rev. 37(3):241–255.Crossref, Google Scholar
- (2010) To be liked vs. respected: Divergent goals in interracial interactions. J. Personality Soc. Psych. 99(2):248–264.Crossref, Google Scholar
- Bertrand M, Mullainathan S (2004) Are Emily and Greg more employable than Lakisha and Jamal? A field experiment on labor market discrimination. Amer. Econom. Rev. 94(4):991–1013.Google Scholar
- (2017) Are status and respect different or two sides of the same coin? Acad. Management Ann. 11(2):1–25.Crossref, Google Scholar
- (2013) Enacting cultural interests: How intergroup contact reduces prejudice by sparking interest in an out-group’s culture. Psych. Sci. 24(10):1947–1957.Crossref, Google Scholar
- (2012) The power of being heard: The benefits of ‘perspective-giving’ in the context of intergroup conflict. J. Experiment. Soc. Psych. 48(4):855–866.Crossref, Google Scholar
- (2008) When competence is irrelevant: The role of interpersonal affect in task-related ties. Admin. Sci. Quart. 53(4):655–684.Crossref, Google Scholar
- (2015) Affective primacy in intraorganizational task networks. Organ. Sci. 26(2):373–389.Link, Google Scholar
- (2019) Leveraging minority identities at work: An individual-level framework of the identity mobilization process. Organ. Sci. 30(4):735–760.Link, Google Scholar
- (2019) Being your true self at work: Integrating the fragmented research on authenticity in organizations. Acad. Management Ann. 13(2):633–671.Crossref, Google Scholar
- (1998) Being different yet feeling similar: The influence of demographic composition and organizational culture on work processes and outcomes. Admin. Sci. Quart. 43(4):749–780.Crossref, Google Scholar
- (2005) Out of sight but not out of mind: Managing invisible social identities in the workplace. Acad. Management Rev. 30(1):78–95.Crossref, Google Scholar
- (1988) Interpersonal processes in close relationships. Annual Rev. Psych. 39(1):609–672.Crossref, Google Scholar
- (1994) Self-disclosure and liking: A meta-analytic review. Psych. Bull. 116(3):457–475.Crossref, Google Scholar
- (1993) Cultural Diversity in Organizations: Theory, Research, and Practice (Berrett-Koehler, San Francisco).Google Scholar
- (2015) Out of the box? How managing a subordinate’s multiple identities affects the quality of a manager-subordinate relationship. Acad. Management Rev. 40(4):538–562.Crossref, Google Scholar
- (2000) Songs of ourselves: Employees’ deployment of social identity in workplace encounters. J. Management Inquiry 9(4):391–412.Crossref, Google Scholar
- (2008) Warmth and competence as universal dimensions of social perception: The stereotype content model and the BIAS map. Adv. Experiment. Soc. Psych. 40:61–149.Crossref, Google Scholar
- (1973) Self-disclosure reciprocity, liking and the deviant. J. Experiment. Soc. Psych. 9(4):277–284.Crossref, Google Scholar
- (2017) The Implicit power motive in intergroup dialogues about the history of slavery. J. Personality Soc. Psych. 112(1):116–135.Crossref, Google Scholar
- (2007) Another view of “we”: Majority and minority group perspectives on a common ingroup identity. Eur. Rev. Soc. Psychol. 18(1):296–330.Crossref, Google Scholar
- (2002) Why can’t we just get along? Interpersonal biases and interracial distrust. Cultural Diversity Ethnic Minority Psych. 8(2):88–102.Crossref, Google Scholar
- (2016) Helping others most when they are not too close: Status distance as a determinant of interpersonal helping in organizations. Acad. Management Discoveries 2(2):155–174.Crossref, Google Scholar
- (2013) Getting closer at the company party: Integration experiences, racial dissimilarity, and workplace relationships. Organ. Sci. 24(5):1377–1401.Link, Google Scholar
- (2008) Self-disclosure: Beneficial for cohesion in demographically diverse work groups? Res. Managing Groups Teams 11:143–166.Crossref, Google Scholar
- (2001) Cultural diversity at work: The effects of diversity perspectives on work group processes and outcomes. Admin. Sci. Quart. 46(2):229–273.Crossref, Google Scholar
- (2002) The out-group must not be so bad after all: The effects of disclosure, typicality, and salience on intergroup bias. J. Personality Soc. Psych. 83(2):313–329.Crossref, Google Scholar
- Faul F, Erdfelder E, Lang A-G, Buchner A (2007) G*Power 3: A flexible statistical power analysis program for the social, behavioral, and biomedical sciences. Behav. Res. Methods 39(2):175–191. Google Scholar
- (1990) A continuum of impression formation, from category-based to individuating processes: Influences of information and motivation on attention and interpretation. Adv. Experiment. Soc. Psych. 33:1–74.Google Scholar
- (2002) A model of (often mixed) stereotype content: Competence and warmth respectively follow from perceived status and competition. J. Personality Soc. Psych. 82(6):878–902.Crossref, Google Scholar
- (2001) Getting to know you: The influence of personality on impressions and performance of demographically different people in organizations. Admin. Sci. Quart. 46(3):414–442.Crossref, Google Scholar
- (2000) Perspective-taking: Decreasing stereotype expression, stereotype accessibility, and in-group favoritism. J. Personality Soc. Psych. 78(4):708–724.Crossref, Google Scholar
- (2005) Perspective-taking and self-other overlap: Fostering social bonds and facilitating social coordination. Group Processes Intergroup Relations 8(2):109–124.Crossref, Google Scholar
- (2018) When sharing hurts: How and why self-disclosing weakness undermines the task-oriented relationships of higher status disclosers. Organ. Behav. Hum. Decis. Process. 144:25–43.Crossref, Google Scholar
- (2007) Effects of task difficulty on use of advice. J. Behav. Decision Making 20(1):21–35.Crossref, Google Scholar
- (2008) The space between us: Stereotype threat and distance in interracial contexts. J. Personality Soc. Psych. 94(1):91–107.Crossref, Google Scholar
- (1963) Stigma: Notes on the Management of Spoiled Identity (Simon and Schuster, New York).Google Scholar
- (2017) Introduction to Mediation, Moderation, and Conditional Process Analysis, Second Edition: A Regression-Based Approach. 2nd ed. (Guilford Publications, New York).Google Scholar
- (2003) And the award for best actor goes to…: Facades of conformity in organizational settings. Acad. Management Rev. 28(4):633–642.Crossref, Google Scholar
- (2000) Choosing work group members: Balancing similarity, competence, and familiarity. Organ. Behav. Human Decision Processes 81(2):226–251.Crossref, Google Scholar
- (2016) Whites’ desire to affiliate and perceived understanding in interracial interactions. J. Experiment. Soc. Psych. 62:7–16.Crossref, Google Scholar
- (1995) Race, opportunity, and diversity of social circles in managerial networks. Acad. Management J. 38(3):673–703.Crossref, Google Scholar
- (1959) Self-disclosure and other-cathexis. J. Abnormal Soc. Psychol. 59(3):428–431.Crossref, Google Scholar
- (1964) The Transparent Self (Van Nostrand, Princeton, NJ).Google Scholar
- (2009) Distributing prejudice unequally: Do Whites direct their prejudice toward strongly identified minorities? J. Personality Soc. Psych. 96(2):432–445.Crossref, Google Scholar
- (2016) Whitened resumes: Race and self-presentation in the labor market. Admin. Sci. Quart. 61(3):469–502.Crossref, Google Scholar
- Kirgios EL, Rai A, Chang EH, Milkman KL (2022) When seeking help, women and racial/ethnic minorities benefit from explicitly stating their identity. Nature Human Behav. 6(3):383–391.Google Scholar
- (2020) The natural hair bias in job recruitment. Soc. Psych. Personality Sci. 12(5):741–750.Crossref, Google Scholar
- (1999) Passing, posing, and “keeping it real.” Constellations 6(1):85–96.Crossref, Google Scholar
- (2014) The pursuit of status: A self-presentational perspective on the quest for social value. Cheng JT, Tracy JL, Anderson C, eds. The Psychology of Social Status (Springer, New York), 159–178.Crossref, Google Scholar
- (2008) Social hierarchy: The self-reinforcing nature of power and status. Acad. Management Ann. 2(1):351–398.Crossref, Google Scholar
- (2021) To be, or not to be…Black: The effects of racial codeswitching on perceived professionalism in the workplace. J. Experiment. Soc. Psych. 97:104199.Crossref, Google Scholar
- (1995) Tempered radicalism and the politics of ambivalence and change. Organ. Sci. 6(5):585–600.Link, Google Scholar
- (2015) What happens before? A field experiment exploring how pay and representation differentially shape bias on the pathway into organizations. J. Appl. Psych. 100(6):1678–1712.Crossref, Google Scholar
- (2002) Personalization and the promise of contact theory. J. Soc. Issues 58(2):387–410.Crossref, Google Scholar
- (1998) Organizational and personal dimensions in diversity climate. J. Appl. Behvav. Sci. 34(1):82–104.Crossref, Google Scholar
- (2013) The benefits of climate for inclusion for gender-diverse groups. Acad. Management J. 50(6):1754–1774.Crossref, Google Scholar
- (2009) Do inclusive leaders help to reduce turnover in diverse groups? The moderating role of leader-member exchange in the diversity to turnover relationship. J. Appl. Psych. 94(6):1412–1426.Crossref, Google Scholar
- (1992) The emperor has no clothes: Rewriting “race in organizations.” Acad. Management Rev. 17(3):487–513.Crossref, Google Scholar
- (2015) Hair penalties: The negative influence of Afrocentric hair on ratings of Black women’s dominance and professionalism. Frontiers Psych. 6:1–14.Google Scholar
- (2004) Expectations of organizational mobility, workplace social inclusion, and employee job performance. J. Organ. Behav. 25(1):81–98.Crossref, Google Scholar
- (1999) Demographic dissimilarity and workplace inclusion. J. Management Stud. 36(7):1013–1031.Crossref, Google Scholar
- (1998) Intergroup contact theory. Annual Rev. Psych. 49:65–85.Crossref, Google Scholar
- (2009) To disclose or not to disclose? Status distance and self-disclosure in diverse environments. Acad. Management Rev. 34(4):710–732.Crossref, Google Scholar
- (2004) Responses to interracial interactions over time. Personality Soc. Psych. Bull. 30(11):1458–1471.Crossref, Google Scholar
- (2011) “What about me?” Perceptions of exclusion and whites’ reactions to multiculturalism. J. Personality Soc. Psych. 101(2):337–353.Crossref, Google Scholar
- (2002) Capitalizing on diversity: Interpersonal congruence in small work groups. Admin. Sci. Quart. 47(2):296–324.Crossref, Google Scholar
- (2008) Social identity contingencies: How diversity cues signal threat or safety for African Americans in mainstream institutions. J. Personality Soc. Psych. 94(4):615–630.Crossref, Google Scholar
- (2013) Shattering the myth of separate worlds: Negotiating nonwork identities at work. Acad. Management Rev. 38(4):621–644.Crossref, Google Scholar
- (1988) Intimacy as an interpersonal process. Duck S, ed. Handbook of Personal Relationships (Wiley, Chichester, UK), 367–389.Google Scholar
- (2006) Disentangling the meanings of diversity and inclusion in organizations. Group Organ. Management 31(2):212–236.Crossref, Google Scholar
- (2005) Changing faces: Professional image construction in diverse organizational settings. Acad. Management Rev. 30(4):685–711.Crossref, Google Scholar
- (2007) Multicultural and colorblind ideology, stereotypes, and ethnocentrism among Black and White Americans. Group Processes Intergroup Relations 10(4):617–637.Crossref, Google Scholar
- (2021) A threatening opportunity: The prospect of conversations about race-related experiences between Black and White friends. J. Personality Soc. Psych. 122(5):1–20.Google Scholar
- (2005) Intergroup contact and pluralistic ignorance. J. Personality Soc. Psych. 88(1):91–107.Crossref, Google Scholar
- (2010a) Concerns about appearing prejudiced: Implications for anxiety during daily interracial interactions. Group Processes Intergroup Relations 13(3):329–344.Crossref, Google Scholar
- (2010b) From strangers to friends: The interpersonal process model of intimacy in developing interracial friendships. J. Soc. Personal Relationships 27(1):71–90.Crossref, Google Scholar
- Shore LM, Randel AE, Chung BG, Dean MA, Ehrhart KH, Singh G (2011) Inclusion and diversity in work groups: A review and model for future research. J. Management 37(4):1262–1289.Google Scholar
- (1985) Intergroup anxiety. J. Soc. Issues 41(3):157–175.Crossref, Google Scholar
- (2008) Unlocking the benefits of diversity: All-inclusive multiculturalism and positive organizational change. J. Appl. Behav. Sci. 44(1):116–133.Crossref, Google Scholar
- (2000) Should we create a niche or fall in line? Identity negotiation and small group effectiveness. J. Personality Soc. Psych. 79(2):238–250.Crossref, Google Scholar
- (2017) Warmth-competence tradeoffs in impression management across race and social-class divides. J. Soc. Issues 73(1):175–191.Crossref, Google Scholar
- (1986) The social identity theory of intergroup behavior. Worchel S, Austin WG, eds. Psychology of Intergroup Relation (Hall Publishers, Chicago), 7–24.Google Scholar
- (2012a) Perspective taking combats the denial of intergroup discrimination. J. Experiment. Soc. Psych. 48(3):738–745.Crossref, Google Scholar
- (2012b) Perspective taking undermines stereotype maintenance processes: Evidence from social memory, behavior explanation, and information solicitation. Soc. Cognition 30(1):94–108.Crossref, Google Scholar
- (2008) Let’s talk about race, baby! When Whites’ and Blacks’ interracial contact experiences diverge. J. Experiment. Soc. Psych. 44(4):1214–1217.Crossref, Google Scholar
- Turner RN, Hewstone M, Voci A (2007) Reducing explicit and implicit outgroup prejudice via direct and extended contact: The mediating role of self-disclosure and intergroup anxiety. J. Perspect. Soc. Psych. 93(3):369–388.Google Scholar
- (2017) Microdynamics in diverse teams: A review and integration of the diversity and stereotyping literatures. Acad. Management Ann. 11(1):517–557.Crossref, Google Scholar
- (2004) Work group diversity and group performance: An integrative model and research agenda. J. Appl. Psych. 89(6):1008–1022.Crossref, Google Scholar
- (2005) Ethnic group identification and group evaluation among minority and majority groups: Testing the multiculturalism hypothesis. J. Personality Soc. Psych. 88(1):121–138.Crossref, Google Scholar
- (2003) Perspective taking and prejudice reduction: The mediational role of empathy arousal and situational attributions. Eur. J. Soc. Psych. 33(4):455–472.Crossref, Google Scholar
- (2009) Salient intergroup ideology and intergroup interaction. Psych. Sci. 20(7):838–845.Crossref, Google Scholar
- (1998) How do individuals expect to be viewed by members of lower status groups? Content and implications of meta-stereotypes. J. Personality Soc. Psych. 75(4):917–937.Crossref, Google Scholar
- (2000) Meta-stereotype activation: Evidence from indirect measures for specific evaluative concerns experienced by members of dominant groups in intergroup interaction. J. Personality Soc. Psych. 78(4):690–707.Crossref, Google Scholar
- (2006) Does changing behavioural intentions engender behavior change? A meta-analysis of the experimental evidence. Psych. Bull. 132(2):249–268.Crossref, Google Scholar
- (1998) Demography and diversity in organizations: A review of 40 years of research. Res. Organ. Behav. 20:77–140.Google Scholar
- (2010) Are some emotions marked “whites only”? Racialized feeling rules in professional workplaces. Soc. Problems 57(2):251–268.Crossref, Google Scholar
- (2006) Considering the Tower of Babel: Correlates of assimilation and multiculturalism among ethnic minority and majority groups in the United States. Soc. Justice Res. 19(3):277–306.Crossref, Google Scholar
- (2004) Receiving other people’s advice: Influence and benefit. Organ. Behav. Human Decision Processes 93(1):1–13.Crossref, Google Scholar

