The multidimensional self: An intersectional examination of identity conflict and authentic expression among Black and White men and women at work

Diversity initiatives are often ineffective because they characterize differences at the group-level, and therefore, do not adequately address individuals’ specific identity-related challenges. The purpose of this study is to use a network-based approach to studying identity to provide a comprehensive examination of the wide range of identities that are salient and important for individuals who are members of diverse race and gender groups, namely White and Black men and women at work. Additionally, I apply intersectionality theory to understand how multiple identities are constructed into overall self-concepts at work and more specifically, how individuals perceive intersections between their multiple identities. According to intersectionality theory, I expect that multiple identities will co-exist and subordinate (i.e., historically marginalized) social identities will be more central for women and racial minorities employees as opposed to dominant (i.e., historically non-marginalized) identities. I also integrate job-demands resources theory to develop and test hypotheses concerning the structural relationships between identities (i.e., conflict, compatibility, centrality) and authenticity at work. Specifically, I propose that identity conflict, compatibility, and centrality are identity structures that serve as resources that can enable or constrain authentic self-expression at work. I test these hypotheses across two studies. In summary, this work sheds theoretical and empirical light on the complex nature of multiple identities at work and how diversity initiatives can more effectively address identity dimensions that intersect and affect personal work experiences.