By better understanding how identity threat plays out, organizations can recognize when it's occurring in their midst and react quickly
Feeling that their leader identity was valued less by others and that they may no longer be able to express their leader identity was linked to women’s emotional exhaustion.
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Diversity and inclusion are global priorities, and there’s evidence that authenticity at work can impact well-being: this points to the importance of a workplace where employees feel welcome and comfortable being themselves. To make this happen, this points to the importance of a workplace where employees feel welcome and comfortable being themselves. To make this happen, we need to have a better grasp of what happens when “who we are” is called into question. Researchers call this experience “identity threat”. Identity threat can result from discrimination at work or certain types of organizational culture, and it can lead to burnout and turnover. Using their newly developed scale in an article now published by the Journal of Applied Psychology, Karoline Strauss, Professor of Management at ESSEC, Maïlys George (former PhD candidate at ESSEC and now Assistant Professor at EDHEC Business School), Julija Mell (Rotterdam School of Management) and Heather C. Vough (George Mason University) studied how people react to identity threat and pinpoint the triggers and outcomes of these threats (1).
When someone asks who you are, what comes to mind? The answers form your identities, and you can hold multiple identities at the same time. It encompasses how we perceive ourselves, and can be related to our demographic characteristics, our relationships, or our societal roles. For example, you might identify as a woman, as a leader, as a lawyer, as a friend… When you experience an “identity threat”, it means that “who you are” is in question, which can be a destabilizing experience. This can have far-reaching consequences beyond the affected person, and even impact the organization and society at large.
Dr. Strauss and her colleagues developed a scale to measure identity threat, and then studied identity threat in samples of pregnant female leaders and professionals who identify as part of the LGBTQ+ community. By better understanding how identity threat plays out, organizations can recognize when it’s occurring in their midst and react quickly.
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