Social identity and self-presentation at work: how attempts to hide a stigmatised identity affect emotional well-being, social inclusion and performance

Disclosing an autism diagnosis: A social identity approach

Autistic people face a difficult dilemma around whether or not to disclose their diagnosis because autistic people are a stigmatized social group. The central aim of this study was to examine if a social identity approach could be useful in understanding the factors that predict the likelihood of autistic adults disclosing their autism diagnosis in social settings, in the workplace, in educational settings and in the family. The social identity approach predicts that autistic people may cope with this dilemma by using an individualistic strategy to distance themselves from their autistic social identity. Alternatively, they may embrace their autistic social identity and use a collective strategy to resist stigma and advocate for autistic people. We present a survey based cross-sectional study (n = 175) with autistic adults living in Ireland. Participants completed a series of measures; autism social identification, stigma consciousness, and individualistic and collective strategy use to assess disclosing in the four settings. The overall models in each of the four regressions were significant. Autism social identification positively predicted disclosure in social, workplace and educational settings, while stigma consciousness negatively predicted disclosure in the family and in the workplace. Interestingly, over and above these predictors individualistic strategy use negatively predicted disclosure in each of the four settings, while collective strategy use positively predicted disclosure in social, educational and family settings. Our novel social identity approach was useful for explaining autistic adults' strategies to cope with the complex disclosure dilemma. Strengths, limitations, and directions for future research are discussed.

Shared experiences and the social cure in the context of a stigmatized identity

In an attempt to combat the social isolation and stigma associated with the incarceration of a family member, increasingly efforts are made to support families affected by imprisonment. Many of these forms of support are delivered in groups. Participation in support groups generates benefits, sometimes referred to as the social cure, by enhancing a sense of belonging, social connection, and subjective identification with the group. Where an identity is stigmatized, subjective group identification may be resisted and this could potentially undermine the effectiveness of group-based support. We used semi-structured interviews with 12 partners of incarcerated men participating in group-based support, to explore their identity constructions as well as their perceptions of the value of the support group. Interviews were recorded, transcribed, and analysed using a material-discursive perspective. Findings emphasize the importance of shared experiences as a basis for connection with others in this context where subjective identification with an identity is problematic. Three themes are documented in the data that emphasize shared experience. These themes - Experiences of a 'situation' as the basis for social isolation; Experience of a 'situation' as the basis for inclusion; and Victims of circumstance - all orient to the role of shared experience in participants' talk. The theoretical discussion of these findings highlights the important role of shared experience as a basis for social connections for those affected by stigma. The implications of these findings for supporting families affected by incarceration are discussed, as is the more general potential of group-based approaches for those affected by stigma.

Looking Beyond Our Similarities: How Perceived (In)Visible Dissimilarity Relates to Feelings of Inclusion at Work

We investigated how the perception of being dissimilar to others at work relates to employees' felt inclusion, distinguishing between surface-level and deep-level dissimilarity. In addition, we tested the indirect relationships between surface-level and deep-level dissimilarity and work-related outcomes, through social inclusion. Furthermore, we tested the moderating role of a climate for inclusion in the relationship between perceived dissimilarity and felt inclusion. We analyzed survey data from 887 employees of a public service organization. An ANOVA showed that felt inclusion was lower for individuals who perceived themselves as deep-level dissimilar compared to individuals who perceived themselves as similar, while felt inclusion did not differ among individuals who perceived themselves as surface-level similar or dissimilar. Furthermore, a moderated mediation analysis showed a negative conditional indirect relationship between deep-level dissimilarity and work-related outcomes through felt inclusion. Interestingly, while the moderation showed that a positive climate for inclusion buffered the negative relationship between deep-level dissimilarity and felt inclusion, it also positively related to feelings of inclusion among all employees, regardless of their perceived (dis)similarity. This research significantly improves our understanding of how perceived dissimilarity affects employees by distinguishing between surface-level and deep-level dissimilarity and by demonstrating the importance of a climate for inclusion.

"It's Not Always Possible to Live Your Life Openly or Honestly in the Same Way" - Workplace Inclusion of Lesbian and Gay Humanitarian Aid Workers in Doctors Without Borders

In this exploratory study, we present findings from semi-structured interviews with 11 self-identified lesbian and gay (LG) humanitarian aid workers of Doctors without Borders (MSF). We investigate their perceptions of workplace inclusion in terms of perceived satisfaction of their needs for authenticity and belonging within two organizational settings, namely office and field. Through our combined deductive and inductive approach, based on grounded theory, we find that perceptions of their colleagues' and supervisors' attitudes and behaviors, as well as organizational inclusiveness practices play a role in LGs' perceived authenticity, but not belonging, in the workplace. However, these organization-level characteristics do not account for between-participant differences in perceived authenticity. Therefore, we inductively construct a typology of three groups, which we coined conscious first-missioners, authentic realists, and idealistic activists, based on how LG humanitarian aid workers assess and deal with not being able to be their authentic selves when they are in the field, because homosexuality is illegal in many project countries. Conscious first-missioners are separated from the other two groups based on having gone to the field once, whereby they felt in control over the decision on how to manage their sexuality. Alternatively, authentic realists and idealistic activists alike felt they did not really have a choice in how to manage their sexuality, but handled that differently. We find the importance of one's sexuality as well as adherence to the overarching organizational mission relevant individual-level factors herein. Furthermore, we find disclosure of sexual identity to be strongly context-dependent, as participants are 'out of the closet' in the office, but go back into the closet when they enter the field, with different country contexts even leading to different decisions concerning self-disclosure, thus demonstrating the importance of careful sexual identity management. This so-called disclosure dilemma, we find, may not be merely an individual choice, but rather a shared dilemma involving multiple stakeholders, such as the organization and fellow team members. We discuss the findings' contributions to existing literature on LGs' workplace experiences and implications for future research on inclusion of sexual and other invisible minorities in the workplace.

Stereotypical Disease Inferences From Gay/Lesbian Versus Heterosexual Voices

Voice is a cue used to categorize speakers as members of social groups, including sexual orientation. We investigate the consequences of such voice-based categorization, showing that people infer stereotype-congruent disease likelihood on the basis of vocal information and without explicit information about the speaker's sexual orientation. Study 1 and Study 2 reveal that participants attribute diseases to gay/lesbian and heterosexual men and women in line with stereotypes. Gay speakers were more likely to be associated with gay and female diseases, and lesbian speakers with male diseases. These findings demonstrate that likelihood to suffer from diseases is erroneously, but stereotypically, inferred from targets' vocal information.

Multiple Group Membership and Well-Being: Is There Always Strength in Numbers?

A growing body of research points to the value of multiple group memberships for individual well-being. However, much of this work considers group memberships very broadly and in terms of number alone. We conducted two correlational studies exploring how the relationship between multiple group membership and well-being is shaped by (a) the complexity of those groups within the overall self-concept (i.e., social identity complexity: SIC), and (b) the perceived value and visibility of individual group memberships to others (i.e., stigma). Study 1 (N = 112) found a positive relationship between multiple group membership and well-being, but only for individuals high in SIC. This effect was mediated by perceived identity expression and access to social support. Study 2 (N = 104) also found that multiple group memberships indirectly contributed to well-being via perceived identity expression and social support, as well as identity compatibility and perceived social inclusion. But, in this study the relationship between multiple group memberships and well-being outcomes was moderated by the perceived value and visibility of group memberships to others. Specifically, possessing multiple, devalued and visible group memberships compromised well-being relative to multiple valued group memberships, or devalued group memberships that were invisible. Together, these studies suggest that the benefits of multiple group membership depend on factors beyond their number. Specifically, the features of group memberships, individually and in combination, and the way in which these guide self-expression and social action, determine whether these are a benefit or burden for individual well-being.