Navigating marginalized identities in diverse organizations.

People with marginalized identities must often manage the diversity dynamics that are activated by their presence in organizations. Due to underrepresentation and stigmatization, they cope with a range of identity threats while navigating diverse settings. A host of studies over the past twenty-five years have examined the wide range of verbal and nonverbal tactics that people use to suppress and express their devalued versus valued social identities at work.

Strategies for managing impressions of racial identity in the workplace.

This article deepens understanding of the workplace experiences of racial minorities by investigating racial identity-based impression management (RIM) by Asian American journalists. Racial centrality, directly or indirectly, predicted the use of 4 RIM strategies (avoidance, enhancement, affiliation, and racial humor). Professional centrality also predicted strategy use, which was related to life satisfaction and perceived career success.

Exploring obstacles to and opportunities for professional success among ethnic minority medical students.

Purpose: To explore the barriers and facilitators experienced by ethnic minority medical students in achieving personal and professional success.

Method: In 2002 and 2003, 43 minority medical students participated in one of six two-hour focus groups located in Philadelphia, Pa; Kansas City, Mo; Baltimore, Md; Miami, Fl; New York, NY; and Los Angeles, Calif. Focus groups consisted of an average of seven (range 5-10) individuals.

How to play to your strengths.

Most feedback accentuates the negative. During formal employee evaluations, discussions invariably focus on "opportunities for improvement," even if the overall evaluation is laudatory. No wonder most executives--and their direct reports--dread them.