Most contemporary employers offer some policies to facilitate work-family (WF) balance for their employees. However, do the policies designed to help everyone suffice for unique employees with stigmatized social identities and non-traditional family structures? We conceptualize stigmatized family identity (SFI) to provide key insights on distinct WF issues experienced by such employees, and potential solutions in the form of person-specific work arrangements called idiosyncratic deals (i-deals). First, we define the construct of SFI, and exemplify its different types arising from the intersection of sexual orientation/gender identity/race and a non-traditional family structure. Second, we integrate literatures on WF and stigma to theorize the broad spectrum of WF issues and ensuing effects on job outcomes of employees with SFIs. Finally, we advance theory by developing a multi-level framework highlighting the importance of flexibility i-deals for employees with SFIs. Our framework identifies boundary conditions at individual, team, and organizational levels that can encourage (or deter) such employees from seeking i-deals. In doing so, we also explore the importance of privilege when it comes to SFI employees seeking i-deals.

大多数当代雇主提供一些政策来促进其雇员的工作家庭（WF）平衡。但是，旨在帮助所有人满足被污名化的社会身份和非传统家庭结构的独特雇员的政策吗？我们将污名化的家庭身份（SFI）概念化，以提供关于此类员工所经历的不同WF问题的关键见解，以及通过称为个性化交易（i-deals）的特定于人的工作安排形式的潜在解决方案。首先，我们定义了SFI的结构，并举例说明了由于性取向/性别认同/种族与非传统家庭结构的交集而产生的不同类型。其次，我们将有关WF和污名的文献进行整合，以对WF问题的广泛理论进行理论化，从而对SFI员工的工作成果产生影响。最后，我们通过建立一个多层次的框架来推进理论发展，该框架突出了灵活S交易对SFI员工的重要性。我们的框架确定了个人，团队和组织级别的边界条件，这些条件可以鼓励（或阻止）此类员工寻求i-deal。在此过程中，我们还探讨了特权对于SFI员工寻求i交易的重要性。