Although many scholars and practitioners continue to emphasize the benefits of a diverse workforce, discrimination remains an impediment to diversity and inclusion. For African Americans, who are uniquely stigmatized in the United States as descendants of enslaved people, merely having a “black name” or Afro-centric hairstyle can result in employment discrimination. Despite these outcomes, many African Americans remain resilient while facing discrimination. Utilizing positive organizational scholarship and the positive work-related identity typology as a framework, we propose a conceptual model that examines how African Americans' experiences enable them to shape a positive identity and serve as protective buffers against discrimination. Importantly, we suggest this identity process empowers African Americans to overcome discrimination, still perform well, and not voluntarily quit. We conclude with a discussion of our model's impact on African Americans and other stigmatized minorities and suggestions for future human resource management research and practice.

尽管许多学者和从业者继续强调多元化劳动力的好处，但歧视仍然是多元化和包容性的障碍。对于在美国被独特污名化为奴隶后裔的非裔美国人来说，仅仅拥有一个“黑名”或以非洲人为中心的发型就可能导致就业歧视。尽管有这些结果，但许多非裔美国人在面临歧视时仍然保持韧性。利用积极的组织学识和积极的工作相关身份类型学作为框架，我们提出了一个概念模型，该模型检查了非裔美国人的经历如何使他们能够塑造积极的身份并作为反对歧视的保护性缓冲。重要的是，我们建议这种身份认同过程使非裔美国人能够克服歧视，仍然表现良好，并没有自愿退出。最后，我们讨论了我们的模型对非裔美国人和其他被污名化的少数群体的影响，以及对未来人力资源管理研究和实践的建议。