Black women face unique and harmful biases because of their intersecting and multiple marginalized identities, which are different from those experienced by Black men and White women (Crenshaw in s. Cal. l. Rev., 65, 1467., 1991). As organizations work to create more inclusive environments for minoritized employees, it is important to test effective messaging and identity-safe cues (i.e., cues that enhance feelings of identity acceptance) for Black women. In the current research, we investigate a new identity-safe cue — in-group organizational endorsement. This technique involves two components: (a) learning about the successful experiences of a former Black female employee and (b) a persuasive message asserting that out-group employees can be supportive role models and mentors within the organization. In a pilot experiment (N = 182) and Study 1 (N = 236), Black female participants were more likely to believe role models and mentors can have different identities, to anticipate more identity-safety, and to have higher attraction to an organization that was endorsed by a former Black female employee compared to a White woman employee. Study 2 (N = 214) further demonstrated that in-group organizational endorsement was effective among Black female students early in their college career. Relative to a control group, Black female students in their 1^st – 3^rd year who received the in-group endorsement intervention indicated higher identity-safety at their university and were more likely to pursue professional interactions with out-group members. For institutions that are actively working to promote inclusivity and pro-diversity norms among their employees, in-group organizational endorsement is one effective identity-safety signal for communicating such environments.

黑人女性因其交叉和多重边缘化身份而面临独特而有害的偏见，这与黑人男性和白人女性所经历的不同（Crenshaw in  s. Cal. l. Rev. ,  65 , 1467., 1991）。随着组织努力为少数族裔员工创造更具包容性的环境，重要的是要为黑人女性测试有效的信息传递和身份安全提示（即增强身份接受感的提示）。在当前的研究中，我们调查了一个新的身份安全线索——团体内组织认可. 这种技术包括两个组成部分：(a) 了解一位前黑人女性员工的成功经验和 (b) 一个有说服力的信息，断言外部员工可以成为组织内的支持性角色模型和导师。在一项试点实验 ( N  = 182) 和研究 1 ( N  = 236) 中，黑人女性参与者更有可能相信榜样和导师可以拥有不同的身份，期待更多的身份安全，并对组织有更高的吸引力与白人女性员工相比，这是一位前黑人女性员工的认可。研究 2 ( N = 214) 进一步表明，团体内的组织认可在大学生涯早期的黑人女学生中是有效的。相对于对照组，黑人女学生在1^日- 3 ^RD谁收到上述组代言干预一年他们的大学表示更高一致性，安全性，也更可能采取与外群体成员的专业互动。对于积极致力于在员工中促进包容性和支持多样性规范的机构而言，团体内组织认可是一种有效的身份安全信号，可用于传达此类环境。