Successful ingroup members can act as identity-safety cues (i.e., cues suggesting one's identities are valued in an organization); however, Black women often lack opportunities to learn about employees matching their gender and race. Group level theories on stigma solidarity suggest Black women would expect a Latina employee to face similar discrimination and thus, would identify with her and believe she holds positive stereotypes about Black women, which are both important precursors to identity-safety. Testing this possibility across two studies and an internal meta-analysis, we explored whether Latina employees functioned as identity-safety cues for Black women. Given the intragroup variability among Latinas, we also examined the importance of Latina employees' racial phenotype. We found that Black female participants were equally likely to believe that a White-Latina, Afro-Latina, and Black female employee had faced bias generally (Studies 1 and 2) and encountered more bias relative to a White female employee (Study 1). However, participants only believed the Afro-Latina experienced similar levels of such bias (i.e., quantitively similar bias; Studies 1 and 2) and promoted belonging and interest at the company at a similar rate to the Black woman. In Study 2, we manipulated shared discrimination by having the employees disclose (or not disclose) past encounters with racism and found that this manipulation enhanced identification with the White-Latina and expectations she held positive stereotypes about Black women. Taken together, these studies demonstrate the importance of recognizing intragroup variability when examining identity-safety cues and shared discrimination as critical mechanisms underlying positive outgroup member perceptions.

成功的内群成员可以充当身份安全线索（即暗示个人身份在组织中受到重视的线索）；然而，黑人女性往往缺乏了解与其性别和种族相匹配的员工的机会。关于耻辱团结的群体层面理论表明，黑人女性会期望拉丁裔员工面临类似的歧视，因此会认同她并相信她对黑人女性持有积极的刻板印象，这都是身份安全的重要前兆。通过两项研究和一项内部荟萃分析测试这种可能性，我们探讨了拉丁裔员工是否可以作为黑人女性的身份安全线索。鉴于拉丁裔之间的组内变异性，我们还检查了拉丁裔员工种族表型的重要性。我们发现，黑人女性参与者同样可能相信白人拉丁裔、非洲裔拉丁裔和黑人女性员工普遍面临偏见（研究 1 和 2），并且相对于白人女性员工（研究 1）遇到更多偏见。然而，参与者只相信非裔拉丁裔经历了类似程度的这种偏见（即，数量上相似的偏见；研究 1 和 2），并以与黑人女性相似的速度提升公司的归属感和兴趣。在研究 2 中，我们通过让员工披露（或不披露）过去与种族主义的遭遇来操纵共同歧视，并发现这种操纵增强了对白人拉丁裔的认同，并期望她对黑人女性持有积极的刻板印象。综合起来，