Our understanding of ourselves, much like other crucial aspects of life, is often overlooked until it faces a challenge. When our situations clash with our self-perception, we experience a disconcerting condition known as “identity threat,” extensively explored in various fields like marketing and political science.

Despite the wealth of literature on this topic, there has been a notable gap—until now. A critical element has been missing: a precise measurement tool for identity threat that sets it apart from related concepts like self-esteem and identity suppression.

Identity threat

Researchers at George Mason University have addressed this gap by introducing a new measurement tool called the identity threat scale.

“We wanted to put together a measure to really understand identity threat and the impact it can have on people in different scenarios,” they explain. “When we use different measures, it’s hard to compare. This was created to be more comprehensive and directly about the threat, so we can build our knowledge.”

The researchers crafted their scale with a keen understanding of the deeply personal and subjective nature of identity, considering the diverse array of threats that can arise in various settings. Drawing from a foundational 2011 paper, they categorized identity threat into three primary types: threats to identity value, meanings, and enactments.

• “Identity value” relates to the esteem or worth attached to a specific identity.
• “Identity meanings” encompass the interpretations individuals assign to their identity.
• “Identity enactments” involve the behaviors associated with a particular identity.

Testing the scale

Subject to rigorous scrutiny by a panel of 40 experts in the field, the scale was then employed to develop surveys tailored for different groups likely to face identity threats at work.

The study involved 447 teachers and professors, ostensibly grappling with identity challenges due to technological changes in their field, exacerbated by the onset of the COVID pandemic during data collection. Another segment comprised 195 pregnant women in leadership roles, potentially experiencing threats to their professional identity based on how their pregnancy was perceived by colleagues.

Expanding beyond work-related identities, the researchers surveyed 350 LGBTQ professionals, a demographic often subject to discrimination due to their marginalized identity.

Emotional outcomes

Despite the diversity of these groups, the surveys yielded clear insights into how personal encounters with identity threat consistently translated into emotional and behavioral outcomes. For instance, the study found that teachers compelled to transition to online classes—unlike their counterparts still teaching in person—experienced enactment-based identity threat, which correlated with emotional exhaustion.

“There’s evidence that this measure is not just limited to professional identities, but also demographic and other types of identity as well,” the researchers explain.

Collectively, these studies suggest that identity threat doesn’t just lead to emotional exhaustion; it also contributes to an intention to leave one’s job and a decrease in job performance, albeit to a relatively modest extent. However, neglecting performance is risky, as it directly impacts one’s income. Struggling to maintain performance while grappling with exhaustion and a desire to escape is a likely precursor to burnout.

Taking action

The good news is that managers can take action to address identity threats. At the very least, they should pay attention to common interpersonal triggers like workplace discrimination and incivility. Going beyond that, managers should familiarize themselves with the meanings and enactments that hold significance for their employees.

This way, they can support employees in navigating inevitable moments of threat, preventing a full-blown identity crisis. Managers should be particularly vigilant during periods of organizational change, which are known to trigger waves of identity threat across the workforce.

However, the authors emphasize that every individual’s relationship with their identity is unique. What might be threatening for one member of an identity group might be manageable for another. Additionally, not all identity groups respond to threats in the same way, due to gaps in research literature. The researchers hope that their identity threat scale will assist scholars in filling these knowledge gaps.

“There’s a fair amount of research about gender-related threat, especially in the context of STEM, as well as race. But we need more knowledge about threats based on age, disability, etc. When we think of diversity, we think of race and gender, but diversity is so much more than that,” the authors conclude.