[2] Such threats have been shown to undermine performance in academic and work-related contexts and make members of stigmatized groups feel as though they do not belong.
[4] Further, the implementation of identity safety cues in existing research did not cause members of non-stigmatized groups feeling threatened or uncomfortable.
In fact, some work has suggested that the benefits of identity safety cues extend to members of non-stigmatized groups.
[9] There is evidence suggesting that when individuals or organizations communicate that they value diversity highly, concerns about identity threats are reduced.
[10] For example, Hall and colleagues tested the impact of communicating gender inclusive policies on self-reported belonging of women working at engineering firms.
Across two studies, Hall and colleagues found that when women working at engineering firms were presented with information communicating gender inclusive policies, they reported increased belonging, fewer concerns about experiencing gender stereotyping in the workplace, and expected to have more pleasant conversations with male coworkers.
Black professionals who received information stating that the organization held a color-blind philosophy of diversity (i.e., the idea that differences are insignificant and should not be attended to; See Color Blindness) felt lower organizational trust and belonging than Black professionals who received information stating that the organization held a multicultural perspective (i.e., the idea that differences between social groups are meaningful as diverse perspectives offer unique insight and strengths; See Multiculturalism).
[19] Environmental cues are features of an environment that reduce identity threat by communicating inclusive norms and values.
Typically, these cues include background objects (e.g., posters, items on a table) or counter-stereotypic imagery (e.g., a rainbow flag in a gym predominantly frequented by heterosexual men and women).
[9] For example, a prominent 1999 study explored if stereotype threat among female students could be reduced by telling the class that prior administrations of the math exam they were about to take had revealed no gender differences in performance.
It was found that women who were presented with information about stereotype threat and gender differences in academic outcomes performed significantly worse at the math task.
In a similar study, Black women who were informed of the presence of a non-Black female ally reported an increased sense of belonging in the workplace.
[30][31] Another major focus of identity safety cue research is on methods that can successfully increase the belonging and retention of members of stigmatized groups within the workplace.
[1][32][25] For example, a 2015 study explored the impact of different philosophies of intelligence on female employees expectations to be stereotyped in the workplace and organizational belonging.
Both the diversity statement and minority representation cues reduced perceptions of physician bias, but only minority representation cues increased perceptions of the physician as culturally competent, increased anticipated comfort and quality, and led to greater comfort disclosing their sexuality.
For instance, a 2019 study found that prenatal doctor's offices with environmental safety cues (e.g., pictures of fathers with babies) increased expectant fathers’ comfort with attending prenatal appointments and led to greater parenting confidence, comfort, increased intentions to learn about pregnancy, and greater intentions engage in healthy habits to aid their partner (e.g., avoiding smoking and alcohol during their partner's pregnancy).