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Sexual minorities continue to face workplace discrimination, which leads to them experiencing concerns about disclosing their own sexual identities. Despite the benefits of disclosure, relatively little research has examined what organizational factors can work together to foster disclosure of a sexual minority identity. Across five experiments (N = 1662), we examined two main factors: diversity ideologies and information about diversity climate. Sexual minorities were more willing to disclose in organizations with diversity messages conveying that they value group differences (an identity‐conscious ideology) relative to those that downplay differences (an identity‐blind ideology). Identity‐conscious ideologies also increased belonging, perceptions of fair treatment and perceptions of LGBTQ+ representation. Despite expectations that contradictory evidence demonstrating a negative diversity climate might create mistrust and impede disclosure, the benefits of an identity‐conscious ideology persisted in the face of a negative diversity climate. These findings point to the complexities of facilitating visible sexual minority representation in many workplace environments. [ABSTRACT FROM AUTHOR]

Unique names have commonly been viewed as undesirable. However, our studies (total N = 6049) suggest the opposite: unique names are perceived as favourable to creativity in occupational contexts. Generally, people held a perception that unique‐named individuals are more creative (albeit less likable) and therefore more suitable for jobs requiring greater creativity (Studies 1–2). Accordingly, participants tended to select candidates with more unique names for creative positions (Study 3) and recommend more unique names to workers in creative jobs for a name change (Study 4). Furthermore, real‐world archival data revealed that artists (typical creative professions) tended to adopt more unique new names, which was replicated cross‐culturally in American, British, and Chinese samples (Study 5), and that Chinese movie directors with more unique names received higher evaluations for the movies they directed (Study 6). Our findings demonstrate a novel form of name stereotype and its behavioural manifestations and real‐world consequences. [ABSTRACT FROM AUTHOR]

What leads to peaceful and enjoyable solitude? Little is known about which personality and mindset qualities benefit individuals during time spent alone. The current study was designed to build a foundation for future quantitative and qualitative research making a priori predictions about well‐being (e.g., relaxation) or ill‐being (e.g., loneliness) when individuals are in solitude. Semi‐structured interviews of n = 60 participants, aged 19–80, were analyzed into themes. Exposure to the benefits of solitude early in life and personality characteristics that cross life's domains (capacity for introspection and self‐reflection and optimism) were associated with enjoying solitude. Mindsets recognizing that solitude benefits self‐connection, as well as in situ factors of creativity and curiosity, appeared to play important roles. In a final theme, self‐compassion, a present focus and perspective taking helped to alleviate discomfort during difficult moments of solitude. These findings deepen our understanding of which qualities individuals bring forward to enhance their moments of solitude. [ABSTRACT FROM AUTHOR]

Collective action for other groups, such as men's action for women, has usually been analysed as social protest advancing equality of disadvantaged groups. In the current research we extend collective action literature by applying SIMCA predictors—identity, injustice, efficacy—to investigate action in support of an advantaged group (women's action for men) and by distinguishing its progressive and reactionary forms. Across three online samples of women (Study 1: N = 1825 US; Study 2: N = 679 UK; Study 3: N = 429 US), we show that support for reactionary action reinforcing male privilege is associated with outgroup identification and outgroup injustice. Conversely, progressive action supporting men in adopting egalitarian gender roles is associated with outgroup identification, outgroup‐focused efficacy, and ingroup injustice. Importantly, some of these associations depend on the content of outgroup‐focused variables. We discuss the implications of our findings for collective action and gender research. [ABSTRACT FROM AUTHOR]

Prior research highlights the relationship between anti‐gay prejudice and masculinity: straight men (1) avoid being misclassified as gay and (2) experience increased anti‐gay attitudes when their masculinity is threatened. We hypothesized that a sexual advance from a gay man would constitute a threat to straight man's masculinity. Four experiments and a cross‐cultural replication (N = 1407) manipulated perceptions of a same‐sex sexual advance and found that straight men experienced greater public discomfort and subsequent anger. This anger predicted both non‐aggressive (e.g., avoidance) and aggressive (e.g., likelihood to use violence) compensatory acts of masculinity. These findings were not ameliorated by reasserting heterosexuality (Study 2), were unique to sexual advances by gay men, not straight women (Study 3), and were replicated in the United States (Study 4a) and the United Kingdom (Study 4b). Findings suggest that a same‐sex sexual advance threatens straight men's masculinity and implications for future research are discussed. [ABSTRACT FROM AUTHOR]