ABSTRACT
This chapter discusses positive psychological framing of gender, race, socioeconomic status, sexual orientation, and age in organizational literature, as well as implications for inclusive organizational practices. It elucidates minority experiences can translate into unique employee assets that benefit organizations. Kyle's story illustrates how a gender minority experience can be an organizational asset. Generating positive psychological knowledge about race in organizations necessitates methodological choices that take race into account and understanding how this characteristic relates to other variables of interest. Socioeconomic status (SES) is closely tied to access to vocational opportunities, creating a salient need for positive work-identity formation in the working poor. The relative paucity of positive organizational psychological research addressing sexual orientation reflects a broader tendency toward organizations' refraining from collecting sexual orientation data from employees. More research is needed to understand assets of LGBTQ employees and identify the conditions that foster positive workplace climates for all sexual minorities.
