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Workplace Diversity and Intraindividual Identity Conflict: Implications for Stress in Non-Profit Organizations

Magdalena Calderón-Orellana,Raúl Berríos

Published 2025 in SAGE Open

ABSTRACT

This study investigates the relationship between workplace diversity and intraindividual identity conflict, on its impact on employee stress within Chilean non-profit organizations. Using a quantitative methodology, data were collected from 173 participants through a two-phase assessment. The findings indicate a positive association between gender diversity and intraindividual identity conflict, while racial diversity is negatively associated with such conflict. Moreover, intraindividual identity conflict was significantly correlated with higher stress levels among employees. These results provide new insights into the dynamic interplay between diversity and identity, showing that while some dimensions of diversity may exacerbate identity conflict, others can mitigate it. This study underscores diversity as a complex, double-edged process affecting both individual well-being and organizational dynamics, emphasizing its role in stress within highly demanding occupations such as non-profit organizations. Plain language summary How workplace diversity affects identity and stress in employees of non-profit organizations? This study explores how diversity in the workplace influences employees’ internal identity struggles and stress levels in non-profit organizations. It examines how perceptions of diversity in gender, race, and socioeconomic status within workgroups relate to identity conflict (a type of internal struggle about one’s sense of self) and employee stress. The research involved 173 employees, who participated in two phases of data collection. In the first phase, employees were asked about how diverse they perceived their workgroups to be in terms of gender, race, and socioeconomic background. In the second phase, the researchers measured the employees’ levels of identity conflict and stress. The findings reveal a complex relationship between diversity and identity conflict. Higher gender diversity was linked to increased identity conflict, suggesting that being in a highly gender-diverse workgroup can sometimes create internal challenges for employees as they navigate their sense of identity. On the other hand, greater racial diversity was associated with lower levels of identity conflict, indicating that some types of diversity might help employees feel more at ease with their identity. In both cases, employees who experienced higher identity conflict also reported higher levels of stress. These results demonstrate that workplace diversity can be a double-edged sword. While diversity has the potential to foster innovation, it can also create personal challenges for employees. Understanding these dynamics is crucial for organizations aiming to build healthy and productive workplaces. This study highlights the importance of addressing identity-related struggles in diverse teams. By implementing supportive practices and policies, organizations can help employees manage these challenges, reduce stress, and promote well-being.

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