Abstract
We examine whether being included or excluded can create a focal identity dimension that forms the basis for subsequent discrimination. Using a version of the minimal group paradigm, we induce two artificial identities and create a situation in which one participant in every 3-member team is excluded from the team based on their identity profile and forced to work alone. The other two (included) members of the team work together. We find that while there is no effect on excluded participants, the included members of the team exhibit greater ingroup bias on the identity dimension that formed the basis for their inclusion (i.e., the included identity dimension) over the identity dimension that played no role in their inclusion. Relative to participants in a baseline condition who experienced neither exclusion nor inclusion, we find suggestive evidence that included participants are more likely to choose to interact with those who share their identity on the included dimension. They further report feeling closer to their ingroup on this dimension over the other. Our results indicate that being included creates a focal identity that affects the individual’s subsequent choices and behavior.