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Do minority employees join network groups due to social identity, dissatisfaction with conditions at work, or career costs and benefits? Results show that joining is driven by social identity as well as expected costs (backlash) and benefits (career enhancement) but not by dissatisfaction, making it unlikely that they will become oppositional. Participation is also driven by cost‐benefit calculations and social identity (via the effect social identity has on the perceived benefits of network groups).

Male and female young adults provided responses to open-ended questions about hate crimes. Results indicated considerable variability in their definitions, with perceptions of hate crimes differing with regard to demographic characteristics of both victims and perceivers. Victims may experience hate crimes differently because of who they are, why they are victimized, and with whom they share their experiences. In a separate study, males and females each evaluated a scenario of a hate crime perpetrated upon a male or female victim. Whether the crime was described as motivated by racial or religious bigotry, heterosexism, or was ambiguous was systematically varied. The demographic status of the participant appeared to determine how disruptive they regarded the crime scenario, and the likelihood that they would report personal knowledge of a victim of a similar type of assault. None of the participants was likely to report knowledge of a victim of a heterosexist assault. Policy implications of results from both studies are discussed.

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