Abstract
This article explores the advisability of bringing more of our “selves” to work organizations, especially our identity group memberships (e. g., ethnicity, race, gender, national origin). The question of how “whole” organizational members should be in their work roles poses a number of dilemmas both for individuals and organizations. What are the advantages and disadvantages of bringing one’s ethnicity to work? What are the costs and benefits of trying to keep such identity characteristics out? The author uses himself as a case study, examining his struggle to bring his Jewish identity into his work life. The article concludes that on balance, bringing more of our selves to work can enhance both individual and organizational vitality but that certain conditions are necessary for this to occur.