Issues related to discrimination, belonging, and harassment in the workplace are intersectional (Cole 2009; Crenshaw 1989). That is, people are harassed, excluded, and discriminated against for a variety of social identities (e.g., class, sexuality, gender, age, race, size) which intersect and interrelate. In social and organizational psychology, efforts to understand and end workplace discrimination thus far have tended to focus on single dimensions of marginalization or privilege (e.g., gender), giving us an incomplete picture of how discrimination is enacted and experienced. In this talk, I will discuss research from the PWR (Power, Women, and Relationships) Lab that has used intersectionality theory and the stereotype content model to understand how discrimination manifests for employees based on their combined racial and gender identities. First, I will discuss published quantitative research with students Jessica Saunders and Ryan Jacobson on how STEM professors evaluate post-doc candidates based on the candidates’ race and gender, together. Next, I will discuss published and unpublished qualitative research with student Anna Kallschmidt on identity management and belonging among White men employees from working class and impoverished backgrounds. Finally, I will discuss work student Sarah Robinson and I are pursuing on how the use of certain dialectical styles (White American, urban African American, and Southern American) effects ratings of men employees in individual-structured telephone interviews. Implications of intersectional approaches for fair and just hiring practices and for diversity trainings and interventions will be discussed.