LAUSR

The present study explored the relationship between invisibility experiences, a component of microaggressions, and negative career outcome expectations among a sample of Black, Indigenous, and People of Color (BIPOC) students attending a predominantly White institution of higher education (PWI). Additionally, given that invisibility is experienced differently across gender (i.e., intersecting invisibility), we explored whether the relationship between invisibility experiences and negative career outcome expectations differed across women and men. With a sample of 103 BIPOC college students, the findings supported the hypothesis of a significant positive relationship between invisibility experiences and a negative outlook on career advancement. Using Hayes’ SPSS PROCESS, the results also supported the moderation role of binary gender on the relationship between invisibility experiences and negative career outcome expectations in which the relationship was observed only for self-identified men BIPOC students. Implications include providing more attention to the invisibility experiences of BIPOC students, particularly at PWIs, and placing greater effort in assisting with the career development of BIPOC men college students. Specifically, given the significant moderation by gender relationship, customized interventions based on intersecting invisibility experiences are warranted. Additional discussion of the study’s implications and limitations are further described.