Diversity initiatives are often ineffective because they characterize differences at the group-level, and therefore, do not adequately address individuals’ specific identity-related challenges. I apply intersectionality theory to understand how multiple identities are constructed into overall self-concepts at work. The purpose of this study is to use a network-based approach to identity to provide a comprehensive examination of the extent to which race, gender, and professional identities are salient, central, and conflicting for Black and White men and women at work. In support of intersectionality theory, which predicts that historically marginalized identities will be more salient and central for race and gender minority employees, results show that race identities are more salient, central, and conflicting for Black employees compared to White employees. Results suggest that women suppress their gender identities at work, however, they experience more conflict associated with gender identities across contexts. I integrate intersectionality theory and job-demands resources theory to develop and test a conceptual model that predicts race and gender interact to affect identity conflict and authenticity at work. Furthermore, I investigate how the relationships between identities (i.e., conflict, compatibility, centrality) in an identity network serve as resources that enable or constraint employees’ sense of authenticity and identity conflict at work. In summary, this work sheds light on the coexistence of multiple identities at work and how identity dimensions and affect personal work experiences.