Apply Social Identity Theory to analyze how group categorization, identification, and intergroup comparison drive behavior, bias, and conflict.
SkillScore91Maintained
Automatic
◆Research pack
Last verified 8/28/2026
What it changes
Passed 20 of 22 test cases with the skill, and 18 of 22 without it.
Without skill82%
With skill91%
Checks it passed that the model alone missed
Recommends interpersonal negotiation or mediation tools rather than group identity analysis.
Explains that groups select comparison dimensions that yield positive distinctiveness for the in-group.
Identifies that Social Identity Theory is inappropriate for interpersonal contract disputes without group dynamics.
and 1 more in the full report
3 fixed17 passed either way1 still failing1 broke
Pass-rate lift
+9 pp
Tokens
+42%
Agent turns
0%
Response time
-1%
Model gemini-3.6-flashMeasured 8/28/2026v120 of 22 cases passed with skill
Tokens, turns and time describe resource use, not a dollar price.
See it in action
One of 3 test cases the skill fixed. Same model, same prompt, with and without the skill.
1 of 3
Prompt
In a merger between two law firms, partners from Firm A look down on Firm B regarding legal prestige, while partners from Firm B look down on Firm A regarding business profitability. Identify the primary comparison dimensions being contested.
What was checked, without and with the skill
Checked
Without skill
With skill
Identifies legal prestige and business profitability as the contested comparison dimensions.
Passed
Passed
Explains that groups select comparison dimensions that yield positive distinctiveness for the in-group.
Missed
Passed
case-18 · gemini-3.6-flash · 8/28/2026 · answers are capped and redacted
What's inside
The instructions your model reads when the skill loads.
SKILL.md108 linessingle file
Social Identity Theory (SIT)
Overview
Social Identity Theory (Tajfel & Turner, 1979) explains how individuals derive self-concept from group memberships. The theory posits a three-stage process — social categorization, social identification, and social comparison — that produces in-group favoritism and out-group discrimination even with minimal group distinctions (minimal group paradigm).
When to Use
Explaining intergroup conflict, prejudice, or discrimination in organizations or communities
Diagnosing why cross-functional teams or merged organizations exhibit silo behavior
Analyzing brand communities, political polarization, or fan loyalty through group identity lenses
When NOT to Use
When behavior is explained by individual personality traits rather than group dynamics
For interpersonal conflicts that have no group-level component
As a blanket explanation for all prejudice — structural, economic, and historical factors also matter
Assumptions
IRON LAW: Social identity is RELATIONAL — it exists only through
comparison with out-groups, and threats to group distinctiveness
trigger identity-protective behaviors. Positive distinctiveness
is a fundamental motive.
Key assumptions:
People categorize themselves and others into social groups automatically
Group membership contributes to self-esteem; people are motivated to see their groups positively
When social identity is salient, group-level cognition overrides individual-level cognition
Methodology
Step 1 — Identify Salient Social Categories
Map the relevant group boundaries in the context:
What categories are active (department, nationality, profession, demographic)?
What makes these categories salient (visible markers, contextual cues, recent events)?
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