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Although gender discrimination has been illegal in organizations since the passage of the Civil Right Act of 1964, individuals remain hesitant to claim internally by making members of their employing organization aware of gender discrimination. Yet surprisingly little research has examined the individual difference and contextual antecedents to internal discrimination claims. We advance an interactional model and hypothesize that gender identity (GI) and climate for diversity (CFD) will interact to predict internal claims of gender discrimination. Consistent with theory, laboratory and field studies demonstrate that strong GI individuals are more likely to make internal claims in organizations that value inclusion (i.e., positive CFD) than in organizations where discrimination is pervasive (i.e., negative CFD). In contrast to strong GI individuals, however, weak GI individuals are more likely to claim in a negative CFD than in a …