This study explores how racial minorities manage and activate their social identities within traditional organizational systems dominated by majority groups. To this end, based on social identity theory, the study hypothesized that identification mechanisms operate through in-group inclusion and out-group inclusion, and analyzed the effects of these factors on the timing of solo law practice establishment among minority attorneys who have experienced discrimination. The study also predicted that race-based identity resources would differentially moderate the effects of in-group inclusion and out-group inclusion on the timing of minority attorneys' solo practice establishment. The analysis targeted attorneys registered across the United States as of 2003, and 933 attorneys of all races excluding whites were extracted from the "After the JD" database provided by the American Bar Association for analysis. The results showed that when in-group inclusion was emphasized (immigration law specialists), the timing of solo law practice establishment among minority attorneys was accelerated, whereas when out-group inclusion was emphasized (intellectual property law specialists), the timing of solo practice establishment was delayed. Furthermore, racial resources strengthened the distinct effects of both in-group inclusion and out-group inclusion, respectively. These results suggest that the actions individuals take to manage and activate their social identities can lead to outcomes that depart from traditional organizational systems. Finally, the study discussed the applicability of its findings to diversity research, management of multiple social identities, and career development practices in the domestic Korean context.