Organizational sociologists have long argued that informal and formal rules around emotional displays within the workplace seek to maximize employee effectiveness and productivity; however, these rules have also been observed to have negative consequences in the context of employee emotions. These feeling rules establish the workplace emotional norms that employees must adhere to or face consequences for noncompliance. Yet, prior studies have shown that these consequences are disproportionately applied to members of minoritized communities. While prior studies have examined individual types of identity advocacy centers, this study uses 17 semi-structured interviews to gain an understanding of what overarching feeling rules may govern the emotional norms of employees within these centers. Through the analysis of these interviews, this study finds the existence of feeling rules around (1) the need to minimize the anger of themselves and (2) (re)producing the trauma of students in themselves; moreover, the alignment of these findings with prior works focused on singular types of identity advocacy centers points toward the systemic reproduction of these feeling rules at institutions of higher education in the United States. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com.bibliotheek.ehb.be/en-US/products/dissertations/individuals.shtml.]