This chapter explores "tightrope bias." This is the idea that white men are allowed to be as assertive and ambitious as they like, but those traits seen in minority groups are often perceived negatively, forcing them to walk a tightrope between standing up for themselves and not rocking the boat. Often, behaviors accepted and encouraged in white men are frowned upon when exhibited by women or people of color. This "tightrope" bias works concurrently with the "prove-it-again" bias, where minorities need to repeatedly prove their capabilities. These biases make it extremely difficult for minorities to advance in their fields. Although "tightrope" bias does not occur to the same degree across all industries, it exists to some extent across the board and at every job stage. It is a particularly challenging bias due to its double-edged nature: those who speak up and assert themselves face backlash and are passed up for opportunities, while those who keep their heads down are overlooked for promotions or accolades. The author asserts that it is imperative to structure the workplace so that backlash against minorities asserting themselves is noticeable and safe to acknowledge. The chapter concludes with a list of specific interventions to address this bias.