This chapter discusses "tug-of-war" bias: the phenomenon where bias against a group can create conflicts within that group itself. It can be challenging for members of a minority group to speak up against biases they witness, as it might impact their own prospects for advancement. However, failing to speak up for members of their group who are suffering from bias can cause fractures within the minority group. In contrast, white men often benefit from "in-group favoritism," which allows them access to insider information and opportunities from fellow in-group members. This dynamic causes the in-group to become more tightly knit, while members of minority groups may find themselves competing against each other for limited opportunities or feeling resentful about the responsibility to advocate for another group member. The chapter also explores the "threats" minority groups face when deciding whether to align with their own group or the more desirable in-group. These threats can lead to minority groups targeting other minority groups to align better with their own group or the in-group, such as a white woman exhibiting racism or a Black man displaying sexism. The chapter concludes by discussing how to interrupt tug-of-war bias by ensuring there are ample opportunities for groups that may feel they have to compete harder for fewer spots than the in-group, among other changes to the work environment that promote DEI.