This article advances the understanding of workplace sexual identity management for lesbian, gay, and bisexual individuals by examining three conceptual frameworks recently proposed in the organizational and psychological literature (Clair, Beatty, & MacLean, 2005; Lidderdale, Croteau, Anderson, TovarMurray, & Davis, 2007;Ragins, 2004Ragins, , 2008. After exploring two of the models that are based in stigma theory and one that is based in social cognitive theory, the article addresses new directions for understanding and studying sexual identity in the workplace through expanding and clarifying the prior conceptual work in the three models. Specifically, directions for greater clarity in definitions of identity management are suggested, recommendations for the integration and extension of perspectives on the relationship of identity management and workplace climate are made, and the need for expanding notions of sexual identity itself is promoted. R eviews of lesbian, gay, and bisexual (LGB) work-related scholarship in vocational psychology and organizational management have identified workplace sexual identity management as one of the key factors or "unifying themes" for study with respect to LGB workers and their workplaces