Prior research examining disclosure of sexual orientation at work suggests that lesbian and gay people employ diverse strategies for managing this nonvisible aspect of their identity. Yet, research concerning sexual identity management has been hampered by inadequate conceptual definition and measurement. This paper reports initial development of the Workplace Sexual Identity Management Measure (WSIMM) based on a conceptual model of lesbian and gay identity management supported by prior qualitative research. Psychometric properties of the WSIMM were examined for a sample of 172 student affairs professionals. Results suggest the WSIMM successfully assesses a continuum of identity management strategies and lend partial support for individual scales. Recommendations concerning appropriate uses and further refinement of the measure are provided.

In this qualitative study, heterosexual professionals with an interest in lesbian, gay, and bisexual (LGB) issues were surveyed about their ally work with LGB people. Data were analyzed to describe participants' experiences. Results are discussed in terms of implications for counseling and student affairs professionals who engage in LGB-affimative work.

The past 25 years have seen a shift in the psychological study of lesbian, gay and bisexual (LGB) issues from a framework of pathology to a framework of affirmation (Croteau & Bieschke, 1996;Garnets & Kimmel, 1990;Morin & Rothblum, 1991). The psychosocial issues of LGB people have become a focus of study in this new affirmative framework (Garnets & Kimmel, 1990). of these psychosocial issues, the "unique work-related concerns, behaviors, and needs" (Croteau & Bieschke, 1996, p. 119) of LGB people began to receive attention in the literature in the 1980s. Since 1993, the amount of literature on LGB career and work issues has more than doubled. This increase has been influenced by major contributions in two of the leading career and vocational psychology journals. In 1993 and 1995, the Career Development Qwlrterly (CDQ) published special sections on this topic, and in 1996 the j o u m l of Vocational Behavior published an entire 383

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