Disclosure Disconnects: Antecedents and Consequences of Disclosing Invisible Stigmas across Life Domains

Abstract

This article broadens our perspective of stigma by examining the process of disclosing an invisible stigmatized identity in work and nonwork domains. I present a model that examines the effects of individual and environmental factors on disclosure decisions across life domains. Individuals may disclose their stigma to varying degrees across life domains, and this inconsistency leads to disclosure disconnects. I examine psychological states and outcomes associated with disclosure disconnects and offer directions for future research.I am grateful for helpful comments and feedback from the editor and anonymous reviewers.This section lays the foundation for the article by defining stigma, by describing how individuals manage their invisible stigmatized identity in work and nonwork domains, and by distin- 2008 195 Ragins

Listen carefully: transgender voices in the workplace

“…If individuals are 'out' with their stigmatized identity in all domains, then they have complete identity integration. If there is disclosure discrepancy across domains, this disconnect is said to impose psychological harm (Ragins, 2008). As a survival mechanism, stigmatized employees may create a façade to conform to organisational practices, and employees who deviate from their authentic self to fit with organizational norms often experience burnout and eventually exit the organisation (Hewlin, 2003(Hewlin, , 2009.…”

“…This tension between some members of the trans population wanting to be known and heard, and others not wanting to be identified, creates a dilemma for organizational policy makers (for whom 'one size fits all' is an easier prospect) on the one hand and an opportunity for researchers on the other. Disclosing one's identity in work and nonwork domains is dependent on perceived disclosure consequences, supportive contextual factors, and individual differences (Ragins, 2008). If individuals are 'out' with their stigmatized identity in all domains, then they have complete identity integration.…”

“…Research on invisible stigma disclosure has largely been focused on LGB individuals and those with health conditions that do not manifest themselves in noticeable outward symptoms (e.g., Lonardi, 2007;Ragins, 2008). Future research with transgender individuals would be well placed to explore the utility of this theoretical framework for types of invisible (or less visible) stigma beyond sexual orientation and health or disability.…”

Voice, silence, and diversity in 21st century organizations: Strategies for inclusion of gay, lesbian, bisexual, and transgender employees

“…Those who were out also had lower conflict between work and home, lower role ambiguity, and lower role conflict (Day & Schoenrade, 1997). Decisions about disclosure are related to perceptions of the climate for GLBT employees, including perceived managerial and peer attitudes and organizational policies (Griffith & Hebl, 2002;Huffman, Watrous-Rodriguez, & King, 2008;Ragins, 2008).…”

“SAIR OU FICAR NO ARMÁRIO”? EIS A QUESTÃO! Estudo sobre as razões e os efeitos do coming out no ambiente de trabalho

“…Num mesmo sentido, Ragins (2008) observa que a divulgação de estigmas invisíveis não é um fenômeno de tudo ou nada, mas ocorre, em vez disso, numa constante que vai desde a divulgação completa até a divulgação parcial, que não inclui domínios, como, por exemplo, o ambiente de trabalho. Esse autor acredita que a diferença na divulgação em todos os domínios da vida, ou a revelação restrita a certos domínios, pode levar a resultados que incluem estresse psicológico, conflito de papéis e ambiguidade.…”