The Importance of Allies and Allied Organizations: Sexual Orientation Disclosure and Concealment at Work

Abstract

Lesbian, gay, and bisexual (LGB) individuals must make decisions regarding the extent to which they disclose their sexual orientation to others each time they encounter a new individual. Although researchers have acknowledged potential person‐to‐person variation in sexual orientation disclosure, we know little as to the effects of individual, group, and organizational characteristics on within‐person variation in sexual orientation disclosure decision‐making. We also know little of how different types of support relatively predict disclosure. The present study takes a multilevel approach and examines the role of different levels of support (at the individual recipient level, the coworker group level, and the organization level) on sexual orientation disclosure, focusing on LGB working adults. A one‐with‐many multilevel design accounted for coworker relationships (N = 371) being nested within LGB employees (k = 125). Results showed that disclosure was predicted by the perceived supportiveness of the potential recipient of that information, the most supportive person in the LGB employee's work group, and the organization itself. A relative weight analysis suggests that organizational policies and the most supportive coworker are stronger predictors of disclosure across the coworker group, compared to mean coworker supportiveness.

Issue Introduction: Identity Concealment: Multilevel Predictors, Moderators, and Consequences

“…However, the relationship between concealment and health outcomes may be more complex with some studies showing relationship between concealment and worse health outcomes (e.g., Cole et al., ) whereas others show either a small positive relationship (e.g., Frost, Parsons, & Nanin, ) or an interactive effect (Weisz, Quinn, & Williams, ; see Quinn, in press for review). The relationship between concealment and work related outcomes also appear to be negative, yet the research and theory presented in this issue make a point that people concealing in a particular work place may be concealing for either internal reasons, such as internalized or anticipated stigma, or because the norms and institutional guidelines steer people towards concealment, or, more likely, an interaction of the two (Lyons et al., ; Wessel, ). Thus, in examining the effects of concealment in the workplace, it will be important to not only look at those who conceal versus reveal, but to examine differences within similar work contexts and to look at both psychological outcomes (satisfaction, well‐being) and work outcomes (promotion, turnover).…”

Autonomy Support Fosters Lesbian, Gay, and Bisexual Identity Disclosure and Wellness, Especially for Those with Internalized Homophobia

“…In one study, only 23% of LGB youth were out to everyone (D'Augelli, ). Variability exists also in the level of disclosure or outness of individuals within a given social context (Chaudoir & Fisher, ; Wessel, ), and the degree to which one can openly discuss identity‐relevant topics (Mohr & Fassinger, ). For example, a gay man's family and friends may both be aware of his sexual orientation, but he may only feel comfortable talking about dating, LGB rights, and other identity‐relevant issues with his friends—not his family.…”

People Like Me Don't Belong Here: Identity Concealment is Associated with Negative Workplace Experiences

“…Thus, workplace outcomes may impact the likelihood of concealment. Consistent with this possibility, research investigating identity concealment among transgender employees has underscored the association between positive interpersonal relationships with one's coworkers and positive outcomes such as job satisfaction (Law et al, 2011;Ruggs, Martinez, Hebl, & Law, 2015; see also Wessel, 2017). However, it is important to also examine whether identity concealment can affect workplace outcomes.…”