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

By B. R. Ragins. 2008

634 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/879b1cb164227b758cea10b788adfb1b07baa7b4

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Disability in the Workplace (2016, background): “Just as anticipated stigma cued by the organizational environment might discourage identity development, it also has been found to inhibit disclosure (Chaudoir & Quinn, 2010; Clair et al., 2005; Pryor, Dunleavy, & Cohen, 2014; Quinn & Earnshaw, 2011; Ragins, 2008).”
The Benefits of Climate for Inclusion for Gender-Diverse Groups (2013, background): “It reflects collective expectations and norms regarding the openness with which employees can enact and engage core aspects of their self-concept and/or multiple identities (Kahn, 1990; Ramarajan, 2009) without suffering unwanted consequences (Ragins, 2008).”
Living with a concealable stigmatized identity: the impact of anticipated stigma, centrality, salience, and cultural stigma on psychological distress and health. (2009, background): “Although some previous research has examined the role of centrality of concealable stigmatized identities, it has focused predominantly on centrality’s effects on disclosure decisions among people who are concealing sexual minority status (Griffith & Hebl, 2002; Ragins, 2008).”
The Best of Times, the Worst of Times (2008, positive): “” As a result, gay men and lesbians face a lifetime of decisions concerning whether or not to disclose the nature of their sexual orientation to others who do not already know their sexual orientation (Clair, Beatty, & MacLean, 2005; Ragins, 2008).”
Stigma and business failure: implications for entrepreneurs’ career choices (2014, background): “Thus, there is an interaction effect between cultural attitudes that result in the lost legitimacy of failed entrepreneurs and the regulatory environments that confer individual level information about prior failure events (Ragins, 2008).”
Voice, silence, and diversity in 21st century organizations: strategies for inclusion of gay, lesbian, bisexual, and transgender employees (2011, background): “, 2004; Graham, 1986; Levine & Leonard, 1984; Ragins & Cornwell, 2001), prompting their efforts to remain “invisible” and fit in with the heterosexual mainstream. Early work by Levine and Leonard (1984) identified formal and informal discrimination against those who are GLBT.”
Whitened Résumés (2016, background): “Though the importance of the degree of stigma disclosure has been discussed in prior theoretical work (Ragins, 2008), it has mostly been acknowledged with regard to concealable stigmas, such as minority sexual orientation.”
Lesbian, Gay, Bisexual, and Transgender Careers and Human Resource Development (2015, background): “Promoting diversity and LGBT supportiveness within an organization may encourage LGBT workers to come out (King et al., 2008; Ragins, 2008; Rostosky & Riggle, 2002), leading to more productive LGBT workers (Madera, 2010) with higher levels of job satisfaction and affective commitment (Day & Schoenra”
Professional Image Maintenance: How Women Navigate Pregnancy in the Workplace (2015, background): “Instead, decategorization requires vigilance (Carver & Scheier, 1998), as, at any point, one may slip up and reveal or discuss the pregnancy (Clair et al., 2005; Ragins, 2008).”
Embracing, Passing, Revealing, and the Ideal Worker Image: How People Navigate Expected and Experienced Professional Identities (2015, background): “Moreover, although it has been theorized that people manage their identities differently across audiences (Ollier-Malaterre et al. 2013, Ragins 2008), how they combine these efforts across multiple audiences in one setting has not been studied.”
Diversity in organizations: Where are we now and where are we going? (2009, background): “…Goodman, 1994; Goodman, Fields, & Blum, 2003; Kochan et al., 2003), legal context (e.g., a Title VII lawsuit; Kalev, Dobbin, & Kelly, 2006), economy (e.g., labor market; Fields, Goodman, & Blum, 2005), and family and community in which the organization and its employees are embedded (Ragins, 2008).”
Workplace contextual supports for LGBT employees: A review, meta‐analysis, and agenda for future research (2018, methodology): “This is recognized in two of the most prominent models used to describe the workplace experiences of those with invisible stigmas [i.e., the Interpersonal Diversity Disclosure Model (Clair et al., 2005) and the Home-Work Disclosure Model (Ragins, 2004, 2008)].”
Concealable Stigma and Occupational Segregation (2015, positive): “To unpack these mechanisms, we build on Goffman’s (1963) classic insights into the distinct nature of visible versus concealable stigma (see Ragins, 2008).”
Managing Concealable Stigmas at Work (2014, background): “Indeed, to the extent the concealable stigma is central to and valued by an employee, self-verification motives will drive the individual to be authentic with others and expressive of the identity (Ragins, 2008).”