Chrobot-Mason, Donna

Vason, Tyra

English

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Dismantling Bias Conference Series Complexities of concealable stigma: Identity management in the workplace Tyra Vason University of Cincinnati, vasontc@mail.uc.edu Donna Chrobot-Mason University of Cincinnati, chrobod@ucmail.uc.edu Follow this and additional works at: https://docs.lib.purdue.edu/cgg Recommended Citation Vason, Tyra and Chrobot-Mason, Donna () "Complexities of concealable stigma: Identity management in the workplace," Dismantling Bias Conference Series: Vol. 3 : Iss. 6, Article 2. Available at: https://docs.lib.purdue.edu/cgg/vol3/iss6/2 This document has been made available through Purdue e-Pubs, a service of the Purdue University Libraries. Please contact epubs@purdue.edu for additional information.                                                 AbstractAll individuals hold a series of identities that help to shape how we view and experience the world (Kang & Bodenhausen, 2015). Despite robust advances in identity managementscholarship, limited scientific work explores the complexities of people living with concealable stigmatized identities (CSIs). Much of the stigma and identity management literature investigatesthe outcomes of visible stigma and a limited range of concealable identities (Follmer et al.,2020). Visible stigmatized identities (VSIs) refer to the social categories that are visibly apparentto others (e.g., race, gender, physical disability, etc.) but are also devalued within a given socialcontext and cause a variety of stressors (Miller & Kaiser, 2001). Identities are marginalized ifexperiences of discrimination, prejudice, and ostracism take place solely because a person carriesan identity outside of a given society’s prototypical standard (Moradi, 2017). For example, whiteheterosexual Christian men with no physical or psychological disabilities and no criminal recordare considered the prototype in America (Purdie-Vaughns & Eibach, 2008). Individuals with identities outside of these parameters are found to experience disproportionate amounts ofpsychological distress caused by experiencing discrimination, hostility, and oppression at agreater frequency because of their devalued social standing (Quinn & Earnshaw, 2013). However, many identities or social categories have the potential to remain concealedfrom others. CSIs are marginalized attributes that individuals can choose to keep invisible orhidden (Jones & King, 2014). Sexual orientation, disability status, ethnicity, and AIDS/HIVstatus are among the most discussed CSIs within the stigma literature (Purdie-Vaughns & Eibach, 2008). In many cases, a person’s CSI becomes visible to others if they choose to disclosetheir identity. However, researchers have found that a person will continue to conceal theiridentity if they expect negative outcomes to occur following the disclosure event (Lynch &                                        Rodell, 2018). Therefore, identity management is an ongoing and reoccurring complex processfor individuals who carry one or many CSIs (Poindexter & Shippy, 2010).  Unfortunately, limited work has explored the greater complexities of possessingstigmatized identities beyond a limited range of visible and concealable stigmas. Such as theintersectional impact of possessing both visible and concealable stigmatized identities and themultifaceted process of CSI disclosure when multiple stigmas are present. Such complexitiesinclude total concealment, total disclosure, partial disclosure (e.g., concealing in someenvironments, while disclosing in others), or signaling to others (e.g., dropping hints or cluesduring ambiguous interactions to test potential disclosure reactions) (Jones & King, 2014;Newheiser & Barreto, 2014).We have previously uncovered significant group differences in coping strategies, turnover intent, and psychological outcomes including stress, feelings of belonging, and perceived social support among students who possess only VSIs compared to those who possessboth visible and concealable stigmatized identities (reference omitted for blind review). However, there was a lack of significant group difference when comparing students who possessonly concealable stigma to those with both visible and concealable stigmas. These findingssuggest that concealable stigmas may have a greater adverse effect on students who possessmulti-dimensional devalued identities than that of visible stigmas. Our current work seeks to address a remaining gap in the literature to expand our knowledge on CSIs and intersectionalityby evaluating the complexities of identity disclosure decisions in the workplace following timesof social uprising. Given the upsurge in social activism and organizations taking a public stand againstdiscrimination and inequality, now is an important time to address the pivotal role organizations                                    play in fostering feelings of inclusion, belonging, and comfort among their diverse workforces. During the Covid-19 pandemic in 2020, many organizations and brands utilized social platformsto release statements condemning injustice and supporting social movements such as Black LivesMatter (BLM) and Stop AAPI (Asian American Pacific Islander) Hate (Johnson, 2021). However, we believe organizations must make meaningful and structured change that isconsistent with their public statements to produce an environment that encourages employees to be their authentic selves in the workplace. Therefore, when individuals believe they will beaccepted and respected for who they are, they may be more inclined to disclose their CSI to colleagues, supervisors, and subordinates. This paper will address what CSIs are, the choices people with CSIs must make while managing their identities, and the outcomes of CSI disclosure decisions. This paper will also address what internal and external factors contribute to CSI disclosure, and how organizationscan play a pivotal role in creating a conducive environment that encourages employees to disclose their CSI by way of organizational consistency, workplace culture and justice(distributive, procedural, interactional).                                                        ReferencesFollmer, K. B., Sabat, I. E., & Siuta, R. L. (2020). Disclosure of stigmatized identities at work: An interdisciplinary review and agenda for future research. Journal of OrganizationalBehavior, 41(2), 169-184. Johnson, B. (2021). How the Black Lives Matter Movement Enhanced Corporate Governance in2020. Emory Corporate Governance and Accountability Review, 8(1), 99. Jones, K. P., & King, E. B. (2014). Managing concealable stigmas at work: A review and multilevel model. Journal of Management, 40(5), 1466-1494.Kang, S. K. & Bodenhausen, G. V. (2015). Multiple identities in social perception and interaction: Challenges and opportunities. Annual Review of Psychology, 66, 547-574. Lynch, J. W., & Rodell, J. B. (2018). Blend in or stand out? Interpersonal outcomes of managingconcealable stigmas at work. Journal of Applied Psychology, 103(12), 1307.Miller, C. T., & Kaiser, C. R. (2001). A theoretical perspective on coping with stigma. Journal ofSocial Issues, 57(1), 73-92. Moradi, B. (2017). (Re)focusing intersectionality: From social identities back to systems ofoppression and privilege. In K. A. DeBord, A. R. Fischer, K. J. Bieschke, & R. M. Perez(Eds.), Handbook of sexual orientation and gender diversity in counseling and psychotherapy (pp. 105–127). American Psychological AssociationNewheiser, A. K., & Barreto, M. (2014). Hidden costs of hiding stigma: Ironic interpersonalconsequences of concealing a stigmatized identity in social interactions. Journal ofExperimental Social Psychology, 52, 58-70.Poindexter, C. C., & Shippy, R. A. (2010). HIV diagnosis disclosure: Stigma management and                  stigma resistance. Journal of Gerontological Social Work, 53(4), 366-381.Purdie-Vaughns, V., & Eibach, R. P. (2008). Intersectional invisibility: The distinctiveadvantages and disadvantages of multiple subordinate-group identities. Sex roles, 59(5),377-391.Quinn, D. M., & Earnshaw, V. A. (2013). Concealable stigmatized identities and psychologicalwell‐being. Social and personality psychology compass, 7(1), 40-51.

Complexities of concealable stigma: Identity management in the workplace

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Complexities of concealable stigma: Identity management in the workplace

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