Prior research on the disclosure of concealable stigmas at work has mostly overlooked the moderating and mediating role of employees’ trust in their supervisor and organization at large. The absence of trust from this field of study limits organizational efforts to foster inclusion at work. Thus, this paper presents a framework for examining the multiple linkages between employees’ trust in their direct supervisors and their organization, and the disclosure decision. Trust is proposed to be embedded in intra and extra organizational context, both in terms of the legal framework and the HR policies and practices. On the basis of synthesis of the literature, the article extends previous research and reviews of diversity by providing systematic review and recommendations that can help promote diversity management efforts and ultimately contribute to employees’ well-being as well as positive organizational outcomes.
|State||Published - 31 Dec 2016|
Bibliographical noteFunding Information:
This work was supported by Agència de Gestió d’Ajuts Universitaris i de Recerca [grant number 2014FI_B1 00198].
© 2016 The Author(s). This open access article is distributed under a Creative Commons Attribution (CC-BY) 4.0 license.
- concealable stigmas
- discrimination, human resources
ASJC Scopus subject areas
- Psychology (all)