Words have a significant power when it coms to the experience of sexual minorities at work. They can project hostility and prejudice, what will deter LGBTQ individuals from being open about who they are, or they can communicate inclusiveness and build trust that will consequently promote openness. This paper investigates the role of trust as both a moderating and mediating factor in the readiness of LGBTQ employees to disclose their sexual orientation or gender identity at work. Trust in workplace authorities was found not only to completely mediate the impact of HR systems on individuals' readiness to 'come out', but also to moderate the impact of personal variables on the same. A special attention is given to how words impact the development of trust that facilitates the disclosure decision.