A person’s gender, race, and age are often fairly obvious at first introduction. But many other meaningful characteristics — such as a person’s religion, sexual orientation, or parental status — are not immediately visible. People whose invisible characteristics are commonly stigmatized or devalued in the workplace have to make decisions regarding if, when, how, and to whom they will disclose these identities to, while weighing the costs and benefits of their choices.
Research: The Upsides of Disclosing Your Religion, Sexual Orientation, or Parental Status at Work
It can increase job satisfaction and inclusivity, but only under certain conditions.
March 12, 2018
Summary.
Many important aspects of your identity are not immediately visible to those around you. When it comes to your religion, sexual orientation, or parental status, how should you approach the decision of whether — and how — to disclose your identity to your colleagues? In this piece, the authors discuss the potential benefits of revealing your most authentic self in the workplace, as well as some of the ways in which certain organizations can be less supportive of these kinds of disclosures. Ultimately, there are no one-size-fits-all solutions: Each employee must make their own determination as to whether the advantages of disclosing their various identities outweigh the risks in their specific environment.
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New!
HBR Learning
Diversity, Inclusion, and Belonging Course
Accelerate your career with Harvard ManageMentor®. HBR Learning’s online leadership training helps you hone your skills with courses like Diversity, Inclusion, and Belonging. Earn badges to share on LinkedIn and your resume. Access more than 40 courses trusted by Fortune 500 companies.
How to build a better, more just workplace.