Diversity and workplace affect: The impact of revealing or concealing a stigma

Cassandra Phetmisy, Rebecca Godard, Raymond N. C. Trau, Mikki Hebl

Research output: Chapter in Book/Report/Conference proceedingChapterpeer-review


A stigmatized identity refers to some socially devalued aspect of a person that (typically) cannot be changed and evokes negative stereotypes, attitudes, and behaviors from others (Quinn & Earnshaw, 2013). With the increase of protective laws, individuals with a stigmatized identity face less formal discrimination than in the past but continue to face substantial subtle and interpersonal discrimination (Ruggs, Martinez, & Hebl, 2011). While the majority of stigma research has focused on visible stigmatized identities, many stigmatized identities are simply not visible. It is this latter category on which the current chapter focuses. Invisible stigmatized identities are devalued aspects that an individual is generally able to conceal from others. Invisible and/or concealable stigmas may include lesbian, gay, bisexual, transgender, and queer or questioning (LGBTQ+) identities; some disabilities; and multiracial and religious identities. For the remainder of the chapter, we will refer to such identities as “concealable stigmas” or “invisible stigmas.”
Original languageEnglish
Title of host publicationThe Cambridge handbook of workplace affect
EditorsLiu-Qin Yang, Russell Cropanzano, Catherine S. Daus, Vicente Martínez-Tur
Place of PublicationCambridge
PublisherCambridge University Press (CUP)
Number of pages14
ISBN (Electronic)9781108573887
ISBN (Print)9781108494038
Publication statusPublished - 1 Jun 2020


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