Abstract
Prior research on the disclosure decisions of sexual minorities 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 organization hierarchies and the disclosure decision. Trust is proposed to be embedded in work and non-work context both in terms of the legal framework and the HR policies and practices. The paper concludes with recommendations that can help promote diversity management efforts and ultimately contribute to employees’ wellbeing and to positive organizational outcomes.
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