Gay and lesbian disclosure and heterosexual identity threat: The role of heterosexual identity commitment in shaping de-stigmatization

Abstract

We examine how heterosexual employees respond to different gay and lesbian disclosure tactics aimed at de-stigmatizing the gay or lesbian identity. Drawing from theories of stigma disclosure, inter-group social identity threat, and heterosexual identity development, we examine how heterosexual employees’ responses to de-stigmatizing disclosure can be explained by their experience of heterosexual identity threat (i.e. the appraisal of disclosure as harmful to the value, meaning, and enactment of their heterosexuality identity) and how this process is shaped by individual differences in heterosexual identity commitment—or, differences in heterosexual employees’ commitment to a heterosexual identity that is fulfilling of their sense of self. Across four studies, we find that heterosexual employees are more threatened by gay and lesbian disclosure that is in opposition to heterosexual norms than disclosure that resonates with heterosexual norms and this threat explains the extent to which they derogate or embrace the gay and lesbian identity. Further, heterosexual employees’ identity commitment buffers their experiences of threat and attenuates the impact of threat on derogating and embracing responses. We discuss the implications of our research for advancing theory and research on stigma and disclosure in organizations, in addition to practical implications toward advancing inclusion through the consideration of majority identities.