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Abstract

Passive representation of socially marginalized identities is important as it is closely connected with the government’s responsiveness. However, gauging the accurate level of passive representation of invisible identities is complicated, as individuals can strategically refrain from sharing their identities in the workplace, fearing potential repercussions such as negative performance appraisal or discrimination. Organizations can provide more support to mitigate these negative anticipations. This article aims to identify these specific organizational factors that could increase the proportion of employees who disclose their hidden identities. The article finds that the proportion of supervisors with disclosed disabilities and supervisors’ commitment to diversity positively correlate with the proportion of non-supervisory-level employees with disclosed invisible disabilities in federal agencies. The findings underscore the importance of fostering a supportive work environment that encourages disclosure of hidden, stigmatized identities, and the roles of supervisors are especially vital.

Keywords

passive representation disability identity

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Representation of Invisible Identities in Federal Agencies: The Impact of Organizational Factors on Disability Disclosure

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