remediate the interpersonal discrimination that they faced, as rated by the applicants, observers, and independent coders. Solutions for organizations When an organization enforces clear policies and practices that forbid discrimination based on sexual orientation, LGBT employees report less discrimination, which should lead to fewer lawsuits and turnover. When an organization voluntarily adopts policies that demonstrate an accepting and non-judgmental environment, a person can seek support for their stigma (e.g., domestic partner benefits). Pregnant women in work environments that use supplementing policies (such as paid leave or remote work) often stay at work into the late stages of pregnancy, and usually return sooner compared to women at unaccommodating organizations. Practices such as these not only benefit the individual, but they also benefit the organization in the long run. Training employees, managers, and supervisors through diversity workshops serves to better educate everyone on the misconceptions surrounding LGBT workers, and should be used to address other stigmas as well. By presenting facts and defining inappropriate behaviors, organizations show their acceptance and tolerance of stigmas. When affirmative policies and practices are up-front and seem sincere, stigmatized groups face less discrimination, which should lead to higher employee morale, and greater workplace productivity. Limitations with existing research and future directions Issue of measurement One major issue that has been raised in regard to identity management is an issue of measurement. Some researchers have expressed that research cannot move forward without appropriate measurement techniques and appropriately conceptualized behaviors for passing and revealing in the workplace. Indeed, it can be hard to distinguish between the passing behaviors identified by Herek. As for future research, other researchers have called for a better understanding of the underlying processes involved in the decision to disclose in addition to increased specificity in the classification of groups with invisible stigmas. Problems with dichotomizing stigma Past research has simplified identity management strategies by dichotomizing stigma into purely visible or purely invisible. This is not the case, however, in that stigmas are never completely visible or completely invisible. Oftentimes, people can tell (to some degree) whether or not the person they are interacting with has an invisible stigma, even before that person engages in disclosure behaviors. This can be due to visual, audio, or movement-based cues, or due to rumors told by other co-workers (Ambady, Conner, & Hallahan, 1999; Linville, 1998). Researchers should begin to study the degree to which people with a stigmatized identity