that situation. It is important to note that individuals may vary in the degree to which they reveal invisible stigmas to their coworkers. For example, employees may choose to reveal their stigma to everyone they encounter, or they might judiciously choose a select few that they are comfortable with telling about their invisible stigma. People may rely on several different strategies for revealing their invisible stigmas at work. These strategies include signaling, normalizing, and differentiating. Signaling The signaling strategy involves avoiding complete disclosure of one's invisible stigma to his/her coworkers. Rather, people who use this strategy tend to drop hints and send signals to their coworkers without having to completely reveal their invisible stigma. Examples of signals may include the use of cryptic language, bringing up conversation topics that are specific to a stigmatized group, using symbols that are specific to a stigmatized group, and/or the use of nonverbal cues consistent with one's stigmatized group membership. Individuals using this strategy are essentially inviting others to discover their stigma by providing enough clues for peers without directly revealing their stigma. Normalizing The normalizing strategy involves revealing one's invisible stigma, but then minimizing its significance as to appear just as normal as everyone else. While this strategy does involve disclosure of one's invisible stigma, it also involves an attempt by stigmatized individuals to assimilate into organizations effectively and establish as normal of an existence as they can. Researchers have suggested that this strategy helps stigmatized individuals strike a balance between the desire to reveal their stigma and dealing with the consequences that may result from their disclosure. Differentiating The differentiating strategy involves not only revealing one's invisible stigma, but also emphasizing it and how it differentiates one from others. People who use this strategy try to eliminate unfair judgment by presenting their identity as equally acceptable when compared to others. Some researchers have referred to this strategy as deploying one's identity, citing individuals who reveal their stigmas in order to test the perceptions of dominant organizational groups in an effort to inspire organizational change. Antecedents Organizational diversity climate Diversity climate is a term coined by Tsui and Gutek referring to social norms of acceptance or discrimination established within a workplace environment. As one might expect, research has shown that accepting work environments promote more open communication (i.e., revealing) among their employees with invisible stigmas. Accepting work environments can include supportive coworkers, supportive