managers, or simply the presence of other individuals who have revealed their invisible stigma without experiencing negative consequences (Ragins & Cornwell, 2007). Professional and industry norms The norms of one's overarching industry may have implications for stigmatized individuals' likelihood of passing or revealing in the workplace. Indeed, some have noted that individuals working for conservative industries such as the military may be less likely to reveal their stigma than individuals who work in industries that may actually encourage employees to disclose personal information about themselves, like human services. Legal protections Some individuals with invisible stigmas are protected under laws at various governmental levels (i.e., local, state, and/or federal), while others are not considered among these protected groups. Not surprisingly, those with invisible stigmas that are protected under law (e.g., disability) are more likely to reveal their stigma than those with invisible stigmas that are not protected under law (e.g., sexual orientation). It's also important to note that, in the case of disability status, stigmatized individuals may actually be required to reveal their stigma in order to receive certain workplace benefits. Interpersonal context An individual's likelihood of passing or revealing is also affected by the relationship they have with the person they are interacting with as well as the demographic characteristics of the person they are interacting with. Understandably, individuals are more willing to reveal stigmatized information to those that they trust. Additionally, an individual may be more likely to reveal their invisible stigma to a person who possesses the same stigma. Finally, individuals may be generally more likely to reveal their stigmas to females than to males, believing females to be more effective communicators, especially regarding sensitive topics. Propensity toward risk-taking Given that individuals vary in their willingness to take risks, the idea has been proposed that individuals higher in risk-taking propensity will be more likely to reveal their stigma at work than those who are lower in risk-taking propensity. This prediction stems from the fact that choosing to reveal an invisible stigma at work could be a very risky decision, especially if one receives (or perceives that they will receive) discriminatory treatment as a result of their disclosure. Self-monitoring Self-monitoring can be defined as the act of controlling and managing the impression one puts forward to ensure that social roles and expectations are being met. While self-monitoring ability may not be directly related to passing or revealing behaviors, it