Workplace disclosure model

A theoretical framework for understanding how individuals with invisible disabilities decide whether, when, and how to disclose their condition at work, and the outcomes that follow. The Joachim and Acorn model categorizes disclosure types by intention and timing: protective disclosure (planned, to control information and gain support), preventative disclosure (to proactively manage stigma), spontaneous disclosure (unplanned, often after diagnosis), and informing disclosure (casual, unconcerned about risk). Non-disclosure is also modeled, with outcomes including passing as non-disabled, stress from concealment, and risk of being outed. Extended versions of the model incorporate cost-benefit decision factors, mental health influences, and partial disclosure strategies.