141 6 DISCLOSURE AND SUSTAINABLE EMPLOYABILITY AND WELL-BEING AT WORK DISCUSSION The current study examined the association between the disclosure decision (disclosure vs. non-disclosure of MI to a supervisor) and several measures of sustainable employability and well-being at work. The majority of military personnel with MI had disclosed their MI to their supervisor (75.6%). The current study found no significant association between this disclosure decision and any of the measures of sustainable employability and well-being at work. Although the current study did not find a direct association between disclosure decision and several measures of sustainable employability and well-being at work, the current study did show the importance of positive (non-)disclosure experiences. Disclosure experiences (positive vs. negative) were significantly related to almost all the measures of sustainable employability and well-being at work. The majority was positive about their disclosure decision (86.9%). Those with a positive disclosure experience reported significantly more support from their supervisors, showing the crucial role the supervisor had for positive disclosure experiences. Additionally, those with negative experiences with disclosure reported significantly more shame, discrimination, negative career consequences, and social rejection, indicating that stigma surrounding MI played a key role in negative disclosure experiences. There was no significant association between disclosure decision and sustainable employability and well-being at work in the current study, possibly because positive and negative consequences of (non-)disclosure co-exist. Previous research suggests that there might be a negative association between disclosure of MI to a supervisor and sustainable employability. For example, a study among Dutch line managers showed that 64% was reluctant to hire someone with MI (17). However, previous research has also suggested that there might be a positive association between disclosure of MI and sustainable employability. For example, disclosure can lead to opportunities for supervisor support and workplace accommodations (20-22). A scoping review on workplace accommodations provided evidence that workplace accommodations are associated with longer job tenure (47). It is likely that these positive and negative consequences of disclosure co-exist, and that therefore no direct association between disclosure decision and sustainable employability and well-being at work was found. The current study included the disclosure experiences, and thus the consequences of disclosure, while most models on disclosure decision making focus on the antecedents of disclosure (28, 29). A more complete model of disclosure, which does include consequences of disclosure in the work-context, is the mental health condition disclosure decision-making process from antecedents to outcomes model (31). The original data supporting this model is of qualitative nature. The current study found that disclosure is
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