142 6 CHAPTER 6 associated with (1) alleviation of inhibition, as people could be their true and authentic self, (2) social support, (3) negative career consequences, (4) access to accommodations, (5) improved relationships, and (6) experiences of stigma. This is in line with what the model proposes, and there for the current study quantitively confirms this model. Although no significant relationship between the disclosure decision and sustainable employability and well-being at work was found, the findings of the current study did show the importance of how the work environment (colleagues and supervisors) respond to disclosure. There was a significant association between positive disclosure experience and almost all measures of sustainable employability and well-being at work. This is in line with what the previously mentioned model proposes, namely that long term outcomes of disclosure (such as sustainable employability) are influenced by the short-term outcomes (disclosure experiences). It should however be noted that the model mostly focuses on outcomes of disclosure, while the current study also includes outcomes of non-disclosure. For example missed opportunities for support and workaccommodations, but also positive outcomes such as MI remaining private and being able to shield yourself from stigma and discrimination. Given the importance of positive disclosure experiences for sustainable employability and well-being at work, it is essential to examine what contributes to a positive or negative (non-)disclosure experience. The findings indicate the key role the supervisor plays for a positive disclosure experience, and thus also for well-being at work and sustainable employability of workers with MI. The crucial role the supervisor plays in whether workers decide to disclose their MI has been shown before, both in military and civilian samples (24, 31). A previous study in the Dutch military showed that the quality of the supervisor-employee relationship was significantly associated with the disclosure decision (manuscript submitted for publication). The current study now adds to the literature by showing the crucial role the supervisor also played in the consequences of disclosure, namely the disclosure experience. A previous study among Dutch workers in general also found that of those who were positive about disclosure, the majority indicated that they were supported by their supervisor (27). This highlights the importance of the supervisor role both for disclosure decisions and experiences. These findings indicate the importance of providing training to help supervisors to improve understanding and support of MI needs (48). The role of the supervisor is especially important in the military setting, due to the strong hierarchical structure in the military, making military personnel more dependent on their supervisors (49). Stigma and discrimination also had a large impact on disclosure experiences. Those with negative experiences with disclosure were more likely to have experienced discrimination, negative career consequences, and social rejection. However, non-disclosure could not
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