Disclosure

This guide intentionally uses the word “disclosure” instead of “complaint” to avoid the stigma and judgment that can be associated with the latter. 

What is a disclosure?

A disclosure happens when someone shares their experience of discrimination, racism, or any other identity-based harm—whether in the workplace, classroom, or broader community. 

E.g., a student telling a professor about sexual harassment, an employee reporting workplace discrimination because of their race, or someone speaking up about systemic barriers they face (like the absence of ramps in the building for people with disabilities). 

Forms of disclosure

It is important to emphasize here that a formal report or grievance is not the only way a disclosure can be shared.  Disclosures can show up in many ways, such as: 

  • through grief 

  • pain 

  • an outcry 

  • dissatisfaction 

  • protest 

  • an allegation 

  • a formal grievance. ​​ 

​​Disclosure is not a simple process of sharing an experience and finding a solution. Often, the discloser has to tell their story more than once. Re-telling their story can be exhausting and can even be retraumatizing. 

If you are someone who manages people, or you have institutional power to address the situation, it is your responsibility to ensure that the issue is addressed appropriately after you receive a disclosure.​​ 

Barriers to making a disclosure

Making a disclosure of discrimination is not easy. When making a disclosure, people may worry that ...  

  • it can be painful to re-tell their story
  • the process can be intimidating/ overwhelming/ anxiety-inducing
  • the process can be laborious
  • they might not be believed
  • they might be judged for not being an "ideal victim"

Making peace with discomfort

Receiving a disclosure of harm can be difficult for the person receiving the disclosure too.  It could trigger: 

  • Defensiveness (e.g., "Do they think I'm racist?") ​ 

  • Emotional discomfort (e.g., "This is upsetting")​ 

  • Avoidance (e.g., "I don't want to have to deal with this") ​ 

  • Stress​ 

  • Re-traumatization, if you have had similar experiences in the past. 

Check in with yourself 

  • How are you feeling, and why?​ 

  • Reflect on your own positionality in relation to the person making the disclosure of harm. 

The stress and avoidance you may experience could arise from your own fears of vulnerability.  A useful resource – Let’s Talk – provides two graphic organizers (pages 11 and 20), which may help in navigating difficult conversations in a way that: ​ 

  • brings awareness to your vulnerabilities​ 

  • leverages your strengths ​ 

  • prepares you when responding to strong emotions​ 

  • creates emotional safety for everyone involved 

Reflection Questions for Disclosures

What do you think you can do to make sure people do not experience further harm if they disclose an experience of discrimination to you?

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