In this paper we theorize how organizations shape the disclosure experiences of individuals with concealable stigmas. To do so, we undertake an inductive study across different organizations that employ formerly incarcerated individuals with diverse disclosure preferences concerning their stigma. Through examining organization’ efforts to shape the disclosure of individuals at work and the consequences these efforts have for individuals, we find that individuals felt most supported and enabled in their disclosure when organizations were able to create contexts in which individuals felt in control over their disclosure. Our investigation counterintuitively revealed that many formerly incarcerated employees felt their disclosure and their control over it most disrupted when confronted with well-intended but highly public support activities by organizations, as they were perceived to cued stigma in the eyes of many. Taken together, we conclude with a model of organizational disclosure control, highlighting the different organizational efforts and consequences for stigmatized employees in the workplace.