It's also important to note that, in the case of disability status, stigmatized individuals may actually be required to reveal their stigma in order to receive certain workplace benefits. An individual's likelihood of passing or revealing is also affected by the relationship they have with the person they are interacting with as well as the demographic characteristics of the person they are interacting with. Understandably, individuals are more willing to reveal stigmatized information to those that they trust. Additionally, an individual may be more likely to reveal their invisible stigma to a person who possesses the same stigma. Finally, individuals may be generally more likely to reveal their stigmas to females than to males, believing females to be more effective communicators, especially regarding sensitive topics. Given that individuals vary in their willingness to take risks, the idea has been proposed that individuals higher in risk-taking propensity will be more likely to reveal their stigma at work than those who are lower in risk-taking propensity. This prediction stems from the fact that choosing to reveal an invisible stigma at work could be a very risky decision, especially if one receives (or perceives that they will receive) discriminatory treatment as a result of their disclosure. Self-monitoring can be defined as the act of controlling and managing the impression one puts forward to ensure that social roles and expectations are being met. While self-monitoring ability may not be directly related to passing or revealing behaviors, it likely is related to choosing effective strategies for managing one's identity. Research has stated that high self-monitors are better able to examine their environment for signs of acceptance when deciding to pass or reveal, while low self-monitors may have more trouble effectively managing the impressions they are making. An adult's level of sophistication and how developed their stigmatized identity is may also have an effect on individuals' willingness to reveal an invisible stigma. Highly developed individuals with stigmas that are central to their self-concept tend to see their stigmatized identity equally valid as other identities, and thus should theoretically not be as afraid to reveal it to others. Indeed, research has shown that individuals who ultimately reveal their stigmatized identity tend to be more assured of that identity than individuals who choose to pass. The main issue that can arise from passing is that the individual feels as though they are not being true to themselves, which can create an inner sense of turmoil and lead to psychological strain for the person hiding their identity. Additionally, fears associated with revealing one's invisible stigma (among those who are currently passing) have been shown to lead to a myriad of negative workplace consequences, including lowered job satisfaction, less organizational commitment, and higher turnover intentions.