The Double-Edged Sword of Masking at Work

If you’ve ever felt the need to suppress who you are just to fit in, you’ve experienced a version of masking. For neurodivergent individuals, masking is often not just an occasional behavior but a deeply ingrained survival strategy—one that can be both a professional advantage and a significant source of stress, exhaustion, and even identity loss.

What Is Masking?

Masking is the conscious or unconscious act of camouflaging neurodivergent traits to blend in with neurotypical expectations. In professional environments, this can manifest in various ways, such as:

• Forcing eye contact even when it feels uncomfortable or unnatural.

• Suppressing stimming behaviors (like fidgeting, tapping, or repetitive movements) to avoid judgment.

• Mirroring social behaviors by mimicking the expressions, speech patterns, and body language of neurotypical colleagues.

• Overanalyzing responses and carefully scripting interactions to appear “normal” and avoid misinterpretation.

• Hiding sensory sensitivities, such as enduring bright lights or loud office environments without expressing discomfort.

For many neurodivergent professionals, masking becomes second nature—so much so that they may not even realize they’re doing it. While it can help them navigate corporate spaces and professional relationships, the hidden costs of masking can be devastating.

The Costs of Constantly Masking

Though masking may seem like a useful adaptation, it often comes at a steep emotional and psychological price. Here’s why:

1. Burnout and Exhaustion

Maintaining a façade is mentally and emotionally taxing. The constant effort to filter, adjust, and monitor behaviors can lead to overwhelming stress and burnout. Many neurodivergent professionals describe feeling completely drained after a workday—not because of their workload, but because of the intense mental gymnastics required to “pass” as neurotypical.

2. Loss of Identity

The longer someone masks, the harder it becomes to distinguish between their authentic self and the persona they’ve developed to meet social expectations. Over time, this can lead to self-doubt, anxiety, and even a disconnection from one’s own needs and preferences. Many neurodivergent individuals struggle with questions like: Who am I when I’m not masking?

3. Increased Risk of Mental Health Struggles

Research has linked chronic masking to higher rates of anxiety, depression, and autistic burnout. Constantly suppressing one’s natural ways of thinking and communicating can lead to feelings of isolation, frustration, and emotional exhaustion.

4. Missed Opportunities for Support

When neurodivergent traits are hidden, workplaces may not recognize the need for accommodations or adjustments. Many professionals don’t seek support because they fear being judged or penalized. This lack of transparency can lead to unnecessary struggles that could have been avoided with proper accommodations.

Unmasking: The Path to Authenticity

The solution isn’t to force neurodivergent professionals to unmask—it’s to create workplaces where masking isn’t necessary for success. This requires systemic changes in how organizations approach inclusion, communication, and leadership.

Here’s what needs to change:

Encouraging workplace inclusion policies that support neurodivergent employees through flexible work options, sensory-friendly spaces, and clear communication practices.

Normalizing diverse communication and work styles instead of forcing neurodivergent employees to conform to traditional corporate norms. Whether it’s allowing written communication instead of verbal discussions or embracing alternative ways of problem-solving, workplaces must shift away from a “one-size-fits-all” approach.

Fostering leadership that values authenticity over “fitting in” by training managers and executives to recognize the strengths of neurodivergent thinkers. Instead of rewarding employees for social conformity, companies should focus on talent, innovation, and unique perspectives.

A Call for Change

Imagine a world where being authentic isn’t a risk, but a strength. A world where neurodivergent professionals don’t feel the pressure to mask just to be accepted—but are valued for their contributions as they are.

That world is possible but requires collective understanding, advocacy, and action. Employers, colleagues, and industry leaders all have a role to play in creating environments where neurodivergent professionals can thrive without compromising their mental well-being.

Have you experienced the impact of masking? What changes would make workplaces more inclusive for neurodivergent professionals?

Join the conversation and share your thoughts!

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