Masking in the Workplace: What It Is and How to Support Neurodiverse Employees

I believe as a society, we are making progress in understanding and supporting neurodiverse employees – although it is a slow process, and not everyone has got it right yet.

One challenge that still tends to be overlooked is “masking.” Many neurodiverse individuals – whether autistic, or living with ADHD, dyslexia, or any other form of neurodiversity – often feel the need to hide their true selves at work.

But what exactly is masking, why does it happen, and how can we create a safer, more supportive environment where employees no longer feel the need to hide who they really are?

I’ll break it down and explore how leaders can help encourage authenticity and support neurodiverse employees by understanding the unique challenges associated with masking.

What Is Masking?

Masking is when neurodiverse individuals consciously or unconsciously hide their true behaviours, thoughts, and traits in order to fit into societal norms or workplace expectations. It can involve mimicking neurotypical behaviour, suppressing natural tendencies, or disguising struggles.

While this may seem like a short-term solution to avoid judgement or exclusion, it can come at a heavy cost to the individual’s mental and emotional well-being.

For example:

Autistic employees may suppress their need for routine, avoid stimming (self-soothing movements like fidgeting), or force themselves to engage in social interactions that feel unnatural.
Employees with ADHD might overcompensate for time management struggles by overworking or hiding their difficulty focusing, which often leads to burnout.
Dyslexic employees may avoid roles that require writing or reading aloud, even if these are central to their job, for fear of being judged or labelled as incapable.

Here Are Some Common Ways Neurodivergent Staff Mask in the Workplace;

Masking at work is a common experience for many neurodivergent individuals, often requiring immense effort to blend in and appear "neurotypical." Below is a list of ways neurodivergent people may mask in the workplace, highlighting the mental and emotional strain that can accompany this:

Overthinking what to wear each day and whether it looks ‘professional’ enough, in an effort to blend in.
Constant mental calculations on when a ‘normal’ time to go home is, worrying about staying too late or leaving too early.
Ruminating over everything we say to colleagues, worrying if it was ‘too much’ or inappropriate.
Breathing through sensory overwhelm, such as harsh lighting, background noise, or strong smells, while trying to stay focused.
Worrying about where to sit, how it might be interpreted by others, and whether it sends the ‘right’ message about your role or status.
Forcing ourselves to sit and act ‘normally’ even when it feels uncomfortable, like masking fidgeting or maintaining eye contact.
Beating ourselves up for becoming distracted by noise, movement, or conversations, and struggling to regain focus.
Ruminating over when to take lunch, worrying about the ‘right’ time and if it’s okay to leave your desk.
Worrying about what should be on our computer screen, making sure we look ‘busy’ enough during quiet moments.
Feeling overwhelmed in meetings, focusing more on how we’re coming across rather than engaging with the content.
Rejection Sensitive Dysphoria (RSD) overwhelm, struggling to manage emotions around feeling different or misunderstood by colleagues.
Forcing ourselves to self-regulate in non-obvious ways, like fiddling with jewellery or tapping feet discreetly, and being hyper-aware of it.
Attempting to self-regulate temperature, feeling too hot or cold while others seem comfortable, but not wanting to stand out by adjusting clothing or requesting changes.
Overanalysing body language or facial expressions, trying to gauge how others are reacting to you, and feeling unsure if you're interpreting it correctly.
Planning conversations in advance, rehearsing what to say to avoid any missteps or awkwardness.
Masking emotional reactions, such as feeling hurt by a comment, but suppressing it to avoid looking ‘too sensitive.’
Struggling with small talk, forcing yourself to participate to avoid seeming ‘antisocial’ or ‘cold.’
Monitoring facial expressions, worrying if you are smiling or showing the appropriate amount of emotion.
Trying to regulate energy levels, often appearing upbeat or energetic even when mentally exhausted from the strain of masking.
Avoiding stimming or fidgeting in visible ways, trying to suppress natural self-soothing behaviours that help with focus.

With all of this constant mental and emotional effort, it’s no wonder that masking all day can be exhausting and stressful.

Why Does Masking Happen?

Masking happens because many neurodiverse individuals feel that being open about their differences will lead to exclusion, misunderstanding, or even professional repercussions.

Often, workplaces unconsciously promote an environment that values uniformity over individuality, which pressures neurodiverse employees to fit in rather than stand out.

Some common reasons masking occurs:

Fear of Judgment or Stigma: Neurodiverse employees often worry that they’ll be perceived as less capable or professional if their differences are noticeable.
Workplace Culture: In environments lacking an understanding of neurodiversity, employees may feel pressured to conform to neurotypical behaviours to be accepted.
Desire for Respect and Competence: Employees might believe that masking is necessary to gain promotions, be taken seriously, or earn the respect of colleagues.
Avoidance of Difficult Conversations: Many neurodiverse individuals fear that revealing their struggles could lead to uncomfortable conversations or awkwardness in the workplace.
Past Negative Experiences: Previous instances of misunderstanding or discrimination may reinforce the need to mask their neurodivergent traits to avoid similar situations.The Costs of Masking

While masking might allow neurodiverse employees to “fit in” temporarily, it can have serious long-term effects.

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The Costs of Masking

While masking might allow neurodiverse employees to “fit in” temporarily, it can have serious long-term effects. Constantly suppressing natural behaviours or concealing struggles can lead to:
Exhaustion and Burnout: Masking takes immense mental energy. The longer someone masks, the more likely they are to feel physically and emotionally drained.
Increased Anxiety and Stress: Hiding one’s true self creates a constant fear of being “found out,” leading to chronic stress.
Reduced Job Satisfaction: Employees who feel they can’t be themselves at work are less likely to be happy, engaged, or productive in their roles.
Missed Opportunities for Growth: When employees mask, they often avoid roles or projects that would help them grow, simply to avoid exposing their neurodiverse traits.

Why Some Feel Masking is the Only Option

Many neurodiverse employees feel that masking is their only way to succeed in the workplace.

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This can stem from:

A lack of visible neurodiverse role models: If an employee doesn’t see others being open about their neurodiversity, they may feel that it’s safer to remain hidden.
A culture of uniformity: Many workplaces still emphasise “fitting in” as key to success, which discourages employees from showing differences.
The stigma surrounding neurodiversity: Despite growing awareness, many people still misunderstand neurodiverse conditions, leading to fear that openness will result in discrimination or exclusion.

How to Support and Remove the Mask

If you want to create a workplace where neurodiverse employees feel they don’t have to mask, there are some clear steps you can take:

1. Build Psychological Safety

Psychological safety is about creating an environment where employees feel comfortable being themselves without fear of negative consequences. Encourage openness and honesty by normalising conversations around neurodiversity.

Make it clear that employees won’t be judged for their differences and that neurodiverse traits are valued, not just tolerated.

2. Train Leaders on Neurodiversity

Leaders play a big role in shaping the workplace. By giving them the right training and knowledge about neurodiversity, they can better recognize and support neurodiverse employees. It's important for leaders to understand masking behaviours and create an environment where employees feel safe being themselves, without the need to hide who they are. For more information on this, I am here to help.

3. Offer Flexibility and Understanding

Offer flexibility in work environments, communication styles, and expectations. Understand that neurodiverse employees may need different things to help them focus, interact with others, or process information. Make sure there's room for employees to share their needs without worrying about being judged.

4. Encourage Neurodiversity Coaching

Coaching is a great way to support both neurodiverse employees and their managers. Neurodiversity coaching provides personalized strategies that help people understand their strengths, work through challenges, and develop tools for managing stress, improving communication, and reducing the need to mask.

I offer specialized coaching for neurodiverse employees and leaders, helping teams better understand and support each other. By working with me, your organisation can create a more inclusive culture where everyone feels confident being their true selves.. Reach out to explore how neurodiversity coaching with Tamzin can benefit your workplace.

5. Celebrate Differences

Finally, celebrate the unique strengths that neurodiverse employees bring to the table. Highlight the value of diversity in thought, problem-solving, and creativity. By openly recognising the benefits of neurodiversity, you send a clear message that differences are an asset, not a liability.

Final Thoughts

In conclusion, masking in the workplace can take a heavy toll, both on individuals and the wider organisation. However, with the right support, this can change. By fostering psychological safety, offering flexibility, and investing in neurodiversity coaching, leaders can help lift the burden of masking. When employees are free to be their authentic selves, everyone benefits – individuals thrive, and so does the organisation. If you're ready to take the next step in creating a truly inclusive workplace, I invite you to explore how my coaching can support your team in this journey.

If you’d like to learn more about how neurodiversity coaching can help your organisation and employees, feel free to contact me, Tamzin Hall. Together, we can build a workplace where everyone can succeed without hiding who they are.

The Neurodiversity Academy