A psychotherapist explains how masking or suppressing your true self negatively impacts the mental health of neurodivergent people, and how workplaces can be neurodivergent-affirming
In psychology, the term masking refers to suppressing or concealing one’s true self in social situations, and is a pattern of behavior often adopted by neurodivergent people whose brains process information differently than normal. While everyone uses social masking in certain workplace situations, such as feigning interest in small talk or feigning confidence during meetings, for neurodivergent people masking is not a situational adaptation but a survival strategy in an ableist world.
Neurodivergence, defined as a spectrum, includes autism, dyspraxia, dyslexia and attention deficit hyperactivity disorder (ADHD). Neurodivergent people often mask their true selves to fit into a world not designed for them. “Massage is when people hide their way of being to conform to societal norms. It is tiring, but it is done to not be different and to feel safe,” says Rinkle Jain, a psychotherapist from Mumbai. Lounge.
Masking can be different for different people on the neurodivergent spectrum. For some, small talk can be exhausting and lead to social anxiety, others need to consciously manage their need for constant exercise.
In recent years, especially since the pandemic, mental health and inclusion have entered workplace textbooks and emails, but confirmation of neurodivergence is still unheard of. There is a huge difference between workplaces that use the term ‘friendly’ and ‘affirming’, Jain points out. The former gives the impression that the place tolerates people who are neurodivergent, while ‘affirming’ means that the workplace actively recognizes and takes action to make them feel inclusive and supported.
Although more and more people are talking about neurodivergence, visibility in the workplace is still an issue. A June 2023 survey among 1,000 employees by Print directly indicated that 39%, almost 2 in 5, of diagnosed respondents felt a lack of comfort discussing their neurodivergent condition with colleagues or their employer. “There is shame and stigma attached to neurodivergence that is not easy to shake. Many grow up feeling different and wanting to belong, so they end up suppressing this. This is one of the things that makes neurodivergence invisible,” Jain explains.
In work environments driven by hustle culture, there are also established ideas about what makes a good employee: small talk, friendliness and sociability. In fact, according to a study published in Collective Intelligence and reported by CNBC in July, people have been much more supportive of kindness in the workplace since the pandemic. This places the additional burden of networking and small talk on the shoulders of neurodivergent people, who can find it exhausting to participate in conversations that are not functional or serve no purpose.
“There is also sensory overload. Loud noises, constant talking, or certain lights can cause neurodivergent people to feel overwhelmed. If they keep quiet about it or mask it to fit in, it can lead to burnout, make them anxious and have a significant impact on their mental health,” says Jain.
Masking is not just putting on a social mask in certain situations. If you do it for a long time, you internalize it, experts say. In the long term, neurodivergent people may have difficulty understanding what their bodies and minds are really feeling because they have been masked for too long. In a society where work dominates people’s lives, adjustments are needed to make an environment feel inclusive.
“In addition to adjustments, a strength-based approach is needed. The unique perspectives and skills of neurodivergent people are often underappreciated. For example, many people with ADHD are great during crises. They remain calm and can function well to find a solution, which can benefit the workplace,” explains Jain. Recognizing these strengths is one way to ensure they feel seen and supported.
Creating a culture that provides and supports flexibility, broadens acceptance, and frames organizational policies that support neurodivergence can make workplaces safer and more inclusive for everyone.