Masking at Work (and in Life): Reducing the Need, Not the Person

How workplaces, communities, and systems can move from “fit in” to “you’re safe here”

What Masking Really Is — and Why It Matters

Masking is the act of hiding or suppressing parts of ourselves in order to appear more “socially acceptable,” more “professional,” or simply “less different.”Many autistic, ADHD, dyslexic, and otherwise neurodivergent people learn to mask early — not because they’re trying to deceive anyone, but because it has been the price of belonging.

Masking may look like:

• rehearsing what to say before speaking

• forcing eye contact even when it feels physically painful

• laughing when others laugh, even if unsure why

• suppressing stimming or movement

• mirroring gestures, tone, facial expressions

• hiding sensory needs (like noise, light, texture discomfort)

• pretending to understand instructions to avoid looking “difficult”

“Masking is not a preference. It is a survival strategy.”— Dr. Devon Price, Unmasking Autism (2022)

Over time, masking is associated with anxiety, burnout, identity confusion, depression, and higher rates of suicidal ideation in autistic adults — especially women, AFAB, Black, and gender-diverse individuals (Hull et al., 2021; Livingston, 2020).

The Nervous System Cost of Masking

From a Polyvagal lens, masking is a form of chronic sympathetic activation: the body stays in “performance mode,” constantly scanning for cues of danger — Am I doing this right? Do they think I’m strange? Did I make eye contact long enough?

The brain shifts from self-expression to self-protection.

The unfortunate paradox? The more energy someone spends appearing fine, the less capacity they have for engagement, creativity, and authentic contribution.

Which means:Masking isn’t just an individual mental health concern — it’s an organizational culture problem.

What Masking Looks Like in Real Life

Setting	Masking Example
Workplace	Smiling on Zoom with the camera on even when overwhelmed; pushing through with fluorescent lights when they are uncomfortable and causing distraction.
School	Holding in stims all day, then melting down at home
Medical	Nodding along to a doctor even when confused or overstimulated
Social Events	Memorizing jokes, scripts, or “small talk rules” to blend in
Meetings	Turning camera on even when sensory overload or eye-contact anxiety is high

Masking at Work: Why It Happens

Most masking is triggered by unspoken but enforced norms, such as:

• “Professional = calm, still, quiet”

• “Good communication = eye contact + quick responses”

• “Meetings mean sitting still, no movement, no camera off”

• “Focus means being seated, no fidgets, no headphones, no pacing”

• “Breaks must be earned, not self-directed”

These rules were built for neurotypical nervous systems — not for brains that regulate through movement, patterning, time to process, or sensory modification.

The Goal Is Not “Stop Masking” — It’s “Reduce the Need for It”

People unmask when they feel:

• safe

• accepted

• not watched for “wrongness”

• invited, not tolerated

• given communication + sensory choice

• allowed to show needs without penalty

Masking reduces when belonging increases.

The Workplace That Didn’t Know It Required Masking

A client shared that in her office, coworkers were praised for being “high energy team players.” She described spending every workday:

• monitoring her facial expressions

• practicing “appropriate enthusiasm”

• enduring nonstop noise

• eating lunch alone to recover from social performance

When she finally requested noise-cancelling headphones, the response was:“We want to encourage our team to be engaged and collaborative"

The irony: she was working twice as hard as everyone else to appear enthusiastic and engaged, as well as complete her work tasks.

What Reducing Masking Looks Like in Practice

• Allow cameras off

• Normalize stimming, fidgets, movement breaks

• Offer written + verbal ways to participate

• Allow sunglasses, hats, tinted screens, quiet seating

• Give agendas + questions in advance

• Model vulnerability (e.g., “Does anyone need a pause?”

• Make space for comfort, not conformity

  
  

When inclusion is built in, disclosure is no longer required for accommodation.

Try This at Work Tomorrow

Instead of saying:“Let’s go around the room and share…”

Try:“Feel free to share verbally or by chat — and passing is always okay.”

Instead of:"Let’s all stay on camera so we feel connected.”

Try:“Camera optional — you choose how you participate best.”

Instead of:“If you need anything, let us know.”

Try (permission signaling):“Noise-cancelling headphones, stim tools, and quiet seating are available for anyone — no explanation needed.”

Small shifts = immediate nervous system relief.

Reflection

Masking is not a failure of regulation — it’s a response to environments that don’t yet feel safe.

When we design spaces where people don’t have to perform “normal,” we don’t just support neurodivergent individuals — we heal cultures that confuse sameness with professionalism.

Inclusion is not “How do we make them fit in?”It is: “How do we build spaces where nobody has to hide?”

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About the Author

Brittany Rickett, Bachelor of Education, MA in Counselling Psychology, CCC, CCS LCT

Brittany Rickett, MA, LCT, CCS, is a licensed therapist and the Clinic Director of 3 Rivers Counselling in St. Stephen, New Brunswick. With over a decade of experience in education before moving into clinical work, Brittany brings a grounded, compassionate approach to therapy that blends neuroscience with evidence-based modalities. She integrates EMDR, Internal Family Systems (IFS), Somatic work and Polyvagal-informed practices, supporting clients through trauma, stress, and life transitions.