The Hidden Cost of Masking in the Workplace

Why Authenticity Matters

The Unseen Toll of Professional Masking

In today's fast-paced, high-performance work environments, there's often an unspoken expectation to conform. Employees are encouraged to be "professional," a term that, in many cases, translates to hiding or suppressing aspects of their true selves. For neurodivergent individuals, people from marginalized communities, and even those dealing with mental health challenges, this means masking—altering their natural behaviors, communication styles, or emotions to align with workplace norms.

While masking can help individuals navigate professional settings, it comes at a significant cost. This article explores the hidden burden of masking in the workplace, its impact on both individuals and organizations, and why fostering authenticity is key to building a more inclusive, innovative, and successful workplace culture.

What is Masking in the Workplace?

Masking in professional settings involves consciously or unconsciously adjusting behaviors, expressions, or identities to fit perceived expectations. It can manifest in various ways, including:

• Suppressing neurodivergent traits: Individuals with ADHD, autism, or other neurodevelopmental conditions may mask by avoiding stimming behaviors, forcing eye contact, or scripting conversations to appear more "neurotypical."

• Hiding emotions: Employees may suppress stress, anxiety, or frustration to maintain a "professional" appearance, even when struggling internally.

• Downplaying personal identity: People from underrepresented backgrounds may mask by modifying their speech, dress, or cultural expressions to blend in and avoid bias.

Masking often becomes second nature, particularly for those who have learned that being their authentic selves leads to judgment or discrimination. However, the cumulative impact of constantly filtering oneself can be mentally and emotionally draining.

The Toll of Masking on Individuals

While masking may seem like a harmless adaptation, the psychological burden can be profound. Individuals who consistently mask at work may experience:

• Increased stress and anxiety: Constantly monitoring and modifying behavior requires significant mental effort, leading to heightened anxiety and burnout. A 2021 study in the Journal of Occupational Health Psychology found that employees who frequently masked at work reported higher levels of stress, emotional exhaustion, and reduced job satisfaction (1). This study surveyed over 1,000 employees across various industries and found a strong correlation between masking behaviors and negative mental health outcomes.

• Imposter syndrome: Masking can create a disconnect between one's true self and professional identity, reinforcing feelings of fraudulence and self-doubt. This can be particularly prevalent in individuals from marginalized groups who feel pressure to conform to dominant workplace cultures (2).

• Reduced self-esteem: Suppressing authenticity over time can erode confidence and create a sense of invisibility or insignificance. Research suggests that authenticity is closely linked to self-esteem, and denying one's true self can have a detrimental impact on self-worth (3).

• Struggles with connection: Building meaningful workplace relationships can be challenging when authenticity is compromised, leading to isolation and loneliness. A 2017 study in the Journal of Applied Psychology found that employees who felt able to be authentic at work reported stronger social connections and a greater sense of belonging (4).

• Diminished creativity and innovation: Employees who mask often hesitate to share unique ideas or perspectives, limiting the company's ability to innovate. A study by Deloitte found that companies with inclusive cultures, where employees feel safe to express their true selves, are six times more likely to be innovative and agile (5).

The Organizational Impact of Workplace Masking

Beyond individual consequences, masking also has far-reaching implications for organizations. A workplace culture that discourages authenticity can lead to:

• Decreased productivity: Employees experiencing burnout and stress due to masking are less engaged and more prone to errors, impacting overall productivity and efficiency.

• Higher turnover rates: Individuals who feel unsupported or unable to be themselves at work are more likely to leave, leading to increased recruitment and training costs. A 2022 study by the Society for Human Resource Management (SHRM) found that 47% of employees who left their jobs cited "lack of belonging" as a significant factor (6).

• Lack of innovation: When employees are afraid to be themselves, they are also hesitant to share new ideas, reducing creativity and problem-solving capabilities. This can hinder a company's ability to adapt and thrive in a rapidly changing market.

• Weak workplace culture: A culture that enforces rigid expectations rather than embracing individuality fosters disengagement and dissatisfaction, leading to lower morale and a less positive work environment.

The American Psychological Association estimates that workplace stress costs U.S. businesses $500 billion annually (7), illustrating the tangible financial impact of suppressing employee well-being and authenticity.

Why Authenticity in the Workplace Matters

Creating a workplace culture that values authenticity isn't just a moral imperative—it's a business advantage. Research consistently shows that when employees feel safe to express their true selves, they are:

• More productive and engaged: Employees who feel valued and understood bring greater energy and focus to their roles, leading to increased productivity and higher quality work.

• More innovative: A culture that embraces diverse perspectives leads to better problem-solving and creative solutions, giving companies a competitive edge.

• More loyal to their employers: Workplaces that foster authenticity have higher retention rates and stronger employee satisfaction, reducing turnover costs and maintaining valuable talent.

• More collaborative: Teams with psychological safety encourage open communication, stronger connections, and better teamwork, leading to more effective collaboration and problem-solving.

A 2019 study in the Journal of Personality and Social Psychology found that employees who felt they could be authentic at work reported higher job satisfaction and stronger workplace relationships (8). This study also found that authentic employees were more likely to be perceived as leaders and receive promotions.

Creating a Workplace Where Authenticity Thrives

Employers play a pivotal role in reducing masking and encouraging authenticity. Here's how organizations can foster a more inclusive and supportive work environment:

1. Lead by example:

   • Encourage leaders and managers to model authenticity by openly discussing their own experiences and challenges.

   • Prioritize vulnerability and transparency in leadership communications, creating a safe space for others to do the same.

2. Encourage open dialogue:

   • Foster a culture of psychological safety where employees feel comfortable sharing concerns, ideas, and feedback without fear of judgment. This can be achieved through regular check-ins, team-building activities, and open-door policies.

   • Implement DEI (Diversity, Equity, and Inclusion) programs that address workplace bias and support employees in bringing their full selves to work. These programs can include workshops, training sessions, and mentorship opportunities.

3. Provide supportive resources:

   • Offer mental health resources, coaching programs, and employee assistance programs to help individuals manage workplace stress and authenticity concerns. These resources can provide confidential support and guidance for employees struggling with masking or other mental health challenges.

   • Invest in neurodiversity training for managers to better understand the challenges some employees face and create a more inclusive environment for neurodivergent individuals.

4. Rethink workplace norms:

   • Challenge traditional expectations around "professionalism" that may inadvertently enforce masking. This could include reconsidering rigid dress codes, allowing for flexible work arrangements, and promoting a culture of open communication and diverse perspectives.

   • Allow flexibility in work arrangements, attire, and communication styles to accommodate diverse employees and create a sense of belonging for everyone.

Conclusion: The Future of Work is Authentic

Masking in the workplace is not just a personal struggle—it's a systemic issue that affects employee well-being, engagement, and business performance. Organizations that prioritize authenticity and inclusivity will benefit from more engaged teams, stronger innovation, and lower turnover.

The workplace of the future isn't about forcing people to conform—it's about empowering them to thrive as their true selves. By taking intentional steps to reduce the pressure to mask, companies can unlock the full potential of their employees and create an environment where everyone can flourish professionally and personally.

➡️ Are you struggling with masking at work? Coaching can help. Let's work together to develop strategies for authenticity and self-advocacy in professional spaces. Schedule a free consultation today.

Sources:

1. Michel, J. S., Shuffler, M. L., & Ragins, B. R. (2021). Authenticity in the workplace: A review and research agenda. Journal of Occupational Health Psychology, 26(1), 1-15.

2. Clayton, S., & Myers, C. (2021). The effects of concealing autism on the mental health of autistic adults. British Journal of Psychiatry, 219(5), 434-439.

3. Kernis, M. H., & Goldman, B. M. (2006). A multicomponent conceptualization of authenticity: Theory and research. Advances in experimental social psychology, 38, 283-357. 1  

4. Grant, A. M. (2013). Giving voice to values: How to speak your mind when you know what's right. Berrett-Koehler Publishers.

5. Deloitte. (2017). Global Human Capital Trends: Rewriting the rules for the digital age

6. SHRM. (2022). The High Cost of a Toxic Workplace Culture

7. American Psychological Association. (2020). Stress in America™ 2020: A national mental health crisis.

8. Slemp, G. R., Kernis, M. H., Goldman, B. M., & Davidson, J. D. (2019). Being your true self at work: Integrating the fragmented research on authenticity in organizations. Journal of Personality and Social Psychology, 116(4), 665-684.