The Hidden Costs of Masking at Work
Beyond Accommodations: Building Truly Neuro-Inclusive Workplaces - Part 1
I’m not much of a cartoon person, but there are a few that I’ll never turn down. Especially if it can include pup cuddles and popcorn. One of my favorites is The Incredibles. If it’s not obvious by now, I’ve been in (and hope to remain in) a season of lessons, learning, and growing. With that has come a deliberate focus on seeking those things out in everything I do. From sweeping up dog hair from the baseboards (daily) to old favorite TV shows (Big Bang Theory!) to movies and even trips to the grocery store. I’m not just performing tasks or mindlessly numbing my brain. I’m searching.
Our last series on burnout (here, here, here, here, here, and here) was loosely tied to another old favorite, The Princess Bride. When I recently sat down to watch The Incredibles, though, I didn’t even have to think about it. The lessons smacked me in the forehead. Maybe it’s because there’s still so much fresh in my brain from the personal experience of workplace hostility and bullying. Perhaps it’s because others are speaking up more loudly, giving me the courage to do the same. Whatever it is, I knew I had to turn it into a (fun?) way to discuss a change that is desperately needed in our culture and the workplace.
The Invisible Employee
Violet Parr understood something no one should have to: sometimes, survival means disappearing. In The Incredibles, we watch her struggle with the exhausting dance of hiding her true abilities while desperately wanting to belong. Sound familiar?
For neurodivergent professionals, Violet's invisibility powers aren't a cartoon—they're Monday morning reality. We call it masking, and like Violet's force fields, it's a protective mechanism that comes at a devastating cost to our mental and physical health.
The Masking Mirage
When Violet first uses her powers at school, she's clumsy, uncertain, flickering in and out of visibility. This perfectly captures the early career experience of many neurodivergent professionals: learning to "pass" as neurotypical while our natural inclinations strain against the effort.
Masking in the workplace might look like:
Forcing eye contact despite sensory overwhelm
Scripting "casual" conversations to appear spontaneous
Working twice as hard to seem half as organized
Suppressing stimming behaviors that help focus
Pretending office noise doesn't feel like knives in your eyeholes
Research shows that neurodivergent employees who mask extensively experience higher rates of anxiety, depression, and burnout. Like Violet's powers draining her energy, masking depletes our cognitive resources faster than a phone battery at 1%.
The Performance Paradox
Irony alert, but we’re used to that: the very strategies we use to "fit in" often prevent us from performing our best work. Violet's most powerful moments in the film happen when she stops hiding and starts using her abilities strategically. (For me, the strategic part is the most difficult. Can I get an amen?) Similarly, neurodivergent employees often find their peak performance when they can unmask and leverage their strengths.
Think about it. While you're spending mental energy maintaining your neurotypical persona, your NT colleagues are using that same energy for actual work. No wonder we're exhausted by Tuesday.
The Ripple Effect
Violet's masking didn't just affect her—it impacted her family dynamics, her academic performance, and her self-worth. Workplace masking creates similar ripple effects:
Personal Impact:
Chronic fatigue and mental exhaustion
Imposter syndrome and identity confusion
Delayed emotional processing leading to weekend meltdowns
Physical health impacts from chronic stress
Professional Impact:
Underutilization of actual strengths and talents
Missed opportunities for innovation and problem-solving
Decreased job satisfaction and engagement
Higher turnover rates and career instability
Organizational Impact:
Loss of diverse perspectives and approaches
Reduced team psychological safety
Missed market opportunities (hello, $8 trillion disability market!)
Compliance-focused rather than innovation-driven culture
Breaking the Invisibility Cycle
Violet's character arc shows us the path forward. She doesn't abandon her powers—she learns to use them, again, strategically while building the confidence to be visible when it matters. For neurodivergent professionals, this might mean:
Selective Unmasking:
Identifying safe spaces and allies where you can be more YOU (this is so important, but proceed with caution among “allies”. BE SURE!)
Advocating for accommodations that reduce masking necessity
Finding roles that align with your natural processing style
Building energy management strategies for high-masking situations (my coaching program covers this in depth!)
Reframing Your Strengths:
Recognizing when your different perspective adds unique value
Understanding that your accommodations often benefit everyone
Developing language to explain your work style positively
Building confidence in your contributions beyond neurotypical metrics
Creating Violet-Safe Workplaces
Organizations that want to retain neurodivergent talent need to go beyond basic accommodations. They need to create environments where employees don't need to choose between authenticity and acceptance.
Environmental Changes:
Quiet spaces for sensory regulation
Flexible communication options (written vs. verbal)
Clear expectations and structured feedback
Reduced ambiguity in role definitions
Flexible work hours that meet the needs of the organization as well as the needs of the employees
Cultural Shifts:
Celebrating different work styles rather than enforcing uniformity
Training managers to recognize and support neurodivergent employees
Normalizing accommodations as productivity tools, not special favors
Measuring outcomes rather than neurotypical performance markers
Zero tolerance policy for bullies
Your Incredible Journey
Violet's story reminds us that our differences aren't deficits—they're strengths waiting for the right environment to flourish. The goal isn't to become invisible; it's to find workplaces where your visibility is valued.
As we continue this series, we'll explore how organizations can move beyond seeing neurodivergent employees as problems to solve and start recognizing them as solutions waiting to be unleashed.
Next week: Join us as we channel Edna Mode's design genius to explore "From Compliance to Culture: Moving Beyond Basic ADA Requirements." Because darling, basic accommodations are so last season.
Follow along on Instagram, TikTok, and LinkedIn for visuals and bite-sized insights from this piece. And if this resonated, share it with someone else who gets it.
Sign up here to receive our newsletter and stay connected!
About the Author
Gal is an autistic artist, late-diagnosed at 49, and the creator of AuRTistic Expressions—a space where neurodivergent truth meets creative survival. Through blog posts, printables, courses, and the “This Might Get Messy” podcast, Gal explores what it means to unmask safely, communicate authentically, and make art that doesn’t ask for permission. Stick around—there’s plenty more where this came from.
AI generated bio
