“Masking is a survival strategy that neurodivergent individuals use to navigate and thrive in a workforce not designed for them. And it is completely and utterly exhausting, contributing to fatigue, burnout, and feelings of self-deprecation.”
Women must walk across a fragile tightrope at work, and neurodivergence makes this more challenging: One issue is that feminine traits are not the standard for leadership. But at the same time, women who don’t exhibit femininity are judged as less likable. Often, women in leadership positions are amazingly aware of their emotions — and the reactions of others when those emotions become visible.
Now, consider stereotypical expectations for women in the workplace — like note-taking, event planning, and saying “yes” to menial projects outside their role — against the backdrop of commonThe cost of not conforming to expectations, even unreasonable ones, may involve a backlash that impacts a neurodivergent woman’s standing or security at work.Neurodivergent women can work to cease and desist unhelpful masking behaviors.
; however, unconscious bias is real. There is no shortage of stories about individuals who experienced career consequences after revealing their neurodivergence to employers and colleagues. For women, gender bias at work makes unmasking more complicated. However, there are plenty of good reasons to show up more fully. One safe place to start could be discussing work preferences and needs with one or two close colleagues. For example, a woman could say, “The back-to-back Zoom meetings really wear me out and prevent me from being fully productive. Do you mind if we make our weekly check-in a phone meeting?”ADHDSarah Greenberg, MFT, MA, M.Ed.
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