Unmasking the Truth: How Disability Masking Affects Identity and Inclusion

Today, I want to talk about masking and explore the complex experience of masking for people with disabilities. But first, I want to share an insightful infographic by Jamie Shields below (and a fictitious story to bring Jamie’s work to life!)

Story: The Mask I Wear at Work

Amira had just been promoted to Senior Analyst at LumaTech. It was a moment of pride, but she felt a gnawing sense of dread as she walked into the boardroom on her first day in the new role. As someone with an invisible disability, Amira had spent years carefully crafting the mask she wore at work. Today, that mask felt heavier than ever.

Amira had grown accustomed to trying to fit in. It was easier to nod along when others talked about working late or long weekend hikes, even though her chronic pain often made those activities unbearable. She would agree, smile, and bury the reality of her limits, hoping no one noticed the discomfort etched into her body.

The coffee break was always the hardest. It wasn’t that she didn’t like socializing—she did—but sometimes she just couldn’t muster the energy. Today, she lingered at her desk longer than necessary, quietly burying her head in reports, hoping to avoid the small talk that felt so exhausting. It was easier this way.

When she did finally walk into the break room, Amira immediately switched on her "everything’s fine" mode. She laughed at jokes, mirrored the upbeat tone of her colleagues, and tried to be like everyone else, even when her heart wasn’t in it. It was as though she had to suppress her struggles just to be a part of the group.

Her mind drifted back to the team dinner last month. Everyone had gone bowling afterward, but she’d politely declined. She didn’t want to hold back her participation, but the thought of the physical demands—and the inevitable questions if she couldn’t keep up—made her uneasy. Better to avoid it entirely than risk revealing the parts of herself she so carefully kept hidden.

Amira was an expert at hiding parts of herself. Her colleagues had no idea about her disability, and she preferred it that way. But the cost was high. She had to constantly suppress her emotions, putting on a positive face even when she felt overwhelmed. She knew that if she let her guard down, someone might ask questions, and she wasn’t ready to explain why she struggled on days when her body seemed to betray her.

By the end of the day, Amira felt utterly drained. She had spent hours burning energy on maintaining her cheerful, capable exterior, and it had left her on the brink of burnout. The day had been filled with moments where she had to follow social scripts—responding with enthusiasm, joining conversations, and contributing ideas, all while stifling the exhaustion that simmered underneath.

That night, she sat in her car for a few extra minutes, staring at the dashboard. She had survived another day, but it had come at the expense of her well-being. Amira had learned to pretend to be okay, but she was beginning to realize that it wasn’t sustainable.

She hoped that one day, things would be different. She hoped for a future where she wouldn’t need to distract others from her reality or suppress parts of herself to fit in. But for now, surviving seemed like the only option. At least until the mask she wore became too heavy to carry.        

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Disclaimer:

This is a fictional narrative meant to highlight the real experiences of individuals with disabilities in corporate settings. The story addresses the challenges associated with masking and the emotional toll it can take. It is not representative of all experiences but serves as a lens through which we can better understand the importance of creating inclusive environments where people feel safe to express their authentic selves.

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1. Identity and Authenticity

At a bustling corporate office, James, a project manager with a hidden disability, always felt torn between authenticity and societal expectations. In meetings, he meticulously masked his struggles with fatigue, striving to appear just as energetic and capable as his colleagues. While he excelled at work, the constant effort to conceal his true self left him emotionally drained and frustrated.

Internally, James wrestled with self-doubt, a by-product of internalized ableism. He began questioning his abilities, feeling that the version of himself he kept hidden was somehow "less." Over time, this facade fractured his sense of identity, as the persona he displayed to the world became increasingly distant from who he truly was. Each day, the tension between being authentic and meeting expectations grew heavier, eroding his self-worth.        

Masking, or the act of concealing aspects of oneself to conform to societal norms, often has significant consequences on personal identity, particularly for individuals with disabilities.

• How does masking affect personal identity?

Many people with disabilities face a continuous inner conflict: the desire to be authentic versus the need to meet societal expectations. This tension can result in exhaustion, frustration, and feelings of inauthenticity. In professional and social settings, where inclusion might be limited, they may feel pressure to hide or suppress traits or behaviours related to their disability to blend in or avoid stigma.

• What role does internalized ableism play in masking?

The act of masking can negatively influence how individuals perceive their own abilities. Constantly concealing parts of themselves can lead to self-doubt and a diminished sense of self-worth, as they may begin to believe that their unmasked, true selves are less valuable or acceptable. Over time, this can contribute to a fractured sense of identity, where their authentic self becomes overshadowed by the persona they present to the world.

2. Impact on Mental Health and Wellbeing

In the bustling corporate world of Zenith Corp, Emma, a neurodivergent project manager, constantly masked her true self to fit in. The facade she maintained led to emotional exhaustion and cognitive overload, heightening her stress and anxiety. Despite her efforts, Emma felt isolated, disconnected from her colleagues and herself, which gradually spiralled into depression.

Over time, Emma’s self-esteem plummeted as she believed her authentic self wasn’t worthy of acceptance. This strained her relationships, creating emotional distance even with close friends and family. The mental strain of masking behaviours misaligned with her natural tendencies took a significant toll on her wellbeing.        

• What are the emotional and psychological consequences of masking?

Constantly maintaining a facade can lead to emotional exhaustion and cognitive overload. The mental energy required to monitor and suppress behaviours can heighten stress and anxiety, leading to burnout, particularly in high-stakes environments where conformity is expected. Prolonged masking often leads to feelings of isolation, as individuals may feel disconnected from both themselves and others. This can contribute to mental health issues such as depression, as the lack of authentic self-expression diminishes feelings of connection, validation, and belonging.

• What are the long-term effects of masking?

Over time, masking can undermine self-esteem, as individuals may start to believe that their authentic self isn’t worthy of acceptance. This can result in strained relationships, as people with disabilities may feel they cannot be fully open with even close friends, family, or colleagues, leading to emotional distance and a lack of genuine connection. The impact of masking can vary widely depending on the nature of the disability. Neurodivergent individuals, for instance, may experience greater mental strain from masking behaviours that are misaligned with their natural cognitive or behavioural tendencies. On the other hand, people with physical disabilities might experience masking in more subtle social ways, such as downplaying their needs or overcompensating for perceived weaknesses, which can also have a profound psychological toll.

3. Workplace and Social Inclusion

At FastCorp, Raj, an employee with a physical disability, felt compelled to conform to ableist norms to avoid standing out. The lack of visible diversity and supportive frameworks increased his pressure to mask, leading to a cycle of exclusion and invisibility. While masking temporarily granted Raj access to opportunities, it prevented him from forming deep connections and stifled his long-term professional growth. He missed out on roles that suited his authentic abilities, limiting his career progression and fulfilment.

In team settings, Raj’s masking hindered collaboration. He was reluctant to fully engage or share innovative ideas, fearing judgment. This compromised psychological safety, reducing creativity and team cohesion. Many leaders at FastCorp lacked the training to recognize subtle signs of masking, inadvertently reinforcing environments that rewarded conformity. Raj’s experience underscores the importance of training managers to support authenticity, fostering an inclusive atmosphere where individuals can express themselves without fear of judgment.        

• How does masking influence inclusion in professional and social spaces?

In environments lacking visible diversity, people with disabilities may feel the need to conform more strictly to ableist norms to avoid standing out or being marginalized. The absence of role models or supportive frameworks can increase the pressure to mask, creating a cycle of exclusion and invisibility. While masking may offer temporary access to opportunities, it can prevent individuals from forming deep connections and may stifle long-term professional growth. By not presenting their true selves, they may miss out on roles or tasks that better suit their authentic abilities, limiting career progression and fulfillment.

• What are the costs of masking in team dynamics and workplace culture?

Masking can hinder collaboration, as team members may be reluctant to fully engage or share innovative ideas, fearing judgment or exclusion. Psychological safety—where individuals feel safe to take risks and express themselves without fear of negative consequences—can be compromised, reducing creativity and team cohesion. Many leaders may lack the training to recognize subtle signs of masking and may inadvertently reinforce environments that reward conformity. Training managers to identify and support authenticity can create a more inclusive atmosphere, allowing individuals to express themselves without fear of judgment or exclusion.

4. Strategies for Reducing the Need to Mask

At Harmony Enterprises, Sarah, an employee with a disability, often felt pressured to mask her true self. However, the company introduced policies promoting flexibility, such as remote work and flexible schedules, which significantly reduced this pressure. Inclusive language and positive representation of disabilities fostered a sense of belonging, making Sarah feel more comfortable.

Allyship from peers and leaders created a supportive culture where Sarah felt safe to unmask. Advocates within the company challenged ableist assumptions, ensuring that individuals with disabilities were seen, heard, and valued without needing to conform to rigid norms.

As Sarah began to express herself authentically, she contributed more creative solutions and took greater ownership of her work. This authenticity fostered trust, collaboration, and inclusivity, leading to more innovative outcomes. Employee Resource Groups provided vital support, connecting Sarah with others who shared her experiences and advocating for systemic changes, reinforcing a more inclusive workplace culture.        

• How can workplaces, schools, and communities reduce the pressure to mask?

Policies that promote flexibility, such as allowing remote work, flexible schedules, or alternative communication methods, can reduce the pressure to conform. Using inclusive language that normalizes different abilities and promoting positive representation of disability can also help foster a sense of belonging, reducing the need to mask. Allyship—active support from peers, leaders, and organizations—can create a culture where individuals feel safe to unmask. Advocates can challenge ableist assumptions and promote practices that ensure people with disabilities are seen, heard, and valued without needing to conform to rigid societal norms.

• What are the benefits of "unmasking" for both individuals and communities?

When individuals feel safe to express themselves authentically, they are more likely to contribute creative solutions, take ownership of their work, and build stronger relationships. Authenticity fosters trust, collaboration, and inclusivity, leading to more innovative and effective outcomes. Peer networks and Employee Resource Groups (ERGs) offer vital support, providing spaces where people with disabilities can connect with others who share their experiences. These groups can advocate for systemic changes and provide resources and encouragement for those choosing to unmask, reinforcing a more inclusive workplace culture.

I hope that this article can help frame the conversation around how masking affects individuals and workplaces, while also highlighting the importance of creating supportive, inclusive environments that empower people to be their true selves.

Humbly, I invite you to share some constructive thoughts, support, comments or lived experience.

#DisabilityInclusion #AuthenticityAtWork #MentalHealth #WorkplaceInclusion #DiversityEquityInclusion #Ableism #Masking #InvisibleDisabilities #InclusiveWorkplace #UnmaskingAtWork