The Detrimental Effects of ADHD Masking on Neurodivergent Women in the Workplace

Understanding the challenges that women with ADHD face in the workplace requires acknowledging the biases they encounter as members of underrepresented groups. These biases, combined with the struggle of working in an environment not built for neurodivergent individuals, contribute to masking, exhaustion, and burnout.

ADHD masking, in particular, is a significant burden for those with ADHD, but it is especially intense for women who may have already adjusted to an outdated definition of feminine success. To create a more inclusive professional environment for neurodivergent women, companies must accurately identify the obstacles limiting their success rather than offering harmful advice such as "just be yourself."

Masking involves intentionally changing one's behavior to hide their differences, a survival strategy that neurodivergent individuals use to navigate and succeed in the workforce. However, it is a taxing experience that leads to fatigue, burnout, and feelings of inadequacy.

Women are also less likely to receive a correct ADHD diagnosis in childhood, and a growing number are being diagnosed in their 30s, 40s, and 50s after decades of misdiagnoses or being told to "get their act together." Women who lack a diagnosis can develop an urge to hide themselves, and masking may become automatic and ingrained, causing exhaustion.

The gender disparities in the workplace are still prevalent, even though women lead more than 10% of Fortune 500 companies as CEOs, and the broken rungs on the corporate ladder continue to limit women's advancement. The situation is more significant for women of color and non-binary individuals.

Women with neurodivergence face unique challenges due to the biases and expectations that exist in the workplace, such as the double standard of feminine leadership traits and judgment for not exhibiting them. The unconscious biases of others can also impact the perception of neurodivergent women and their security at work.

Neurodivergent women can work to cease and desist unhelpful masking behaviors. But until workplaces move the needle on bias in general, this leaves a disproportionate burden on women’s shoulders.

While unmasking has tremendous benefits, it also carries a risk. The American Disability Act (ADA) protects individuals with disabilities; 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?”

As neurodivergent women navigate their journeys in the workplace, one thing we know for sure is that ADHD masking is not simply an individual issue.

Sarah Greenberg, MFT, MA, M.Ed., BCC, is a psychotherapist, board-certified coach, and Executive Director of Behavior Change & Expertise at Understood.org. 

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