Neurodivergent Masking & Employee Burnout – Great Place to Work

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When neurodivergent professionals don’t disclose their status — called “masking” — these employees are spending extra energy to fit in and avoid detection. This extra effort can take a toll over time, says Ed Thompson, CEO of Uptimize, a platform for awareness and education around neurodiversity in the workplace. At Accenture, No. 7 on the Fortune 100 Best Companies to Work For® List in 2024, over 16,000 employees have used the platform.

“In the neurodivergent community, people talk about burnout all the time,” Thompson says. When employees don’t feel like they can disclose their status, they don’t have a psychologically safe environment. In short, they don’t trust their organization.

Great Place To Work® research has shown that when employees decline to share parts of their identity with their employer, workplace trust suffers. For every 10% of employees who chose not to respond to survey questions about their identity, there was a six-point decrease in overall levels of trust at a given company.

 

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