"I Try to Act Like a Neurotypical so it Makes Customers More Comfortable": A Mixed Methods Analysis of Autistic...

As many as 75% of autistic individuals report camouflaging to appear less autistic, with workplace camouflaging linked to poor mental health, thwarted advancement, and early job departure. However, few studies have investigated why and how autistic adults camouflage at work.

This mixed-methods study explored workplace camouflaging frequency and experiences among N = 131 employed autistic adults. Linear regression examined whether camouflaging differed across identity groups, logistic regression tested whether camouflaging predicted changes in coworker behavior, and reflexive thematic analysis was used to analyze qualitative data.

Overall, 86% of participants reported camouflaging often or sometimes at work. More camouflaging was associated with being female (B=0.94, p<.001), non-binary (B=0.78, p=.011), and transgender (B = 1.10, p=.007) compared to male identity, but was not associated with race, ethnicity, sexual orientation, or autism disclosure. More frequent camouflaging was associated with nearly three times greater likelihood of noticing changes in others' behavior. Thematic analysis revealed five themes: camouflaging as a response to encountering prejudice or abuse, as a way of coping, as a response to being silenced, as compulsory production of extra labor, and as forced repression of identity. Mixed-methods integration indicated that gender minority participants reported being silenced and compulsory extra labor at higher within-group rates, and non-disclosed participants relied on active coping strategies at more than double the rate of disclosed participants.

These findings underscore the importance of understanding camouflaging within workplace contexts, where social expectations and identity dynamics shape autistic employees' experiences and inform efforts to reduce stigma and support authentic self-expression.

ClinicalTrials.gov, NCT05949086.