Unmasking Authenticity: The Hidden Cost of Covering at Work

In today’s workplace, fostering an environment of authenticity and inclusion is a growing priority. Yet, many employees feel compelled to hide aspects of their true selves, a phenomenon known as “covering.” Whether it’s downplaying personal identity, mirroring behaviors to fit in, or suppressing individuality, covering creates a workplace culture that penalizes authenticity. New research underscores the profound impact of covering on individuals and organizations alike, revealing why it’s time to rethink how we cultivate belonging at work.

The Roots of Covering

Covering stems from an environment that subtly (or explicitly) discourages employees from embracing their identities. According to a recent study by Deloitte’s DEI Institute, employees cite multiple reasons for covering, including:

         → Avoiding negative stereotypes or judgment.

         → Advancing their careers or retaining their jobs.

         → Ensuring the comfort of others.

The data reflects that covering is not a one-off behavior—it’s ingrained in organizational culture. Employees often feel they would be penalized for being authentic, creating a constant tension between individuality and conformity.

The Personal Toll: Individual Drain

Covering comes at a significant cost to individual well-being, purpose, and authenticity:

• 60% of employees report that their overall well-being and emotional health are negatively affected.
• 57% feel their opportunities for growth within their organization are limited.
• 58% feel pressured to mirror behaviors or appearances to be perceived as professional, while 57% feel the need to pretend to belong.

These findings are drawn from Deloitte’s DEI Institute and the Meltzer Center for Diversity, Inclusion, and Belonging’s research on covering, which surveyed 1,269 workers across various industries. This research emphasizes the toll of an unauthentic workplace culture on both personal and professional lives.

The Organizational Toll: Drain on Performance and Culture

Covering isn’t just an individual problem—it’s an organizational one. The collective impact of employees feeling drained and disengaged results in:

         → Lower team performance and collaboration.
         → Increased absenteeism and turnover, with direct costs to the company’s bottom line.
         → Reduced creativity and innovation as employees focus their energy on self-monitoring rather than contributing.

Research further indicates that inclusive workplaces enjoy 59% lower turnover, improved engagement, and greater team collaboration. These insights are supported by studies such as those published in Forbes (“The Overlooked Way to Reduce Employee Turnover” by Ruth Gotian) and Deloitte’s broader insights on belonging and authenticity at work.

Fostering a Culture of Belonging
Creating a workplace where employees feel comfortable being their authentic selves requires intentional action:

• Develop inclusive policies: Gender-neutral dress codes, flexible working arrangements, and transparent promotion pathways can reduce systemic pressures to conform.
• Lead by example: Leadership must actively celebrate diversity and visibly support employees’ unique identities.
• Address microaggressions: Equip teams with tools to recognize and respond to biases, fostering a culture of respect.
• Encourage dialogue: Create safe spaces for employees to share their experiences and influence policy changes.

Unlocking Potential Through Authenticity

When employees no longer feel the need to cover, their energy is redirected from masking their identities to contributing fully to their roles. This shift not only enhances individual well-being but also drives organizational success through higher productivity, better innovation, and stronger team cohesion.

The cost of covering is too high—both for individuals and the organizations they serve. By cultivating cultures of authenticity and belonging, leaders can unlock the full potential of their workforce, paving the way for a more inclusive and innovative future.

Sources:

Deloitte Insights, The Cost of Covering
The Overlooked Way to Reduce Employee Turnover by 59%, Forbes, Ruth Gotian
Belonging: From Comfort to Connection to Contribution, Deloitte Insights