The gendered dynamics of burnout

The gendered dynamics of burnout: understanding the challenges and seeking solutions

On National Working Mums day, we revisit the issue of burnout which continues to plague individuals across various sectors, but its impact on women deserves particular attention. As societal expectations and professional demands evolve, women often find themselves navigating unique challenges that contribute to heightened levels of burnout. Understanding these challenges and their implications is crucial in addressing the well-being and empowerment of women in the contemporary landscape.

Research consistently shows that women are more susceptible to burnout compared to men. A 2023 survey of 1100 Australian women found 77% reported experiencing burnout in the previous 12 months¹. The reasons for this disparity are numerous and include navigating multiple roles such as career and caregiving responsibilities, along with the gender pay gap leading to financial disparities and inequities in compensation contributing to stress and job dissatisfaction among women.

Broader workplace factors also exacerbate burnout for women. Toxic work environments are a major factor, where discrimination and lack of support systems disproportionately impact women. Up to a third of women have reported having a difficult manager as a factor¹. Gender disparities in leadership positions is another component underscored by the glass ceiling effect and to a greater degree the “broken rung”, where women face the biggest barriers to advancement early in their careers. More than 50% of women experience harassment or microaggressions at work with the majority of these behaviours being unreported due to the fear of victimisation². These factors have considerable implications on women's motivation and job-related stress.

The oft quoted ‘mental load’ carried by women in home life can also carry over into the workplace. Women are frequently tasked with performing emotional labour in both personal and professional settings, such as managing others' emotions, resolving conflicts, and maintaining harmony. Women do more to promote diversity, equity, inclusion and practice allyship. This work tends to be unrecognised and unrewarded. In addition, the “always on” expectations of the modern workplace interfere with work-life balance. These additional burdens can contribute to emotional exhaustion and burnout.

Intersectionality further contributes to higher rates of burnout in women. Women from marginalised communities, such as women of colour, LGBTQ+ women and women with disabilities face intersecting challenges that heighten their risk. Systemic, unconscious and conscious biases mean that women from these groups have to work harder than their peers to gain the same benefits and promotions³.

Like other forms of stress when burnout out becomes chronic both mental and physical symptoms emerge. Along with feelings of exhaustion sufferers may experience anger, irritability, cynicism along with disconnection from work and reduced efficacy. Physically people suffering from burnout might have problems sleeping and fatigue along with changes in eating habits, headaches and gut issues. These mental and physical health impacts further compromise wellbeing for women.

In looking to solutions to support women, organisations can take a holistic approach. Consideration of addressing systemic issues, along with implementation of policies encouraging staff to prioritise well-being may help reduce the prevalence of burnout in their female employees. Organisations can take action implementing policies that promote work-life balance. A number of governments around the world have incorporated the “Right to disconnect” into employment law, most recently enacted in Australia. They can provide and promote mental health supports, resources and training. Importantly ongoing monitoring of workplace equity policies in gender, diversity and inclusion may help in addressing the issue. Providing a psychological safe workplace where women feel empowered to speak out against discrimination, unequal pay and systemic inequities is essential.

In 2024, the disproportionate impact of burnout on women remains a pressing issue that requires continued efforts from individuals, organisations, and policymakers. By acknowledging the unique challenges women face, advocating for gender equity, and prioritising mental health and well-being, and investing in the relevant training, we can create environments where women can thrive professionally and personally, and reduce the damaging impacts of burnout.

At Enmasse, we a proud of the Burnout training and workshops we provide, exploring the neuroscience of how our brain responds when we work in a hyper-alert, hyper-productive state for a prolonged period of time. Our sessions cover practical ways of noticing early signs of burnout and how to respond in a way that helps wellbeing, with an emphasis on optimising energy. If you would like further information on this or any of our other services, please
contact us.

References
1 -
https://womensagenda.com.au/latest/eds-blog/jetlagged-constantly-when-77-per-cent-of-women-report-burnout/
2 - https://www.mckinsey.com/~/media/mckinsey/featured%20insights/diversity%20and%20inclusion/women%20in%20the%20workplace%202021/women-in-the-workplace-2021.pdf
3 -
https://www.forbes.com/sites/deloitte/2022/04/26/women-continuing-to-face-alarmingly-high-levels-of-burnout-stress-in-the-new-normal-of-work/?sh=5cd82682432e