Addressing Female Burnout

Over the last several years, research indicates that more women are taking leadership positions in the white-collar workforce. Despite this positive trend, there are still significant gender gaps, particularly for women of color. Throughout the Covid-19 pandemic, women have been more likely to take on additional unpaid responsibilities at home and at work. McKinsey & Company released a six-year study analyzing these trends, their implications, and how employers can respond to better support women at work.

The study found that women are much more burned out than men. Eighteen months into the pandemic, women have stepped up to provide additional childcare at home and emotional support and mentorship to other employees. Additionally, McKinsey found that women, particularly black women, are more likely to work on DEI initiatives that are outside of their role responsibilities. Working extra hours without additional pay or recognition is causing a wave of women to reconsider the direction of their career.

Many women are leaving their company in search of an employer that values these additional contributions, as well as career development and employee well-being. For many, remote work has leveled the playing field, allowing mothers to complete their responsibilities from home while serving as the main caretaker for their children. To foster a company culture that supports women, companies must clarify the behaviors that embody an inclusive culture.

Companies can support women by:

• Acknowledging and publicly recognizing women for their work. This is especially critical for remote workers.

• Holding leadership accountable for diversity metrics and participating in advancement programs and events.

• Providing mentorship to women, particularly minority women who are statistically less likely to get promoted.

Overall, recognizing women's contributions and taking action to support women at work and at home is critical in reversing burnout.