Work-related burnout can affect any employee, regardless of gender or job type. However, surveys and studies have shown a disproportionate rise in burnout among working women in recent years. With statistically more women than ever now reporting that burnout is a regular part of their job, it becomes imperative to understand the gender gap in employee burnout and strategies employers can use to address it.
Several workplace changes over the past few years have contributed to this increase. For many, remote or hybrid work schedules have been beneficial. However, the increased burnout among women is often linked to changes such as shifting roles, intersecting challenges, and unequal demands.
What can employers do to combat burnout? While there is no simple solution, addressing the imbalances that contribute to the gender gap is essential. One of the leading causes of burnout is feeling unfairly treated. Employers can counter this by reevaluating policies and being mindful of systemic, procedural, and cultural factors that may affect women differently.
Improving communication is another key strategy. Regular team check-ins can help identify potential risks and assess cultural issues within the company. These check-ins should include all employees, whether on-site, remote, or in a hybrid setup.
Routine check-ins can help measure and track team well-being and engagement more accurately. While this information alone won’t solve the problems, it can drive actionable change. Additionally, investing in burnout support programs can help those experiencing workplace strain.
For a more detailed breakdown on the gender gap in employee burnout, please continue reading on to the resource shared alongside this post.
Addressing The Gender Gap In Employee Burnouts was created by Workplace Options, an organization offering corporate wellness solutions
