Beginning in 2015, LeanIn.org and McKinsey have conducted annual comprehensive studies of women in the corporate workplace. The most recent report was just released and focused on the impact of the pandemic, issues of diversity and inclusion, and the overall state of work.
This column focuses specifically on their findings related to burnout, which has been continuing as a consequence of the pandemic.
The report illustrates that although women have made gains in the workplace, burnout has increased dramatically. Although burnout certainly occurs among both men and women, the findings show that women are burning out at a faster rate.
The 2020 report, reflecting the impact of the initial months of the pandemic, showed that 1 in 4 women were thinking about downshifting their careers or leaving theirs jobs. This latest report reveals that this has now increased to 1 in 3 women.
This information, coupled with other reporting on topics such as “the great resignation” should alert leaders that the situation is becoming potentially debilitating. Opinions such as “this isn’t happening to our women” show a denial of what is occurring across the board in the workplace.
What are you going to do about this?
Some have a false opinion that because many companies are still working remotely that women have more flexibility to deal with issues of family and work.
If anything, most employees tend to work longer hours working remotely therefore accelerating the work/family imbalances. With this said, the first thing you can do is to acknowledge this reality of burnout.
Solicit feedback from your female employees to determine their perceptions and opinions. Offer to change things that can be changed.
But, if you aren’t willing to make certain changes and adjust accordingly, don’t make false promises. Doing so will only come back and backfire at a later time.
Header image by Polina Tankilevitch of Pexels.
