Why Women Are More Susceptible to Burnout: Unpaid Labor, Societal Expectations, and Systemic Barriers
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- March 8, 2025
As the world celebrates International Women’s Day in 2025, it is crucial to recognize not only the achievements of women but also the systemic challenges they continue to face. One of the most pressing yet often overlooked issues is burnout. According to Harvard Business Review article titled Women Do More to Fight Burnout — and It’s Burning Them Out by Tiffany Burns, Jess Huang, Alexis Krivkovich, Ishanaa Rambachan, Tijana Trkulja, and Lareina Yee highlights how women are not only more susceptible to burnout but also take on the responsibility of addressing workplace well-being—often at a personal cost. The article emphasizes that women invest significant effort in fostering inclusive workplaces, advocating for mental health resources, and supporting colleagues, yet these contributions often go unrecognized and unreciprocated, further exacerbating their burnout.
The Burden of Unpaid Labor
One of the primary reasons women experience higher rates of burnout is the overwhelming burden of unpaid labor. Studies show that women perform a disproportionate amount of domestic and caregiving work, often without recognition or compensation. According to the UN, women globally perform an average of 2.5 times more unpaid labor than men. Whether it is household chores, child-rearing, or caring for aging relatives, this invisible labor adds significant emotional and physical strain.
While unpaid labor is often associated with domestic responsibilities, it is not limited to household work. Even in professional settings, women are disproportionately approached to contribute to boards, expert cohorts, and advisory panels—often without any remuneration.
A stark example of this can be seen in my own lived experience. Recently, I was contacted by the Chair of a Department at a reputable university in Canada and invited to join a cohort of experts working on oral traditions in Africa. Not only was I not going to be compensated for the 15-day experience, but I was also asked to arrange my own flight and accommodation. On top of that, I was expected to pay $100 per day as a contribution to the organizer for organizing in-person field visits to rural villages. This expectation of unpaid intellectual labor, coupled with financial contributions for work that needs to have remuneration, is not uncommon. Often, brilliant women are presumed to have their expenses covered by wealthy families or spouses, reflecting a broader disregard for women’s labor and financial independence. This devaluation of women’s expertise contributes to exhaustion and burnout.
The “Second Shift” Phenomenon
Women who are part of the workforce face what sociologists call the “second shift” – the expectation that after a full day of paid work, they must return home to another full shift of unpaid domestic labor. This double burden can lead to chronic exhaustion and mental fatigue. Unlike men, who are often afforded leisure time after work, women are expected to seamlessly transition into domestic responsibilities, leaving them with little time to rest and recover.
Workplace Inequality and Emotional Labor
Even in professional spaces, women frequently face additional challenges that contribute to burnout. Gender pay gaps, lack of advancement opportunities, and workplace discrimination create stressors that compound over time. Women, particularly in leadership roles, often have to work harder to prove their competence while navigating biases and microaggressions.
Furthermore, women are expected to perform “emotional labor” in both professional and personal settings. From mediating conflicts at work to maintaining emotional stability within households, the expectation to be constantly empathetic and nurturing adds to their psychological load.
Societal Expectations and the “Superwoman” Ideal
The societal narrative that women should be able to “do it all” – excel at work, maintain a perfect home, and be emotionally available to everyone around them – is a significant driver of burnout. The pressure to meet unrealistic expectations leads many women to overextend themselves, often at the cost of their health and well-being.
Lack of Structural Support
Unlike in some European countries where policies like paid parental leave, subsidized child care, and flexible work arrangements exist, many women, especially in North America, struggle with a lack of institutional support. The absence of these policies forces many women to navigate high-stress environments with little to no assistance, further increasing their risk of burnout.
The effects of burnout on women extend beyond individual exhaustion. Chronic stress can lead to severe health issues, including depression, anxiety, cardiovascular diseases, and weakened immune systems. It also contributes to high attrition rates in the workplace, limiting women’s career progress and perpetuating gender disparities in leadership positions.
Addressing Burnout: Systemic Change and Self-Compassion
Tackling burnout among women requires both systemic change and individual strategies. Employers must implement policies that promote work-life balance, such as paid family leave, flexible work schedules, and mental health resources. Societal attitudes around unpaid labor must shift, recognizing and redistributing caregiving responsibilities among all genders.
At an individual level, women can benefit from setting boundaries, prioritizing self-care, and seeking support networks. Practices like deep listening, mindfulness, and positive neuroplasticity—techniques that rewire the brain for resilience—can be powerful tools in combating burnout.
International Women’s Day is a moment to celebrate resilience, but it is also a time to acknowledge the inequalities that still persist. Burnout among women is not a personal failure but a systemic issue rooted in deep-seated societal expectations and labor inequities. To truly honor women, we must advocate for structural changes that allow them to thrive without being pushed to the brink of exhaustion. Recognizing and addressing burnout is not just a women’s issue—it is a societal imperative. Here are three commitments that organizations and professional can make:
1. Compensate Women for Their Expertise
When organizations seek out women for mentorship, coaching, workshops, teaching, or expert advisory, there is often an implicit expectation that they should contribute their labor for free or at significantly reduced rates. This is a problematic norm that devalues women’s expertise and time, reinforcing systemic inequities in professional spaces. Organizations must commit to ensuring that compensation is an integral part of any work request.
Too often, women—especially those in academia, social impact work, and the arts—are approached with phrases like “It will be great exposure” or “We don’t have a budget, but we’d love your insights.” These requests perpetuate the assumption that women’s labor is less worthy of payment than men’s. Women’s expertise, just like men’s, results from years of education, training, and experience, and should be remunerated accordingly.
Organizations must proactively build budgets that reflect fair pay for women’s contributions. If an organization values diversity and inclusion, it must ensure that women are not asked to work for free while others are compensated. When seeking women’s time and skills, include remuneration upfront—this signals respect, equity, and a commitment to breaking down gendered economic barriers. Exposure does not pay the bills, but fair wages do.
2. Challenge Gendered Assumptions About Financial Security
A persistent and harmful assumption in professional spaces is that women, particularly accomplished ones, have financial backing from a wealthy family or spouse. This assumption has led to the systemic underpayment or outright dismissal of fair compensation for women’s labor. It is essential for organizations to challenge and dismantle this bias by treating all professionals—regardless of gender—with financial respect.
Women are still paid less than men for the same work in many industries, and they are disproportionately expected to engage in unpaid labor, whether in caregiving, community leadership, or professional spaces. The idea that a woman’s income is supplemental rather than essential contributes to this inequity. It also ignores the reality that many women are primary breadwinners, managing financial responsibilities independently.
Organizations must actively work to ensure their pay structures are fair and transparent. This includes conducting regular audits of pay equity, offering competitive salaries, and acknowledging the economic barriers women face. Companies and institutions must also eliminate language that implies financial security is a given for women, instead ensuring policies that support their financial independence. Fair compensation is not just about equity—it is about dismantling outdated and harmful gendered assumptions.
3. Invest in Women’s Long-Term Success
Supporting women in professional spaces goes beyond fair pay—it also means investing in their long-term success through equitable opportunities for leadership, funding, and career advancement. Organizations that claim to value diversity and inclusion must take concrete steps to ensure women have sustainable pathways to professional growth.
Women, particularly those from marginalized backgrounds, face systemic barriers that limit their ability to access funding, secure promotions, or attain leadership positions. These barriers contribute to higher rates of burnout and career stagnation. Organizations must commit to mentorship programs, leadership training, and accessible funding opportunities that support women’s long-term professional sustainability.
Another critical aspect of investment is workplace flexibility. Many women juggle multiple responsibilities, including caregiving, which is still disproportionately placed on them. Implementing policies such as paid parental leave, flexible work hours, and mental health support can make a significant difference in retaining and uplifting women in the workforce.
True investment in women means more than just hiring them—it means ensuring they have the resources, networks, and financial stability to thrive. By prioritizing policies that create sustainable careers for women, organizations contribute to a more equitable and just professional landscape for all.
