Women workers

Women employees

Approximately 79m women are active in the US workforce today, representing 47% of all employees.² Women have made significant strides in the labor market, making up the majority of the college-educated workforce in the US, pursuing medical degrees in greater numbers than men, and setting new records in Fortune 500 leadership.³ Yet, despite their integral position in the workforce and significant achievements, inequities between men and women remain—not least the persistence of the wage gap—and in some cases, they are expanding.

Although women may be working in greater numbers and occupying more senior positions, they continue to lag behind men on the corporate ladder, while also earning less money. Participants in a workshop we assembled for this project told us that this is partly because women frequently face biased performance reviews, resulting in poorer evaluations and compensation compared to male colleagues, which further perpetuates the gender pay gap.

In addition to the inequities in the workplace, outside of work, women bear the overwhelming responsibility for childcare and eldercare, effectively working a “double shift”, which impacts both their day-to-day job functions and their long-term career prospects.⁴ Women also face a raft of unacceptable challenges and behaviors, which range from dismissive attitudes towards menopause, fertility, and menstruation to workplace safety issues such as sexual harassment and even violence.⁵ All these factors have demonstrable effects on women’s mental health and well-being.⁶ Overall, data indicate that women are more likely than men to experience mental health issues such as depression, anxiety, and eating disorders; this highlights the need for comprehensive mental health support targeted at women.⁷

Although there has been a steady increase in the number of women entering the workforce since the 20th century, their current proportion in the US workforce is lower than it was before the covid-19 pandemic. Since the pandemic began, women, particularly mothers of color, have experienced major job losses and left the workforce in record numbers due to caregiving responsibilities, with sectors traditionally dominated by women, such as education and nursing, being hit the hardest.^8,9,10

Given the context of unacceptable treatment and attitudes toward women, their disproportionately high care duties, ongoing workplace inequalities between men and women, and the significant mental health challenges faced by women, it is evident that employers in the US must urgently improve their support of women’s well-being in the workforce.

Such gender disparities contribute to heightened stress and anxiety among women in the workplace.¹⁴ Furthermore, the dual responsibilities of caregiving and household management alongside employment, often shouldered by women, have been found to increase the risk of burnout among female employees.^15,16 Overall, job-specific stressors impact the mental health of women more significantly than men.¹⁷

A 2024 survey found that in half of the cases, women’s stress levels increased year-on-year, with a similar proportion expressing concern about their mental health.¹⁸ Yet, two-thirds of women do not feel comfortable discussing mental health at work or citing it as the reason for taking time off.¹⁹ While workplace culture plays a role, women also worry about discrimination or job loss; one in ten women reports having had negative experiences when discussing their mental health at work in the past.²⁰ Factors contributing to this include working extra hours, and challenges linked to menstruation, menopause, or fertility. “I think in addition to addressing the wage gap, [menopause] is a burden that women carry that is undue and unjust, or just unseen,” says Amber Bam Cabral, an Inclusion Strategist and Founder of Cabral Co., an inclusivity-focused leadership and communications firm. “There’s a complete disregard for just the literal mental burden of existing in a body that has to go through these systems and cycles.”

Over 40% of women experiencing high levels of period pain say that they work through it, and many report the same amid fertility issues such as high-risk pregnancies or miscarriages. In most cases, women choose not to discuss such issues at work due to previous negative experiences.²¹

Work-life balance, especially a perceived lack of employer support and flexibility, is a significant issue for women, especially for those facing a disproportionate burden from childcare and household management. Only one in 10 women feels comfortable discussing work-life balance, and nearly all feel that making use of flexible work options will affect career advancement and would probably not yield the promised flexibility anyway.²²

Another area where perceived lack of employer support plays out is in relation to workplace safety and harassment. A substantial body of evidence shows that women face a whole swathe of unacceptable treatment, attitudes, and behaviors that seriously impact their mental health and well-being. However, for multiple good reasons, women often do not report these issues; for instance, they do not feel that the problem is serious enough, doubt it will be taken seriously, or fear that reporting it could worsen the situation. A good proportion of women also believe that their job prospects will be negatively impacted by reporting cases of threatening or abusive behavior in the workplace.²³

The numerous mental health challenges faced by women in the workplace are intensified by intersectionality, which particularly impacts racially marginalized women. Daisy Auger-Dominguez, Chief People Officer and Advisor, Auger-Domínguez Ventures, and Member, Harvard Business Review Advisory Council, emphasizes that women, especially women of color, frequently bear the emotional burden of serving as caregivers, mentors, coaches, and supporters – roles that are, “rarely recognized and rewarded,” yet add an “additional layer [...] of extreme stress and emotional burden.” These challenges are further compounded by systemic issues such as discrimination, lack of generational wealth, immigration struggles, and insufficient support, which can manifest in the absence of paid maternity leave and heightened job insecurity.

Solutions arise from targeted interventions and company culture

Targeted interventions are necessary to address the unique challenges and stressors that women face in the workplace, which are often exacerbated by societal gender imbalances in childcare and household management. Support networks and counseling services provide an avenue for helping women (and workers in general) to manage work-life balance and mitigate workplace stress. On a more foundational level, employers will benefit from offering flexibility at work; women who feel supported in balancing work and non-work responsibilities are more likely to stay with their employers.²⁴ In addition, initiatives such as mentorship and career development programs can promote professional growth and assist women in navigating their career paths. ²⁵

Implementing initiatives that directly tackle mental health and reduce stress are also crucial.²⁶ Wellness programs that focus on women’s health issues can address specific physical needs and contribute to overall well-being.²⁷ By integrating these elements into workplace policies, organizations can create a more supportive and equitable environment for women’s mental health.

A major factor is how companies address the lingering inequities and unacceptable behaviors and attitudes faced by women in the workplace. Company leaders have a responsibility to foster a safe, supportive, and empathetic working environment for all employees. A significant part of this relates to how women are treated by leadership and HR, whether concerning abuse, career progression, or in relation to the unique challenges that women face. Women employed at companies with dedicated gender equity programs feel safer, more optimistic about their career prospects, and more comfortable discussing mental health and other issues at work. They are also less likely to experience abusive or non-inclusive behaviors.²⁸