The female burnout crisis has captured widespread attention, with high-profile cases of female political leaders like Jacinda Arden and Nicola Sturgeon citing burnout as a factor for leaving office.
While burnout affects both men and women, research suggests women are disproportionately affected, and many are scaling back their roles or leaving the workplace altogether.
To address this, it is crucial for businesses to step up and take decisive action to support women.
Prioritise a human-first approach
Envision a work environment where flexibility is not a trendy term, but consistently put into practice. Adopting a human-first approach is crucial for supporting women and mitigating burnout. We need to recognise that employees have personal lives and responsibilities beyond work. This is essential to understand their needs and collaborate effectively. According to research from Trades Union Congress (TUC), women are seven times more likely than men to be out of work due to caring commitments. Offering remote work options or flexible hours can help women to effectively manage their personal and professional commitments. By embracing flexibility, we allow a better work-life balance for all, reducing stress and the risk of burnout. If we truly want to retain talented women, we must prioritise an equitable and fair approach in our support.
Empower employees
Now, let’s talk about empowerment. It’s not just a feel-good concept—it’s a game-changer. By providing women with opportunities for growth, advancement, and skill development, we show them that they are valued. Mentorship and sponsorship programs can be particularly impactful by providing guidance, support and access to networks that help women navigate their professional journeys. But it’s not just about development – it’s about making room at the table. When we involve women in decision-making processes and give them autonomy in their work, we empower them to take ownership and control, which ultimately can reduce burnout. Empowered employees are more engaged, work harder, and become more loyal to the company. This means they are more likely to thrive in their roles, contributing to their overall job satisfaction.
Foster a safe and positive work environment
For leaders of today, creating a safe and positive work environment is non-negotiable. A toxic or hostile workplace is a breeding ground for stress and burnout. Businesses need to actively address any disturbing issues of harassment, discrimination and bias: we must be available for open communication, take action to solve toxic dynamics, and provide robust support systems such as employee assistance programs or counselling. By fostering a culture of psychological safety, we empower women to speak up about their concerns and seek help when needed, effectively reducing the risk of burnout.
Create inclusivity in male-dominated industries
Many industries are still heavily male-dominated. To retain women in these industries, businesses must actively work towards creating inclusivity and eradicating the ‘boys’ club’ culture. It’s well past time to create a level playing field. Consider providing unconscious bias training to raise awareness and challenge ingrained stereotypes. Mentorship programs can also play a crucial role by pairing women with experienced professionals who can guide and support them on their career journeys. Similarly, affinity groups can foster a sense of belonging and provide networking opportunities for women in male-dominated fields. Encouraging female representation in leadership positions is not just a symbolic gesture – it’s essential for fostering a supportive environment.
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Embed DE&I values in workplace culture
To truly address the female burnout crisis, businesses must embed DE&I values in their workplace culture. This goes beyond lip service. It requires genuine leadership commitment and active engagement at all levels of the organisation through clear policies and practices that promote fairness, equal opportunities and work-life balance for all employees. Regular evaluation and measurement of DE&I progress can help identify areas for improvement and hold leaders accountable. This includes addressing long-standing issues like the gender pay gap and taking proactive steps to increase the representation of women, particularly from minority backgrounds, in senior and board-level roles.
Don’t be complacent
While there have been positive signs of progress in addressing burnout and promoting gender equality in the workplace, it is essential not to become complacent. Many barriers and structural biases still exist for women, demanding ongoing efforts to maintain momentum and drive change. Leaders within organisations must continue to prioritise tackling these issues and work collaboratively to address the unique challenges faced by women. This includes implementing flexible work arrangements, mentorship programs, gender-neutral policies, diversity training and equal opportunities.
Together, we can shatter the glass ceilings, eliminate burnout, and pave the way for a future where women thrive, excel and lead. Let’s seize this opportunity to create a world where gender equality and female empowerment are the foundation of organisational success. It’s time for change.
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