New Data Shows Workplace Burnout for 75% of Female Employees

A growing mental health crisis among working women has reached a critical point, with female employees disproportionately affected by mounting stressors that are pushing rates of burnout, anxiety, and depression to alarming levels.

Recent research reveals that women need more support in the workplace, with a stunning 75% of female employees now reporting struggling with burnout on the job.

What the Data Says

Multiple surveys over the past two years have shown mental health declining across the board. But new data indicates women have borne the brunt of the decline and are struggling more than their male peers.

According to the 2023-2024 Aflac Work- Forces Report, 75% of women say they are experiencing burnout at work, compared to 58% of men. Separate research from employee assistance firm ComPsych found that over the past two years, 60% of depression cases in the U.S. were attributed to women.

What's more, the crisis appears to still be intensifying. ComPsych data shows that in the first quarter of 2024, a record 71% of all mental health-related leaves of absence from work were taken by women, up from 69% in 2023.

Driving the Trend

Experts say several factors are affecting the mental health of women in the workplace. Primary among them are situations that lead to women juggling caregiving duties in addition to their jobs.

According to one expert, women typically handle most childcare and parenting duties even when both parents work full-time jobs. Juggling so many responsibilities between family care and their careers creates enormous strain.

Now, amid economic uncertainty and the continued effects of the pandemic, those responsibilities have become even more stressful. The loss of flexible remote work options, child care costs that often exceed rent payments, lingering health concerns, political strife, as well as i nflation exacerbating the financial strain, there is now perfect storm pummeling working women from all sides.

In addition, recent research found one-third of women experiencing menopause symptoms say it has negatively impacted their work. Yet open dialogue around such issues remains relatively taboo in many work cultures.

According to experts, there is still a societal stigma and feelings of guilt that keep women from seeking mental health support. These pressures lead them to prioritize caring for others while neglecting their own self-care needs.

A Problem That Could Be Solved with Action

With the sheer volume of working women now battling burnout and other mental health problems, experts say employers have a vested interest in being part of the solution. Investing in mental health resources for staff leads to positive returns for employers, including higher morale, better overall health, and fewer unplanned absences.

The most direct action for companies to take would be to expand and promote mental health services through benefits plans. With women accounting for the vast majority of mental health claims, ensuring access to counseling, therapy, stress management resources, and the like is critical. Still, focusing on mental health benefits alone may not move the needle on systemic issues causing women excessive strain in the first place. Experts urge a holistic approach that includes addressing caregiving needs, pay and opportunity gaps, flexible work arrangements, and similar concerns.

Here are some of the most impactful steps employers can take to better support women's wellbeing on the job:

Offer Caregiving Support

With the bulk of family care responsibilities still falling to mothers, offering caregiving benefits can provide tangible relief by helping cover the costs of child or elder care. Research shows these benefits also boost productivity, loyalty, and retention among working moms, Caregiving stipends, discounted care options, and paid caregiver leave policies are some examples.

Look at Leave Policies

Ensuring adequate paid time off allows women space to recharge without losing income or fearing consequences at work. Consider being more generous with sick days, mental health days, and vacation time. Also, evaluate if policies like paid family leave offer enough flexibility for the unique care challenges faced by women.

Close Pay Gaps

Fair compensation is central to economic security. Conducting wage audits, establishing transparent pay bands, and reviewing promotion rates are best practices for closing stubborn pay gaps.

Offer Women's Health Benefits

Covering women's health benefits can show you care about challenges unique to them. Fertility benefits and menopause support are emerging offerings that help normalize difficult but common health issues women face. Consider adding them to demonstrate support.

In this issue:

This Just In ... New Rules Could Transform Instant Pay Benefits

New Data Shows Workplace Burnout for 75% of Female Employees

58% of Millennials Bet on 401(k)s Over Social Security

DOL Pushes Back Against Texas Courts Over Fiduciary Rule

Family-Building Benefits Lead Latest Workplace Benefits Surge

The information presented and conclusions within are based upon our best judgment and analysis. It is not guaranteed information and does not necessarily reflect all available data. Web addresses are current at time of publication but subject to change. SmartsPro Marketing and The Insurance 411 do not engage in the solicitation, sale or management of securities or investments, nor does it make any recommendations on securities or investments. This material may not be quoted or reproduced in any form without publisher's permission. All rights reserved. ©2024 Smarts Publishing https://smartspublishing.com/ Tel. 877-762-7877.