Have you seen the clip of singer-songwriter Paloma Faith speaking candidly about times (or at least a time) when she wished she could be sectioned just to get some rest and time to herself?
She was speaking to the pressures of motherhood and work.
This sentiment is way more common than many of us appreciate. It resonates deeply with many women who, under immense pressure, have confessed to longing for a brief hospital stay or even a minor accident to escape the relentless demands placed upon them, especially during high-stress times like Christmas.
In my book Women Who Work Too Much, I explore these common feelings. Women are conditioned to aspire to "have it all," but the reality is that they must "do it all”.
This unrealistic narrative that was constructed to get more (white middle class) women into full-time work normalises juggling careers, social media worthy personal goals, and family responsibilities without sufficient support.
This lack of support is structural, it's deeply rooted in our patriarchal society, where men usually do not share the domestic and emotional workload equally. This imbalance creates an overwhelming mental, emotional and physical burden on women, often referred to as the "second shift” (Arlie Russell Hochschild)
These are not isolated struggles but symptoms of a systemic issue. Our culture glorifies relentless productivity, leaving women stretched thin, striving to be everything to everyone.
Employers can take significant steps to support women experiencing more harmony work and personal responsibilities. Here are three key actions:
1. Role model flexible work policies
In our culture of toxic productivity it’s not enough to provide flexible work. Leaders must role model working flexibly so that women feel safe to request flexible working hours and remote work. Many women still worry about the stigma of flexible work and the potential impact on their careers.
2. Enhance parental leave and childcare support
Offer meaningful parental leave for both parents and encourage men to take it. This support can ease the burden on working parents and help retain talented women in the workforce.
3. Create a culture of equity
Promote an organisational culture that values equity and shared responsibility. Provide training on unconscious bias, encourage men to take parental leave, and recognise contributions beyond traditional productivity metrics.
Leadership that models a harmonious approach to work and life creates a thriving environment where female talent is retained and optimised.
#genderequity #worklifebalance #womeninleadership
Feeling deeply connected at work is crucial, especially for women facing the silent epidemic of loneliness. Your insights on empathy training for managers and daily acts of connection are truly valuable.