It’s important to remember that women have always ‘worked’ in one way or another. Something else that hasn’t changed? Whether or not they worked on a farm, in the home, or outside of the home, women have always spent more time than men taking care of the household, taking care of people in the household, and taking care of children.

The data around discrepancies between men and women paints an interesting picture. Some of these may be surprising, but some may not:

• In 2021, women in the United States consistently spent more time than men on household activities. And in households with school-aged children, women spent two to four times the amount of time as men caring for and supporting children.
• Women are more likely to have college degrees at both the undergraduate and graduate levels. And although they represent 58% of this country’s workforce, they only hold 35% of senior leadership roles as of September 2022. Less than 10% of Fortune 500 companies are led by women and less than 1% of Fortune 500 companies are led by women of color.
• Women take on significantly more “non-promotable work,” or tasks that can be important to the business, but don’t often advance someone’s career. This often includes activities that promote wellbeing, or diversity, equity, inclusion and belonging; or even onboarding new employees and taking notes in a meeting.
• During the COVID-19 pandemic, women exited the workforce at a higher rate than men, with women of color exiting at higher rates than white women, and women with children exiting the workforce at higher rates than women who were childless.
• In 2021, women were more likely than men to report having a mental illness.

What does this mean for mental health at work?

For every dollar employers invest in mental health care, they see a return of $4. But the impacts of supporting mental health for women in the workplace are more than just financial. It can also address burnout; support diversity, equity, inclusion and belonging initiatives; and according to Psychology Today, result in increased workplace productivity.

While women’s mental health is intersectional, which means it varies by race, ethnicity, sexual identity, and professional category, there are several universal things companies should consider to better support women in the workplace:

Destigmatize the topic. Have regular discussions at work about mental health and well-being throughout the entire year – not just during moments like Mental Health Awareness Month in May. Workplaces should also provide employees with a wide range of resources that promote mental health and well-being, and make sure both current and potential employees know about these resources. Women also can play an active role in destigmatization by being brave enough to be open about their own mental health. A safe work culture without fear of repercussions is critical for women to feel comfortable doing this.

Make mental well-being a priority. Occupational stress has a negative impact on creativity and innovation. Stress also a significant impact on physical health and is found to be a major cause of health issues like hypertension and heart disease. Creating a less stressful workplace is a worthwhile endeavor and can be done by creating boundaries and building specific policies.

Be explicit in supporting an eight-hour workday and structure meeting times that allow for a 10-minute break. Flextime and flexplace policies are also valued by employees because it gives more control over their work-life balance. Organizations can also provide sick days that specifically include mental health days. By knowing what is offered and how to use the resources provided by their employer, women can take better control of their mental health in the workplace.

Create and provide supportive leaders. Because of the low numbers of women in senior leadership, women are not often networked into those roles. Look for ways to prop up people who can help women navigate and advance through their career ladders.

Mentors provide support, coaching and professional advice–all important for supporting women’s mental health. But mentors don’t always provide opportunity. Gallup reported that women need career investors. Career investors, also called sponsors, are people with power and influence, who risk that power and influence to provide career opportunities for women. Women also need allies who will speak up when women are being treated unequally.

Change the expectations of women in the workplace. It is important for organizations to create systems and processes that ensure all employees have the same likelihood of taking on “non-promotable work.” Leaders can start rotations for this type of work so everyone shares the workload, or even consider making “non-promotable” tasks a part of what makes an employee promotable.

There’s no question that life is stressful–for everyone. However, the gender imbalances in the workplace are rooted in patriarchy, and thus require that organizations take active steps to support women. Ultimately, reducing the impact of these disparities can greatly benefit the mental health of women at work.

By Ruth C. White, PhD, MPH, MSW

Ruth C. White, PhD, MPH, MSW is a diversity trainer, stress management expert, and mental health activist who is committed to creating healthier and happier workplaces, workforces, classrooms, and communities. Most recently, she was the Director of Diversity, Equity and Inclusion at Carbon Five – a small software development firm based in San Francisco. Prior to Carbon Five, she spent 7 years as a Clinical Associate Professor in social work at the University of Southern California, and was a professor of social work for more than 20 years, gaining tenure at Seattle University. She has also taught at UC Berkeley, Fordham, and San Francisco State.

Dr. White’s keynotes and workshops focus on stress management, preventing burnout and compassion fatigue, mental health stigma, workforce mental health, and diversity/equity/inclusion. Her approach is holistic, science-based, prevention-focused, and grounded in her past experience as an elite athlete, a lifetime of fitness, and her mental health journey as someone who lives with bipolar disorder.