The invisible burden of domestic responsibilities for working women

Introduction

In the modern workplace, women have made significant strides, but the burden of domestic responsibilities continues to weigh heavily on their shoulders. Despite many women being the primary breadwinners, they still take on the majority of household tasks and caregiving duties. The “Women @ Work 2024” report by Deloitte highlights these challenges and explores their impact on women’s careers and mental health. This article delves into these findings and emphasizes the role of employers in providing the necessary support.

Primary responsibility for household tasks

It is striking that the majority of women who live with a partner still bear the greatest responsibility for childcare and other adult care. In 2024, 50% of women stated that they bear the most responsibility for childcare, while only 12% indicated that this responsibility primarily lies with their partner (Women @ Work 2024, page 21). Additionally, nearly 60% of women reported that they bear the most responsibility for caring for other adults, up from 44% in 2023 (Women @ Work 2024, page 21). These tasks often include caring for elderly family members, adding extra pressure and responsibilities.

Mental health and work performance

The impact of these responsibilities on women’s mental health is significant. Only 35% of women who bear the greatest responsibility for household tasks report having good mental health, compared to 47% of women who share these responsibilities with their partner or delegate them to their partner (Women @ Work 2024, page 23). Women with more domestic responsibilities have more difficulty focusing on their careers and show lower loyalty to their employer. This translates into reduced motivation and productivity at work, which ultimately harms both the employee and the employer (Women @ Work 2024, page 23).

Impact on careers

The lack of affordable childcare forces some women to make difficult career choices. Two in ten women fear that the cost of childcare might force them to give up their jobs or slow down their careers (Women @ Work 2024, page 22). Even among women who are the primary earners, nearly half (48%) still bear the greatest responsibility for childcare (Women @ Work 2024, page 22). This means that even women who financially contribute to their households are still confronted with the invisible burden of household tasks, hindering their professional growth and advancement.

Effects on work-life balance

Balancing work and personal life is a constant challenge for many working women. The report shows that only 27% of women who bear the greatest responsibility for household tasks say they can disconnect from their personal life and focus on their career, compared to 42% of women who share these responsibilities or leave them to their partner (Women @ Work 2024, page 23). This inability to fully focus on their work leads to higher levels of stress and burnout, ultimately affecting their overall well-being.

Role of employers

Employers play a crucial role in supporting women in balancing work and personal life. Flexible work options and family-friendly policies can make a significant difference. However, only one in ten women feel comfortable openly discussing work-life balance at work, and 93% do not think their workload would be adjusted if they request flexible work (Women @ Work 2024, page 34). Employers need to proactively develop policies that not only offer flexibility but also create a culture where women feel supported and do not fear negative career impacts.

Practical solutions for employers

1. Flexible working hours and remote work options
2. Paid parental leave and care leave
3. Childcare support
4. Training and awareness

Conclusion

The findings from the “Women @ Work 2024” report highlight an urgent need for changes in workplace culture. Employers must recognize that the burden of domestic responsibilities has a significant impact on women’s mental health and careers. By creating a supportive and flexible work environment, organizations can not only contribute to the well-being of their female employees but also increase their loyalty and productivity. It is time for the invisible burden of women to be acknowledged and taken seriously.