Between November 2021 and February 2022, Deloitte Global surveyed 5,000 women across ten countries to assess their satisfaction, optimism, and motivation at work. The survey results show that (48%) Indian women reported higher levels of burnout and stress than their global counterparts (46%). A large majority (63%) of younger women in India are experiencing burnout at work. Moreover, 56% of Indian women feel more stressed than they did a year ago. However, despite this rising stress and burnout, only 33% have opted to take time off to address their mental health needs. This data on Indian women and workplace burnout is an often ignored problem that requires more attention.
Of the 500 women surveyed in India, only about one-third (approximately 33%) reported that their employers offer flexible working policies. Despite the widespread discussion on the importance of workplace flexibility as a solution to burnout, most employers have yet to implement these options. This data reveals a glaring gap between what women employees urgently need and what is actually on offer.
Indian women are more stressed at work than men.
A new report from the mental health platform YourDost, “Emotional Wellness State of Employees,” surveyed over 5,000 Indian professionals and revealed the biased nature of workplace stress. The report found that nearly 72.2% of women reported high stress levels, compared to 53.64% of men. Moreover, women also face more difficulty balancing work and personal life. About 18% of women struggle with this balance, while only 12% of men have the same issue.
It is hardly shocking, given that our patriarchal society frequently ignores the heavy mental burden women carry. They are gatekeepers of all household information, planning meals, remembering their child’s and spouse’s needs for school and work, scheduling doctor’s appointments, making grocery lists, and handling all the nitty-gritty details of daily life. And yes, the list just keeps growing.
Women often take on this extra workload almost unconsciously, handling it quietly because, frankly, who else will? The effort they put into keeping the household running smoothly and nurturing their families often goes unnoticed and underappreciated. Society has even coined a term for it: “invisible labour.” To sum it up, working women juggle not just one or two jobs but three: raising kids, managing a career, and dealing with that unseen, unappreciated workload. It is no wonder so many women experience more stress at work than men.
Gender gap in unpaid work hours
A recent survey across eight Indian cities reveals women in corporate roles experience significantly higher burnout than men. The survey, covering 3,000 employees (1,627 men and 1,373 women) from the FMCG, automobile, BPO, banking, and durables sectors, shows that 88% of corporate workers struggle with work-life balance, with women facing the most challenges.
Women often face stereotypes related to maternity leave and experience career setbacks after marriage. These issues contribute to their stress, both at work and home, leading to significant burnout.
Indian women and workplace burnout: More data, more facts
The Time Use Survey reveals a significant gender gap in unpaid work. Despite more women joining the workforce, the burden of care and domestic work remains unchanged. In India, women spend an average of 7.2 hours daily on unpaid domestic tasks, while men spend only 2.8 hours.
The persistent pressure to meet both domestic and professional expectations can lead to chronic fatigue, reduced job satisfaction, and mental health challenges. As they struggle to balance these demands, the risk of burnout escalates, leaving women feeling drained and unsupported.
Indian women and workplace burnout: What businesses can do to address the issue
Organisations can support women employees better by implementing several key strategies:
Offer paid paternity leave
Provide paid paternity leave to ensure both parents have time to bond with their new baby. It helps set the expectation that caregiving responsibilities are shared equally, which can lead to a more balanced work-life dynamic.
Prioritise flexibility
Flexibility is crucial for all employees, but it is especially important for women. Allowing options like shift-swapping or hybrid work can help women manage work alongside family responsibilities, such as medical emergencies or caring for sick children.
Invest in returnship programs
Create programs to help women who have taken a career break return to the workforce. Returnships can help mothers or caregivers re-enter their careers without losing status or pay, benefiting both the employee and the employer.
Support mentorship programs
Develop mentorship programs to connect women with experienced mentors who understand the challenges of balancing work and caregiving. Learning from others who have navigated similar situations can provide valuable guidance and support.
Measure and reward what matters
Focus on meaningful outcomes rather than just hours worked. Ensure that promotions and rewards are based on effectiveness and results, not just the number of hours spent at the office. This will help create a fairer evaluation process for all employees.
The final thoughts
Despite their growing numbers in the workforce, Indian women continue to shoulder an unequal share of unpaid domestic responsibilities and face difficulties balancing work and personal life. To address this, organisations need to recognise and act on the specific needs of their women employees.
Deloitte analysed companies that excel in gender equality and highlighted effective strategies. Their top recommendation is to address burnout by aligning workers’ expectations with their actual experiences, such as workload and recognition. Successful companies focus on providing education, techniques, and practical tools to employees. They also emphasise the importance of prioritising mental well-being, offering flexible schedules for women, implementing both flexible and hybrid work options, and building a genuinely inclusive culture to reduce burnout.
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we broadly define as media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
