How Workplace Stress Contributes to the Gender Pay Gap.

As we strive for gender equity in the workplace (and the world), it's important to consider how workplace stress may be contributing to the gender pay gap. While factors such as discrimination and bias play a significant role, stress is often overlooked as a contributor to women becoming leaders and investors.

When people experience high levels of stress, their primitive brain has taken over and they're essentially in survival mode. They're less productive, less engaged, perhaps facing some physical signs of stress, and less likely to show up as their best selves at work.

Women are likely to experience higher levels of stress due to gender-based discrimination, caregiving responsibilities, and unequal access to resources such as flexible working arrangements and parental leave. This is especially true in male-dominated and non-inclusive cultures - it is incredibly draining to be coming in to work day after day feeling like an "other".

So when women face stress at work, it can hinder their career progression and limit their opportunities for pay raises, promotions, and ultimately, leadership positions. It might also affect their desire to stay in a certain profession - as we saw with the great resignation (or what the 2022 Women in the Workplace report called "The Great Breakup"). Stress can also affect negotiation skills and confidence in asking for a pay raise or promotion, which can further perpetuate the gender pay gap.

Moreover, stress can be a significant barrier to women becoming business owners, board members, or investors. Women are already underrepresented in these roles, and that lack of a support network can make it even harder for them to understand the inner workings of those worlds, advocate for themselves, and take risks.

So, what can we do about it? Well, firstly, employers need to be proactive about stress and give their people the tools to manage it. Prioritise employee well-being and create supportive work environments that address the unique stressors faced by different groups of professionals. This can include providing access to resources such as counselling and mental health support and promoting a culture of work-life balance.

Secondly, we need to challenge societal norms and expectations around gender roles and assertiveness. Women should feel empowered to negotiate their salaries, advocate for themselves, and pursue leadership and investment opportunities, regardless of the stressors they face. Employers can support this by providing negotiation training and creating a culture that values assertiveness and confidence.

Lastly, we need to address the root causes of stress in the workplace, such as discrimination and inequality. By promoting diversity, equity, and inclusion, we can create a more supportive and inclusive work environment that benefits all employees and opens up more opportunities for women to become leaders and investors.

In conclusion, the impact of stress on the gender pay gap is a multifaceted issue that requires a concerted effort from individuals, organizations, and society as a whole. Women face unique challenges in the workplace that contribute to their experience of stress, which can ultimately hinder their advancement and perpetuate the gender pay gap. By acknowledging and addressing these challenges, we can create a more equitable and inclusive work environment that empowers women to become leaders and investors.

Gender equity is one of the United Nations' 17 Sustainable Development Goals, and it is a goal that we should all strive towards. Managing stress faced in the workplace will not only benefit women but also create a better world for everyone. Let us work together to prioritize the mental health and well-being of women in the workplace so that they can fully participate and contribute to the growth and success of our organizations and communities.