To honor Women’s History Month, we want to focus our March newsletter on women in the Architecture, Engineering, and General Contracting world. Specifically, we want to highlight factors unique to the A|E|C industry that disproportionately drive burnout in women and the various measures employers can take to help proactively address female burnout.?
Studies
?suggest that burnout, stress, and exhaustion affect women more so than men. In response to the question “In the last few months, which of the following have you felt consistently at work?” women reported feelings of burnout?10% more so than men in 2021
. This burnout was due to several factors:
- Microaggressions in the Workplace:?Women are almost twice as likely as men
?to experience microaggressions in the workplace, which are subtle, indirect statements or actions of discrimination. Specifically, women of color experience microaggressions at a higher rate than their white counterparts; as noted in the?Women in the Workplace study
, Black women are four times as likely to experience microaggressions at work when compared to white women. Latina and Asian women are two to three times more likely to experience these, as well.?Microagressions can lead to poor health resulting in increased rates of depression, prolonged stress and trauma, and anxiety.
?Further, the?University of Edinburgh found
?that microaggressions can lead to loss of self-esteem, feelings of exhaustion, decrease in participation, and damage to the ability to thrive in an environment. These results of microaggressions play a major role in why women experience greater burnout in the workplace.
- Household & Family Responsibilities:?A?2021 Pew Research Center study
?found that women are disproportionally carrying the majority of household chores and responsibilities, as well as being involved as a parent when compared to male partners. The COVID-19 pandemic has exasperated this disparity, as both parents and children are spending more time than ever at home. Further,?the 2019 study
?on the same topic has shown that responsibilities have not shifted from prior to the pandemic. Balancing these responsibilities on top of workplace responsibilities leads to more stress, further contributing to burnout.?
- Deficit of Representation in Leadership:?Women’s representation in corporate America has increased since 2016; however,?men still make up over 75% of C-Suite executive positions
. Of the 25% female C-Suite executives, 20% are white women, and only 4% are women of color. Additionally,?women receive manager-level promotions 14% less than their male counterparts
. Having a gender gap among leaders can have lasting effects on a firm.?As noted by Mandy Price, co-founder, and CEO of Kanarys Inc.
, “it is disconcerting to see that even though the business community is well aware of the benefits of a diverse workforce – such as innovation, employee retention, and increased financial returns – there is still a lack of progress in closing the gender gap.”?
Over the past year, about?a third of women
?have considered leaving the workforce or moving down the corporate ladder due to burnout. As the data shows, employers and managers should take an active role in decreasing female burnout to avoid employee turnover. There are many steps that employers can take to better support their female workforce and help address the driving factors of female burnout. We recommend starting with the following:?
- Promote a Work-life Balance:?As A|E|C professionals, it may feel like there is always work to be done. Whether it is jumping on client calls at a moment’s notice or finalizing a set of drawings, we are often interrupted to deal with things in real-time. A great way to lower burnout is to offer employees flexibility in their schedules, allowing them the time to respond to personal matters in real-time and maintain their overall well-being. However, employers should practice caution here to not create a culture where employees are working all hours of the day. Additionally, we have to be careful as to not bias in-person work over virtual work. Establishing clear boundaries regarding flexible work is essential to both the firm’s success and individual success.?Having unclear expectations is often cited as one of the top stressors for employees
. By creating a work environment that values both flexibility and clear expectations, you will reduce unnecessary stress and start to chip away at burnout.?
- Support Working Parents:?According to Forbes
, women are eight times more likely than men to take time off work to deal with child-related responsibilities. Additionally, women take ten times more leave than men upon the arrival of a child. Incorporating an inclusive parental leave policy that encourages paid time off for new mothers and fathers alike can combat this trend. Further, when employees know that their employer is invested not only in their professional life but also their personal life, they will feel more supported and less stressed.?
- Mental Health Awareness:?According to McLean Hospital,?twice as many women will experience anxiety or depression
?at some point in their lives compared to men. While the stigma surrounding mental health has shifted in recent years, it’s important to be proactive towards employees regarding your policies and the resources that are available. By fostering a culture where employees do not feel stigmatized for mental health struggles, women will feel more comfortable addressing these challenges head-on. As mentioned above, allowing flexibility for doctor and therapy appointments allows employees to have better control over their well-being. Additionally, it is highly recommended to send regular, firm-wide memos detailing available support. Read more on how to support a colleague who discloses a mental illness to you on the?DesignForce blog
.?
- Recognition and Support:?A 2021 study,?Women in the Workplace
, states women generally feel less support from their managers than men. The report lists various ways managers can support their team including providing emotional support, checking in on overall well-being, assessing workload, helping navigate work-life challenges, and taking an active role in preventing burnout. We recommend scheduling consistent check-ins to provide the opportunity for open and honest communication. Additionally, check-ins are also a great chance to recognize employees for outstanding performance or going outside of their job description. Praise should not be reserved for annual reviews; by giving employees praise in real-time, they will better understand the impact of their work. Read more about gratitude in the workplace on?DesignForce’s blog
.?
A|E|C industry employers should take a proactive rather than reactive approach to the retention of female employees.?In the wake of the?Great Resignation
, women are consistently?leaving the workforce at higher rates than men
. By proactively addressing burnout in a transparent manner with staff, employees will feel a greater sense of community and belonging. When employees know their employers are invested in their well-being and career progression, productivity and efficiency, and impact increase.?
Read more about avoiding burnout on the?DesignForce blog
.
