While the concept is not exclusive to women, the disparities that persist in today’s professional landscape make it especially critical for women to recognize the signs, understand the underlying issues, and take proactive steps to prevent burnout.

Cracking The Glass Ceiling, But At What Cost? 

What exactly is burnout? According to the Mayo Clinic website, “Job burnout is a special type of work-related stress — a state of physical or emotional exhaustion that also involves a sense of reduced accomplishment and loss of personal identity.” 

As stated by the World Health Organization, burnout is characterized by these three dimensions:

• Feelings of energy depletion or exhaustion 
• Increased feelings of cynicism or negativity towards one’s job
• Reduced professional efficacy 

Work stress for women often extends beyond the typical pressures of job performance and deadlines. Many women face the additional strain of gender biases, unequal pay, and the emotional labor of balancing workplace responsibilities with domestic roles. 

These unique stressors can compound over time, making women more susceptible to burnout. The lack of supportive workplace policies, such as flexible work hours and parental leave, can further exacerbate this stress, leading to emotional exhaustion, depersonalization, and a reduced sense of personal accomplishment — the key markers of burnout.

Is There A Way to Avoid Burnout?

Avoiding workplace burnout is a multi-faceted endeavor that involves personal, organizational, and systemic approaches. On an individual level, there are ways that women can reduce their chances of experiencing burnout! 

These include: 

• Prioritizing self-care: set boundaries, take breaks, and try exercising for short periods daily
• Managing your workload: delegate tasks, clarify expectations, and batch similar tasks
• Fostering healthy relationships: seek support from loved ones, communicate openly, and seek a mentor 
• Advocating for systemic change: push for fair policies and challenge gender biases 
• Practice healthy emotions: be mindful of your emotions, experiment with meditation, and keep track of your accomplishments 

While some of these tactics are general, they can be particularly impactful for women who may face additional pressures and biases in the workplace. The goal is to create a holistic approach to work-life that respects your time, values your emotional well-being, and contributes to your professional success.

Do you have any tips for avoiding burnout? Let us know! 

Feel free to reach out to our team or visit our S.H.E. Matters page to send in a submission for our review, and stay tuned for more S.H.E. Matters content! 

The post S.H.E. Matters: Unpacking the Burnout Baggage appeared first on Mad Men Marketing.

That being said, while the suffrage movement was a milestone for women’s rights, we must also acknowledge that it did not fully encompass the experiences of all women.

Here’s why we must keep the concept of intersectionality in mind as we celebrate this holiday:

The History of Women’s Equality Day

Women’s Equality Day was designated as a national holiday in 1973, created in order to recognize the hard-fought battle for women’s suffrage in 1920. Mere days prior, on August 18, Congress officially ratified the 19th Amendment, which solidified the right of most American women the right vote.

That being said, it only represented one step towards equality for all women.

Black women and women of color were still facing significant barriers to voting, as well as employment, education, and other opportunities. In fact, it wouldn’t be until 1965 — a full 45 years later — that Black women would be granted the same voting rights.

All About Intersectionality

As we celebrate Women’s Equality Day, it’s crucial to recognize the importance of intersectionality in our understanding and advocacy for gender equality.

Intersectionality, a term coined by Kimberlé Crenshaw, reminds us that women’s experiences are not homogeneous and are significantly influenced by other aspects of their identities such as race, class, sexual orientation, and disability status.

Recognizing intersectionality ensures that we don’t just fight for the equality of women in a monolithic sense, but that we advocate for all women, acknowledging and addressing the unique challenges faced by those who belong to multiple marginalized groups.

In this way, intersectionality enriches our understanding of women’s rights and helps us build a more inclusive and equitable society.

S.H.E. Matters During and Beyond Women’s Equality Day

Employers must consider the ways in which various systems of oppression can impact their employees.

The pay gap, for example, is not simply an issue of gender; it is influenced by race and ethnicity, as well as other factors. Understanding these intersections is crucial when working to create an equitable workplace.

Overall, Women’s Equality Day is an important reminder of the progress that has been made over the years, but it is also an opportunity to analyze the work that still needs to be done to achieve true equality.

But what do you think? We’d love to hear from you!

Please reach out to us or visit our S.H.E. Matters page to send in a submission for our review, and stay tuned here for more information!

The post The History of Women’s Equality Day and Why Intersectionality is Still Important appeared first on Mad Men Marketing.

As employers or business owners, it’s vital to address this issue for the economic security of your female employees.

Let’s take a look at the long-term effects of the gender pay gap on women’s retirement savings and the steps that businesses can take…

Lower retirement savings mean lower Social Security benefits

The gender pay gap means women are paid less during their working years, resulting in lower retirement savings than their male counterparts. Since  Social Security payments are based on an employee’s income during their working years, a lower salary would result in a lower benefit amount.

This issue would also result in women having a smaller retirement nest egg to rely on during their retirement years.

Longer life expectancies

Women, on average, live longer than men. According to Harvard Health, “57% of all those ages 65 and older are female. … The average lifespan is about 5 years longer for women than men in the U.S., and about 7 years longer worldwide.”

Due to these longer life expectancies, women have higher medical expenses, living expenses, and caregiver expenses, which, combined with lower retirement savings, often result in greater financial insecurity later in life.

Lack of retirement plan access

Women face an additional challenge as they are often employed in small businesses that don’t offer retirement plans like 401(k) and pensions.

In fact, “About 50% of women ages 55 to 66 have no personal retirement savings, compared to 47% of men,” as reported by the U.S. Census Bureau. The lack of retirement plan access means that women have to be even more proactive about saving for retirement.

Other factors

Women face additional challenges in saving for retirement due to factors such as career interruptions, taking time off for caregiving, and other responsibilities. These challenges result in women earning less from work, saving less for retirement, and relying more on Social Security in retirement.

What employers and business owners can do

Simply put, businesses can address these issues by implementing transparent compensation policies and practices. This step would ensure that all employees are paid equitably, regardless of gender.

Additionally, offering retirement plans like 401(k) programs can improve access to retirement planning for all employees in the company. Employers can also support career development opportunities for women, to improve their earnings and increase their ability to save for their retirement years.

But what do you think? Are you a woman with a unique perspective on saving for retirement or a business owner that offers these kinds of benefits? We’d love to hear from you!

Please reach out to us or visit our S.H.E. Matters page to send in a submission for our review, and stay tuned here for more information!

The post S.H.E. Matters After She Retires: Long-Term Effects of the Gender Pay Gap on Women’s Retirement Savings appeared first on Mad Men Marketing.