Burnout: Why Modern-Day Women Are More At Risk Than Men
Georgia Schonberg
September 2025
The term ‘burnout’ emerged in the 1970s, when the psychologist Herbert Freudenberger used it to describe how chronic stress and high expectations in caregiving jobs had impacted his own health [1]. Fast forward to 2025, and women are now 23% more likely to face burnout at work than men [2]. But why is burnout in women such a growing issue and how can we move forward?
The “Having-It-All” Mentality
In the ‘80s and ‘90s, as professional opportunities increased, the potential for women to ‘have-it-all’ became idealized. These were unknown territories and left women attempting to juggle a successful career, keep a happy family, and maintain friendships, all at the same time.
Nowadays, we’re more aware that the ‘having-it-all’ ideal can be overwhelming, but we still feel a pressure to somehow achieve it. Maybe this stems from society and the media praising women who appear to have it perfectly together. Or perhaps it’s more of an internal pressure, conflated by not wanting to waste opportunities previous generations could have only dreamt of.
In the US, mothers still handle 70% of household tasks, from childcare to cooking and cleaning [3]. For working mothers, this is known as the ‘second shift’ that takes place late into the evening after their 9-5 finishes. It’s not a new concept, but most workplaces still don’t acknowledge or offer support during these years of working double time.
For women earlier on in their careers, there’s a different kind of pressure that’s felt from the need to tick off personal and professional goals quickly – to prepare for having children down the line.
This push to get ahead before motherhood is such a common modern-day experience that there’s now even a ‘pre-baby burnout’ label for it [4]. With labels like these popping up more and more, it seems the traditional ideal of “having-it-all” continues to impose unrealistic expectations across each stage of our working lives.
Imposter Syndrome
Imposter syndrome is described as a feeling of inadequacy that persists despite evidence of success [5]. Those who experience it may attribute their achievements to luck, rather than intelligence, commitment, or hard work. It’s most common in women and minorities [6].
I’ll admit, I’ve been skeptical of this term. There’s no doubt that I have experienced feelings of inadequacy at work, but is this worthy of a “syndrome” title? Or is it instead linked to a lack of confidence or self-esteem – both of which are normal to feel in high-pressure work environments, regardless of your gender.
But following more research, I’ve come to accept that the definition of Imposter Syndrome fits my own corporate experience perfectly. It’s not that I have a negative self-perception, but at work I couldn’t shake the feelings of fraudulence; that I had been lucky to get there, and someone would soon see through it [7]. For me, this led to overworking, anxiety, and a lack of boundaries.
A contributing factor to Imposter Syndrome could be a lack of relatable role models. If we can’t see people like us at the top of our fields, or within our families, how can we feel secure in our positions and set healthy workplace boundaries? It’s clear how these feelings and behaviors may lead to burnout if experienced over long periods or without a strong support system around us.
The Remaining Gender Gap
While opportunities for women in the workplace have grown, we’ve got a long way to go. As of today, only 17% of all new CEOs at S&P500 companies are women, and it’s expected to take another 123 years to close this gap [8]. It’s no wonder women feel the need to work harder, longer, and more consistently to get where we want to be.
This scarcity mindset can also fuel a cut-throat dynamic between women. If all you’ve ever been told is there’s only room for one, but you finally secure a leadership position, surely you’ll do all you can to keep that title, even if it means repeating toxic work patterns. What’s the result? Women are left competing against each other or unsupported by those above them, and the cycle of burnout continues.
Moving Forward
Burnout can be hard to spot in yourself and even harder to speak up about. Of course, targeting the bigger systemic issues like the gender gap is essential. But with estimates of over 100 years until that’s solved, we should focus on the smaller steps we can take now.
Keep sharing your perspectives on the ‘second shift’, Imposter Syndrome, and other workplace challenges. The more we overcome the fear of sharing, the more these conversations will become easier and respected. Over time, this will help us to gain the remaining recognition, support, and resources needed for women in the workplace.
References
[1] Freudenberger, H. J. (1974). Staff Burn-out. Journal of Social Issues, 30(1), 159-165. https://doi.org/10.1111/j.1540-4560.1974.tb00706.x
[2] Nuffield Health. (2022, March 8). Why women are more at risk of burnout. Nuffield Health. https://www.nuffieldhealth.com/article/why-women-are-more-at-risk-of-burnout Nuffield Health
[3] British Psychological Society. (2025, January 23). Mothers report taking the brunt of household mental load. BPS Research Digest. https://www.bps.org.uk/research-digest/mothers-report-taking-brunt-household-mental-load British Psychological Society
[4] Savin, J (2025, January 6). The pre-baby burnout struggle is real – and its leaving women utterly exhausted. Cosmopolitan. https://www.cosmopolitan.com/uk/reports/a63348561/pre-baby-burnout/
[5] Home, J. (2025, September 3). Imposter syndrome. British Medical Association. https://www.bma.org.uk/advice-and-support/your-wellbeing/insight-and-advice/first-times-in-medicine/imposter-syndrome
[6] British Medical Association. (2025, September 3). Imposter syndrome. BMA. https://www.bma.org.uk/advice-and-support/your-wellbeing/insight-and-advice/first-times-in-medicine/imposter-syndrome BMA
[7] Psychology Beverly Hills (2022, December 2). Imposter Syndrome vs. Low Self-Esteem: What’s the Difference? https://www.psychologybeverlyhills.com/blog
[8] World Economic Forum. (2025, June 11). Global Gender Gap Report 2025. https://www.weforum.org/publications/global-gender-gap-report-2025/
