Invisible Labor, The Broken Rung and Imposter Syndrome: How do Women do it?
Myth #8: Women in leadership are more unhappy than men
Do women these days still want to have it all? There are arguments for how having it all is unrealistic, but many women still want it. The high power job and thriving personal life, potentially including parenthood. But it feels impossible. And women are more unhappy than men.
Today we look at Myth #8, the last blog in our series of proprietary talent and workplace insights. This myth, “Women still can’t have it all and are less happy than men” suggests that women find it harder to balance their lives and progress in the workforce, leading to lower levels of satisfaction both professionally and personally.
Is there truth to this myth? Unfortunately, the evidence in our research indicates that it holds some validity. Women do face significant challenges that affect their happiness and career advancement, and this issue demands serious attention from employers and HR leaders.
Lower Satisfaction and Higher Expectations for Women in Leadership
One of the most concerning insights from Ceresa's research is that women report significantly lower satisfaction levels than men across all areas of their lives. Whether it’s professional development, personal growth, or relationships with significant others, women consistently score lower in satisfaction. This disparity is not just a minor issue; it is a significant barrier that prevents women from advancing in their careers and achieving their full potential.
Insight: Invisible Labor and Lack of Career Support
The data reveals a troubling picture. Women experience lower levels of satisfaction in almost every aspect of their lives, especially in their professional and personal development. When combined with their lower aspirations to leadership roles, lower confidence levels, and greater focus on skill-building rather than relationship-building, the challenges women face become even more pronounced.
One key factor contributing to this dissatisfaction is the additional care burden that often falls on women. Also known as invisible labor. Whether it’s caring for children, elderly parents, or managing household responsibilities, these tasks drain women’s physical energy and leave them feeling exhausted. This exhaustion, in turn, affects their ability to focus on career advancement and leadership opportunities.
Moreover, women’s perception of needing to outperform their male counterparts to be considered for the same roles adds another layer of stress. Instead of being guided on how to build their careers through networking and mentorship, many women feel isolated and unsupported. This lack of support not only hampers their professional growth but also contributes to the overall lower satisfaction levels observed in the data.
Evidence: The Numbers Don’t Lie
The quantitative data from Ceresa’s research paints a stark picture:
Satisfaction Scores: Across the board, women’s satisfaction scores are lower than men’s. On every single topic, women report feeling less satisfied with their lives. The most significant differences are seen in satisfaction with professional development, personal development, and relationships with significant others. For instance, satisfaction with professional development is rated at 6.6 for women compared to 7.1 for men, personal development at 6.2 for women versus 6.6 for men, and significant other relationships at 6.9 for women versus 7.7 for men.
Support from Employers: Women also report feeling less supported by their employers. On a scale of 1 to 5, women rated their sense of support at 3.3, compared to 4.0 for men. This perceived lack of support has a direct impact on their professional satisfaction and career progression.
Physical Energy: The physical toll on women is also evident, with women reporting lower physical energy throughout the day (3.5 for women versus 3.8 for men). This energy deficit can make it even harder for women to push through the demands of both their personal and professional lives.
The Implication: Addressing the Broken Rung
If companies are serious about helping more women climb the leadership ladder and benefit from having the best talent in decision-making roles, they must address these gender inequalities head-on. The broken rung – the first step on the leadership ladder where women are often left behind – is real, and it has far-reaching consequences.
Why is the Broken Rung a Major Obstacle?
The broken rung represents the first critical step in a woman’s career where she is often overlooked for promotions or leadership opportunities. This initial setback makes it even harder for women to progress, leading to a cycle where they feel less confident, less supported, and ultimately, less satisfied in their careers.
For many women, the challenges begin early in their careers. The additional care responsibilities, the pressure to outperform, and the lack of mentorship and support create an environment where it is almost impossible to thrive. It’s no wonder that so many women experience a drop in their professional aspirations before they even reach mid-career. Without intervention, this cycle will continue, leaving countless talented women behind.
How Can Companies Fix the Broken Rung?
To break this cycle, companies need to take a proactive approach to supporting women in their careers. This means more than just offering leadership development programs to those who have already reached senior executive roles. It means creating opportunities for women at all levels to access the mentorship, career coaching, and support they need to succeed.
Ceresa’s Solution: Leadership Development for Women at Every Stage
This is where Ceresa comes in. We understand the transformative impact of corporate leadership development programs and are committed to making these resources accessible to women earlier in their careers. Ceresa helps companies close the gap created by the broken rung and ensures that more women can break through to leadership positions.
Ceresa’s approach is simple yet powerful. Our company houses a community of world-class leaders and experts who are dedicated to developing the next generation of leaders in an equitable way. Through carefully structured programs, Ceresa matches individuals earlier in their careers with experts who can provide the mentorship, leadership coaching, and support they need to succeed.
This system is designed to deliver deep impact, where, when, and how it is needed. By offering just the right amount of structure, preparation, and support, Ceresa makes sure that women not only climb the leadership ladder but do so with confidence and a clear sense of purpose.
Facing Imposter Syndrome
Ceresa mentor and psychologist, Dr. Ashley Stafford, talks about imposter syndrome and how it can affect women, especially as they attempt to advance into leadership. In a Forbes article, research was reported finding 75% of female executives across industries have experienced imposter syndrome in their careers. Dr. Stafford says:
Imposter syndrome is a pervasive issue that affects many professionals, but it can be particularly challenging for women. This feeling of inadequacy or incompetence, where individuals fear they have reached their position by mistake, is often exacerbated by societal factors.
Women, along with minority populations, have historically been denied advancements in the workplace or positions of authority. When people are consistently told, whether directly or indirectly, that they don't belong in positions of power, they carry that sense of otherness with them, even when they do manage to break through those barriers.
For women, the limited representation in leadership roles further intensifies the experience of imposter syndrome. When you rarely see people like yourself in positions of power, it’s easy to internalize the belief that you don’t belong there either. This not only undermines confidence but also makes the journey to leadership even more daunting. Addressing imposter syndrome is vital for fostering a more inclusive environment where all individuals, regardless of gender or background, feel empowered to lead and succeed.
The Catch-22 of Leadership Development Training
One of the biggest challenges in leadership development is the catch-22 that many women face: organizations recognize the importance of developing leaders but often allocate resources only to those who have already reached senior roles. This means that only a select few, typically those who already have access to mentors, role models, coaches, or sponsors, can break through to the top.
Ceresa’s mission is to change this by providing the tools and resources needed to develop leadership skills at all levels. By focusing on early intervention and continuous support, Ceresa helps women build the self-awareness, confidence, and aspirations needed to succeed in leadership roles.
To Sum It Up: Leadership Training Assists Women Up the Ladder
The myth that "women still can’t have it all and are less happy than men" is rooted in the real challenges that women face in the workplace. However, these challenges are not insurmountable. With the right support, mentorship, and leadership development programs, and executive coaching, women can overcome the barriers that have traditionally held them back.
Ceresa is leading the charge in fixing the broken rung and ensuring that more women can achieve their full potential. By empowering women at every stage of their careers, we are helping to create a future where leadership is truly inclusive, and where all talented individuals have the opportunity to succeed.
For companies, the message is clear: if you want to benefit from the best talent and create a more inclusive workplace, it’s time to invest in the development of all your employees, not just those who have already made it to the top. By doing so, you’ll not only help women climb the leadership ladder but also create a more engaged, satisfied, and high-performing workforce.
The path to true gender equality in the workplace is long, but we have hope that it can be done. Want to hire a professional development company to assist in growing your employees through leadership development programs? Reach out, we’d love to chat!