The Invisible Load Women Carry at Work (And Why Workplaces Must Address It)

International Women’s Day traces its roots to early 20th-century labour and suffrage movements and was first marked in 1911 as a call for women’s rights at work; including for fair pay, voting rights, and safer working conditions. More than a century later, it's a great opportunity to recognise the progress women have made, but also to reflect on the persistent gaps in equality that still need to be addressed, including the invisible load many women carry every single day.

Behind the meetings, deadlines and performance targets is a wider reality shaping women’s working lives - unpaid care responsibilities, persistent pay gaps, gender bias, and health challenges that workplaces are only just beginning to acknowledge. But these aren’t isolated experiences - they are systemic patterns backed by decades of research and recognising them is the first step toward building healthier, fairer workplaces.

The Reality for Women at Work

Across the world, women continue to shoulder the majority of unpaid care responsibilities.

According to the United Nations, around 708 million women globally are unable to participate in the labour market because of unpaid care work, including childcare, elder care and supporting disabled family members. Research from the OECD also shows that women spend between two and ten times more hours on unpaid care work than men across countries. This invisible labour often exists alongside paid work, creating what many researchers call the “double shift.” and even within paid employment, inequality persists.

For example, in the UK, the gender pay gap remains over 13%, meaning women still earn less on average per hour than men. Within the health and care workforce in Europe, women earn around 24% less than men and occupy only around a quarter of senior leadership roles. For many women, this is the context in which they are expected to show up as “high performers” at work every day.

The Matilda Effect: When Women’s Expertise Goes Unrecognised

Another invisible barrier affecting women in professional settings is known as the Matilda Effect. The term describes a documented pattern in which women’s scientific or intellectual contributions are undervalued, overlooked, or attributed to male colleagues. While it was originally described in scientific research, the concept applies across industries and influences; promotions, leadership opportunities, grant funding, mentorship and professional credibility. When expertise is systematically overlooked, the consequences extend far beyond individual careers.

Research examining women in STEM fields continues to highlight how the Matilda Effect shapes who gets recognition, citations, and career advancement opportunities.

When you combine unpaid labour, pay inequality, and recognition bias, it becomes easier to understand why many women feel they must work twice as hard for the same recognition.

Women’s Health at Work: Presenteeism and Lost Potential

Another issue that remains widely under-discussed in workplaces is women’s physical health. A large international study of more than 32,000 women found that around 1 in 7 women miss work because of severe menstrual pain and 8 in 10 women report working while unwell due to menstrual symptoms (a phenomenon known as presenteeism). Menopause and perimenopause can also have significant career impacts. In one survey, 99% of women said menopausal symptoms negatively affected their work, with many reporting that they had; turned down promotions, reduced their hours, or left roles entirely. These outcomes are often framed as individual “resilience” issues but in reality, they are workplace design and culture issues.

Recognising the Shared Experience of Women

Days like International Women’s Day remind us of two important truths. First, these challenges are real and measurable. Research from organisations including the OECD, WHO, and Global Health 50/50 consistently shows that gender inequalities in work, pay, recognition, and health remain deeply embedded in many systems.

Second, women are not alone in experiencing them. Across industries, countries and roles, many women share similar challenges. And when these experiences are acknowledged openly, they can also become a source of collective strength and change.

Designing Workplaces That Work for Women

If organisations want to support women’s careers and wellbeing, change cannot rely on awareness days alone. Workplaces can take practical steps to build more inclusive environments, including:

1. Recognise unpaid care responsibilities: Flexible working policies and career progression pathways should account for caregiving responsibilities.

2. Actively counter recognition bias: Organisations can review how credit is assigned, who receives leadership opportunities, and how sponsorship and mentorship are distributed.

3. Support women’s physical and mental health in the workplace: Open conversations about menstrual health, menopause and reproductive health should be backed by practical policies, training and support systems.

Moving Towards Healthier Workplaces

At HercuWise, we believe workplace wellbeing should reflect the realities people bring with them to work every day, which means recognising that health, caregiving, and systemic inequality are not separate from work.

The future of workplace wellbeing is one where women’s health, expertise and leadership are visible, valued and supported, and where no woman feels she has to carry the invisible load alone.

If you’re interested in learning more about how organisations can support workplace health equity, explore the resources and courses available at www.hercuwise.com

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