Sometimes at the end of a long week, I just want to walk in the door after work, throw on my pajamas and go to bed. In reality, the moment I get home, I have children asking for a snack, dishes piled in the sink, and laundry everywhere. Do you relate? Being a woman with a career doesn’t lessen my responsibilities at home, and I began to wonder… Can women really do it all? Do all professionals feel this overextended?
Fueled by intense exhaustion and overwhelm, I decided that studying the unique professional expectations for women would become the topic of my doctoral dissertation.
The gender wage gap has been a topic of conversation for decades. The concept asserts that women make less than men for comparable work, but research shows the barriers faced by female professionals may be even more pervasive. Women pursue fewer promotions, face lower wages and lasting consequences if they choose to be a mother, and carry a disproportionately large load of domestic labor at home.
Women are reticent to take advantage of professional advancement opportunities, and the consequences have lasting effects. Although women are represented proportionately in entry-level positions, they seek out promotions less often than their male contemporaries do. This broken rung on the organizational ladder perpetuates slower or stalled career development for women – with less than 30% reaching executive-level positions (Krivkovich et al., 2025).
Motherhood and domestic responsibilities could also disadvantage female employees. According to a recent study by Catalyst, women are leaving the workforce because of competing domestic and caretaking duties paired with expensive childcare (2026). Mothers face an insidious “Motherhood Penalty,” which denies early career advancement opportunities for young women and results in lower salaries for mothers (Torres et al., 2024).
Women often carry the invisible weight of unbalanced responsibilities. Men spend an estimated six hours a week on domestic labor, while women report an average of 16 hours weekly (The Economic and Social Research Council, 2019). Even if a female is the breadwinner in her household, these patterns continue and are not alleviated through marriage or domestic partnership with even an adult partner adding seven hours of domestic labor to a woman’s weekly workload (Deloitte, 2025; Thomas, 2008).
While these professional realities impact gender equality in the workplace, women are making progress. Female-owned enterprises make up nearly 40% of the business landscape, and there are far more new ventures being established by women than men (Allard, 2024). Women make up the majority of the American workforce with college degrees (Krivkovich et al., 2025). Female executives are praised for their ability to create innovative, collaborative work environments where employees feel they are treated fairly (Novotney, 2024).
Proactive measures for women in the workplace could even the playing field. Flexible work hours help mothers balance personal and professional responsibilities, and technology helps mothers work remotely. Mentorship early in a woman’s career may help encourage her to apply for a promotion. More than anything, we can analyze the dynamics at our own workplaces and ask ourselves, “It’s 2026… Are women treated equally in the workplace?”
SOURCES:
Allard, L. (2024). Council Post: Women’s Access to Capital: Overcoming challenges and finding opportunity. Forbes. https://www.forbes.com/councils/forbesfinancecouncil/2024/03/07/womens-access-to-capital-overcoming-challenges-and-finding-opportunity/
Catalyst. (2026). Caregiving pressures top factor pushing women out of the workforce. https://www.catalyst.org/about/newsroom/2026/caregiving-pressures-women-workforce
Deloitte. (2025). Women @ Work 2025: A Global Outlook. https://www.deloitte.com/global/en/issues/work/content/women-at-work-global-outlook.html
The Economic and Social Research Council. (2019). Understanding Society – the UK Household Longitudinal Study. https://www.understandingsociety.ac.uk/
Krivkovich, A., Goldstein, D., & McConnell M. (2025). Women in the Workplace 2025. https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/women-in-the-workplace
Novotney, A. (2024). Women leaders make work better. Here’s the science behind how to promote them. https://www.apa.org/topics/women-girls/female-leaders-make-work-better
Thomas, L. (2008). Exactly how much housework does a husband create? University of Michigan News. https://news.umich.edu/exactly-how-much-housework-does-a-husband-create/
Torres, A. J. C., Barbosa-Silva, L., Oliveira-Silva, L. C., Miziara, O. P. P., Guahy, U. C. R., Fisher, A. N., & Ryan, M. K. (2024). The Impact of Motherhood on Women’s Career Progression: A Scoping Review of Evidence-Based Interventions. Behavioral sciences (Basel, Switzerland), 14(4), 275. https://doi.org/10.3390/bs14040275