Four Factors Holding Back Women at Work

As we navigate through 2025, the landscape of the American workplace continues to evolve, presenting both opportunities and challenges for women. Despite significant strides in gender equality over the past decades, women still face a myriad of issues that impact their professional lives. This article delves into the most pressing themes and challenges that women encounter in today’s workforce, focusing on the persistent gender wage gap, ongoing workplace discrimination, the struggle for work-life balance, and the critical importance of health and well-being for women. 

Economic inequality remains a significant barrier, with women often earning less than their male counterparts for similar roles. In the US, on average, for every one dollar a man earns a woman earns about 84 cents. This wage disparity is even more pronounced for women of color, highlighting the intersectionality of gender and race in economic outcomes.  

Additionally, workplace discrimination and harassment continue to undermine women’s career advancement and job satisfaction, despite legal protections and organizational policies aimed at fostering inclusive environments. The prevalence of sexual harassment in the workplace can be difficult to measure, as some experts claim most incidents remain unreported due to fear of retaliation, perceived lack of institutional support, and lack of awareness of available remediation options. In fact, one study cited by the EEOC found that as many as 90% of individuals who experience harassment never take formal action. But one study published in 2019 showed that 34% of women in the US reported being sexually harassed at work, and 7% reported being sexually assaulted in the workplace.  

Work/Life tradeoffs and balancing professional responsibilities with personal and family duties is another ongoing challenge. Many women find themselves juggling work with caregiving responsibilities, often without adequate support from their employers. In addition, many women face challenges at home. In the United States, the division of household duties among male/female married or cohabiting couples remains uneven, with women usually assuming a larger share of domestic responsibilities. This disparity persists despite significant shifts in employment patterns and societal attitudes over recent decades. Even higher earning women often continue to bear a disproportionate burden. A 2024 report by the Gender Equity Policy Institute revealed that in households where women earn as much as or more than their male partners, they still perform more domestic work.  

This imbalance contributes to increased stress and burnout among women, limiting their leisure time and personal pursuits. While attitudes toward gender roles have evolved, with a significant decline in the percentage of people believing that a woman’s place is in the home—from 48% in 1987 to 9% in 2022—the actual distribution of unpaid domestic labor has seen less progress. Globally, women continue to perform at least two and a half times more unpaid household and care work than men. These challenges reveal that the need for flexible work arrangements and access to affordable childcare is more critical than ever.  

Moreover, the health and well-being of women in the workplace cannot be overlooked. Access to comprehensive healthcare, including mental health support and reproductive rights, is essential for ensuring that women can thrive both personally and professionally. However, many women face barriers such as high costs, lack of insurance, and limited availability of specialized care. Without proper healthcare, women may struggle to manage chronic conditions, leading to increased absenteeism and decreased productivity. 

In this article, we will explore these issues in depth, examining the current state of the US workplace for women and discussing potential solutions to create a more equitable and supportive environment for all. By understanding and addressing these challenges, we can work towards a future where women can fully realize their potential in the workforce. 

Economic Inequality Affecting Women in the US Workforce 

Economic inequality remains a significant challenge for women in the US workforce, revealing in various forms that collectively restrict their financial stability and career advancement. One of the most prominent issues is the persistent gender wage gap. On average, women earn only 84% of what men earn for similar roles. This disparity is even more pronounced for women of color, with Black women earning about 70% and Hispanic women earning about 60% of what white, non-Hispanic men earn.  

Examining the educational attainment data in the US demonstrates that there are more complex, endemic factors at play that impact women’s economic inequality. For in fact, women are earning a substantially greater percentage of academic degrees – long seen as a proxy to better career opportunities and higher pay. In the 2021-2022 academic year, 632,790 women earned associate’s degrees, which is 62.8% of all associate’s degrees conferred that year, 1,179,720 women earned bachelor’s degrees, which is equivalent to 58.6% of all bachelor’s degrees conferred. Even in post graduate studies women are surpassing men with 2021 – 2022 seeing that 551,360 women earned master’s degrees, which is equivalent to 58.6% of all master’s degrees conferred. The disconnect between greater women’s academic achievement and the ensuing wage gap suggests that women face significantly larger obstacles than men in the workplace only to arrive at often lesser outcomes. So, despite progress in education and workforce participation, the wage gap has remained relatively stagnant over the past two decades, highlighting the persistent structural barriers women face. 

Career choices and occupational segregation also play a crucial role in perpetuating economic inequality. Women are often overrepresented in lower-paying industries such as healthcare, education, and administrative support, while being underrepresented in higher-paying fields like technology, engineering, and finance. This segregation is partly due to societal expectations and gender norms that influence career aspirations from a young age. Additionally, women frequently encounter discrimination and bias in hiring and promotion processes, which can limit their access to higher-paying roles and leadership positions. The “broken rung” phenomenon, where women are less likely to be promoted to their first managerial role compared to men, further exacerbates this issue. Research indicates that for every 100 men promoted to manager, only 72 women receive similar promotions. This disparity is even more pronounced for women of color; for every 100 men promoted, only 58 Black women and 68 Latinas are promoted. This initial gap significantly contributes to the underrepresentation of women in senior leadership positions. 

External factors also contribute to the precarious financial health of women. Women are more likely to take career breaks or reduce their working hours to manage family responsibilities, which can significantly impact their lifetime earnings and retirement savings. The lack of affordable childcare and inadequate parental leave policies in the US often force women to make difficult choices between their careers and family obligations. Moreover, women tend to live longer than men, which means they need to save more for retirement, yet they often have less saved due to lower lifetime earnings. This financial vulnerability is compounded by the fact that women are more likely to spend on household and family-centered expenses, further straining their financial resources. 

Workplace Discrimination and Harassment  

Workplace discrimination and harassment remain pervasive issues that significantly impact women across various industries in the US workforce. According to the U.S. Equal Employment Opportunity Commission (EEOC), between FY 2018 and FY 2021, women filed over 78% of the 27,291 sexual harassment charges received. This data underscores the prevalence of harassment, which ranges from sexist jokes and obscene comments to unwelcome sexual advances and physical assault. Despite the rise of the #MeToo movement, which brought increased awareness and calls for change, the rate of sexual harassment has not significantly improved over the past five years. 

The effects of workplace harassment on women are serious and varied. Many women who experience harassment report severe psychological impacts, including anxiety, depression, and post-traumatic stress disorder (PTSD). These mental health issues can lead to decreased job satisfaction, lower productivity, and higher absenteeism. Additionally, harassment often forces women to leave their jobs prematurely, disrupting their career progression and reducing their lifetime earnings. A survey by the American Association of University Women (AAUW) found that 38% of women who experienced harassment left their jobs early, and 37% reported that it hindered their career advancement. This not only affects individual women but also contributes to the broader gender and retirement wage gaps. 

Unfortunately, perpetrators of harassment, who are predominantly men, often face little to no consequences for their actions. This lack of accountability perpetuates a culture of privilege and discourages victims from coming forward. The EEOC reports that 90% of individuals who experience harassment never take formal action, such as filing a complaint with HR or consulting an attorney. The reasons for this underreporting are varied and complex. Many women fear retaliation, such as being ostracized by colleagues, receiving negative performance reviews, or even losing their jobs. Others feel that their complaints will not be taken seriously by managers, who are often men, or that the process of reporting will be too humiliating and time-consuming. This silence allows harassment to continue unchecked, creating a toxic work environment that affects all employees. 

To address these issues, HR leaders should establish and implement comprehensive policies and programs that support women and focus heavily on cultural interventions to create a safe and inclusive workplace for all. Key strategies for HR leaders and organizations include: 

Take a Stand – Reinforce company values and behavioral expectations through zero-tolerance policies towards sexual harassment and discrimination and emphasize and communicate existing conduct policies. 

Keep People Accountable – Hold perpetrators accountable by taking swift and appropriate disciplinary action. Ensure that investigations are thorough and unbiased, and that there are clear consequences for those found guilty of harassment. 

Update Reporting and Response – Handle reports and incident responses more transparently, so that employees place more trust in HR and feel like their concerns will be taken seriously. 

Update Employee Training – Update and modernize training and communications related to harassment and discrimination emphasizing strategies to support victims and to hold perpetrators accountable. Strengthen awareness of appropriate response and reporting mechanisms. 

Measure and Track Data – Implement regular surveys and establish informal and frequent feedback mechanisms to evaluate progress and identify areas of concern. Publish results transparently to the organization and hold leadership accountable for making progress. 

By implementing these strategies, organizations can create a safer and more supportive workplace for women, ultimately benefiting the entire workforce and promoting gender equality. 

Work/Life Balance Challenges for Women in the Workplace 

Balancing work and personal life remain a significant challenge for many women in the US workforce. Women often bear a disproportionate share of childcare, caregiving, and household responsibilities, which can strain their ability to maintain a healthy work/life balance. According to a Pew Research Center survey, 59% of women report doing more household chores than their spouse or partner, while only 6% say their spouse or partner does more. This imbalance extends to childcare, where women are more likely to handle daily tasks, such as feeding, bathing, and managing children’s schedules and activities. These additional responsibilities can lead to chronic stress and burnout, making it difficult for women to focus on their careers and achieve professional success. 

The COVID-19 pandemic highlighted and exacerbated these disparities. Despite the increased time spent at home, the division of household labor remained largely unchanged, with women continuing to shoulder the majority of domestic duties. This persistent inequality in household responsibilities underscores the need for more equitable sharing of tasks between partners to support women’s work/life balance. 

HR leaders can play an important role in helping the women in the workforce manage through these inequities and challenges. By reshaping workplace policies and cultures to support a more equitable division of household and caregiving responsibilities, HR can help remedy the unequal burden placed on women. These inequities should matter to HR and to business leaders as they impact workforce productivity, retention, leadership pipelines, and overall employee well-being. Some ways that HR leaders can help drive meaningful change include: 

Establishing Parental Leave Policies and Encouraging Their Use – Organizations should offer and encourage equal paid parental leave for all parents, including fathers and non-birthing partners. HR should track usage of parental leave and address any stigma or penalties associated with taking leave with managers and senior leaders. 

Supporting Flexible Working Arrangements – To the extent that the nature of the work supports flexible work, offer flexible hours, remote/hybrid work, and job-sharing to accommodate caregiving demands. Additionally, work with managers to ensure that flexibility is applied equitably across genders. 

Formalize Return to Work Programs – Establish structured “returnships” for employees (often women) re-entering the workforce after caregiving breaks. Offer career coaching and skills update training to help smooth returner’s transitions back into management and leadership roles. 

Ensure Caregiving Doesn’t Derail Careers – Develop leadership tracks that accommodate non-linear career paths, acknowledging caregiving breaks without penalty. Create mentorship and sponsorship programs specifically for caregivers returning to work. 

Establish Robust Caregiving Benefit Programs – Provide childcare benefits such as on-site care, backup childcare options, or childcare stipends. Extend similar benefits to eldercare, which also disproportionately affects women. 

While employers can positively impact the challenges surrounding the inequities of household labor and caregiving responsibilities effecting women, a societal and cultural response is also required. The persistent inequalities in the division of household duties and caregiving tasks in the U.S. are deeply rooted in historical gender norms, economic structures, and workplace expectations. However, several cultural and societal interventions have been implemented—or could be expanded—to address this imbalance which include legislatively protected parental leave, increased public support for affordable and accessible childcare, social awareness campaigns addressing these inequalities, and more vocal support for the fair and equitable division of responsibilities by prominent men in leadership. This is a significant challenge that will require major shifts in policy, cultural expectations, and workplace support to make meaningful progress against. 

Women’s Health and Wellbeing in the Workplace 

Women’s health and wellbeing in the workplace encompass a range of issues that uniquely affect female employees, impacting their ability to thrive both personally and professionally. One of the key health issues is reproductive health, which includes menstrual disorders, fertility treatments, pregnancy, and menopause. Conditions like endometriosis and polycystic ovary syndrome (PCOS) can cause severe pain and fatigue, leading to increased absenteeism and reduced productivity. Fertility treatments and pregnancy-related complications often require time off work and accommodations, which are not always adequately provided by employers. Menopause, with varied symptoms such as hot flashes, sleep disturbances, and mood changes, can also significantly affect women’s performance at work. 

Mental health is another critical aspect of women’s wellbeing. Women are more likely to experience anxiety, depression, and stress due to the dual burden of work and family responsibilities. We have already covered how women bear the largest share of household duties and caregiving responsibilities – on top of their workloads with their employers.  

The stigma surrounding being transparent about mental health challenges can prevent women from seeking help, further exacerbating their conditions. Mental health issues can lead to burnout, decreased job satisfaction, and higher turnover rates. Additionally, women often face psychosocial hazards such as discrimination and sexual harassment, which can have severe psychological and physical effects. Experiencing or witnessing harassment can lead to anxiety, depression, and a sense of isolation, reducing job satisfaction and hindering career progression. 

Organizations can better support the health and wellbeing of women in the workplace by implementing comprehensive policies and programs addressing women’s health issues head on. Providing access to reproductive health benefits, such as fertility treatments and menopause care, is essential. Providers like Midi Health have made great strides in providing access to menopause care – a woefully underserved area of medicine.  

Flexible work arrangements, including remote work options and flexible hours, can help women balance their professional and personal responsibilities. Mental health support, such as counseling services and mental health days, can also make a significant difference. As noted above, creating a safe and inclusive work environment by addressing discrimination and harassment through clear policies and training is also crucial for supporting women’s wellbeing. 

Challenges with wellbeing can significantly impact women’s success and productivity at work. Health issues and lack of support can lead to increased absenteeism, lower productivity, and higher turnover rates. Women who feel unsupported are more likely to leave their jobs or reduce their working hours, which can hinder their career advancement and financial stability. On the other hand, organizations that invest in women’s health and wellbeing will likely benefit from reduced absenteeism, higher job satisfaction, increased productivity, and a better reputation in the market for talented women. A supportive work environment can also enhance employee retention and attract top talent, ultimately benefiting the organization’s bottom line and improving the lives of its workers. 

By being more intentional and investing in women’s health and wellbeing, organizations can create a more equitable and productive workplace. This not only benefits female employees but also contributes to the overall success and sustainability of the organization. 

Conclusion 

Addressing women’s issues in the workplace—economic inequality, harassment and discrimination, work-life balance, and health and wellbeing—is not just about fairness; it is about unlocking the full potential of the workforce. Persistent pay gaps and limited advancement opportunities prevent women from achieving financial stability and career growth, while harassment and discrimination create hostile environments that stifle innovation and engagement. Without meaningful support for caregiving responsibilities and policies that promote work-life balance, many women are forced to choose between professional ambition and personal wellbeing. Additionally, the lack of adequate attention to women’s health concerns, from maternity support to menopause accommodations, leaves too many struggling to make it all work and to achieve their goals. 

When women are fully supported in their careers and personal lives, businesses and economies thrive. Companies that prioritize gender equity see higher employee retention, increased productivity, and stronger financial performance. Societies that empower women enjoy higher GDP growth, greater social stability, and more diverse perspectives in leadership. The benefits extend beyond individual organizations—investing in women is investing in economic progress, innovation, and long-term prosperity. 

HR and organizational leaders hold the power to drive real change. The challenge is clear: build workplaces where women are paid equitably, protected from harm, supported in their roles as caregivers, and given the tools to maintain their health and wellbeing. This is not just a moral imperative but a strategic one. The future of work must be inclusive, equitable, and designed to ensure that women, like all employees, have the opportunity to thrive. The time for action is now—because when women succeed, everyone succeeds.