Why work-life balance never existed for women —And what it says about their mental wellbeing

She spoke candidly about her own experiences as a working mom, often having to “miss out” on certain moments, following what she called a “no-regret policy” while climbing the corporate ladder and fulfilling her responsibilities at home. 

One thing is certain: Nooyi, like many successful women leaders, has become an enduring inspiration for working women everywhere. Despite the challenges, these women didn’t just pave their own way, they reshaped the whole narrative for countless others who continue to juggle professional ambitions and personal duties every single day. 

On a typical day, while most men begin their work around 8 or 9 a.m., checking schedules and meetings, many women’s workdays actually begin the night before, even if she’s a CEO. As they prepare to go to bed, their minds are already mapping out the next day: planning meals, organizing kids’ schoolwork and backpacks, sorting out their partner’s meals, or managing elder-care responsibilities.

It’s not easy, in fact, it’s mentally exhausting. Yet women somehow make it look seamless, even effortless. This invisible mental load, though rarely acknowledged, is what keeps many homes and routines running smoothly. 

This imbalance didn’t appear overnight. The truth is, industries were never originally designed with women in mind as part of the workforce. For decades, women were seen primarily as caregivers, responsible for running households, while men took on the role of sole breadwinners and running economies.

But times have changed. We’re now in Industry 4.0, with rapid transformations happening across sectors. Women today make up nearly half of the workforce, a fact supported by multiple reports. Recognizing this shift, governments in emerging economies have rolled out supportive measures for women employees: flexible work policies, extended maternity leave, childcare programs, inclusive career progression frameworks, and more. 

But here’s the catch: are policies enough if they aren’t practical? Organizations may adopt them, but real impact happens only when women feel truly empowered, supported, and able to thrive, not just on paper, but in day-to-day realities.

Many women juggle professional responsibilities alongside household and caregiving duties. This dual burden, often referred to as the “second shift", can lead to chronic stress, fatigue, and even burnout. Unlike men, societal expectations often make women the primary organizers of family life, adding a constant cognitive load. 

Despite progress, women still face unequal pay, limited promotion opportunities, and subtle biases. Add to this - microaggressions, lack of recognition, or feeling undervalued can erode confidence, self-esteem, and mental wellbeing. 

Women often bear the invisible emotional labour of managing both personal and professional worlds. Expectations around appearance, parenting, and behavior can amplify anxiety and stress, making it harder to disconnect.

Research shows women report higher levels of stress, anxiety, and depression compared to men. However, this may partly reflect gendered differences in how mental health is expressed and reported. Men are often less likely to acknowledge or seek help due to stigma, creating the perception that women “break down” more often. 

So why can’t women just stay at home and avoid stress? Well, that’s not the point, and honestly, it’s not necessary. Many women are single mothers or sole breadwinners, supporting both their children and elders. Plus, having women in the workforce is crucial, not just for household incomes but for overall economic growth. 

Supporting women’s mental wellbeing requires action on multiple fronts: 

#1 Organizational support - offering flexible work hours and hybrid work models, inclusive policies, mentorship programs, and leadership opportunities, recognition of achievements and fair performance evaluations. 

#2 Personal strategies - Women setting clear boundaries between work and personal life, prioritizing self-care through exercise, hobbies, or mindfulness practices, and journaling, meditation, or other stress-management routines. 

#3 Social and community support - Building supportive networks at work and at home, joining peer groups, women’s associations, or professional communities, and encouraging open conversations about mental health to normalize vulnerability. 

#4 Professional help - Access to counseling, therapy, or coaching tailored to women’s experiences, and leveraging employee assistance programs (EAPs) or digital wellness initiatives.

Therefore, it’s time, for men as partners, to share household and caregiving responsibilities, and for organizations as employers, to stop imposing rigid “this is how we work” policies on working mothers, and instead build an environment that truly supports women’s mental wellbeing.  

Work-life balance was never built for women, it was built around a system that assumed someone else was taking care of everything at home. But as more women redefine what it means to lead, work, and live, they’re also redefining what balance truly means. 

By recognizing their unique challenges and investing in their mental wellbeing, both individually and organization as a whole, we can create a future where women don’t have to “do it all” to prove their worth. They can simply be, strong, supported, and thriving.

Many organizations are already recognizing the importance of mental health support for women in the workplace and are taking steps to provide it, extending support for maternity, caregiving, menopause, and offering flexible work arrangements.