The societal misconceptions of women being better at multitasking have not only led to unequal division of labour but also to maternal gatekeeping.
Hiring policies and Leadership models were big words in the corporate league – at least a decade ago. Well now, they are more than words, taking a new form in every organization. While these visibles define a workplace, there is a factor silently dropping a weight on professional growth and success – the uneven responsibilities of domestic and emotional labors.
The Hidden Load of Labor
Domestic labor, often misunderstood, is beyond just the household chores; it has other dimensions to it – physical, cognitive, and emotional. While physical labor is the execution of tasks, the actual effort goes into the thought (planning) and managing schedules – at home and at the workplace. Today’s generation takes a step forward in sharing the physical load but the emotional and cognitive load is still on women. Unlike physical labour, emotional and cognitive labour get overlooked easily.
Reason for the Divide
The uneven division of labour is not a personal choice but a reinforcement of gender norms and social structures.
Maternal Gatekeeping: New or young fathers are often corrected every time they contribute to the chores. This is because women subconsciously set high standards for chores, causing an imbalance in responsibilities.
‘Women are natural multitaskers’: Norms and structures created a belief that women are better at planning, organizing, and execution. The reality is that they are expected to handle multiple tasks and eventually get better.
Structural barriers in workplace culture: A woman on maternal break or responsibility often adjusts her career path, further perpetuating the idea that domestic labour is a woman’s field.
Labour and Workplace Connection
This domestic and emotional labour subtly extends to the workplace in more ways than one.
Time and cognitive load: When women are constantly on the run, they often have fewer opportunities to network or develop their careers.
Increased gaps in career: When women adjust their career paths to manage domestic responsibilities, they also have longer career breaks, leading to a larger pay gap.
Allyship – The Shift and Future
With Gen-Z and Gen-Alpha comes a change in managing domestic and emotional labor. Men are slowly recognizing their roles as allies – not just at work but at home too. Men are not only co-parenting but also sharing the load through planning and execution. Be it school pick-ups or chopping vegetables, they are just helping out. Organizations are changing their policies and strategies – parenting leaves and flexible work are no longer for women alone but for men too. The 2024 Best Companies for Women in India report by Avtar and Seramount revealed 100% of the top 10 companies have gender neutral policies, including parental leave.
Workplace culture and inclusion are no longer checklist items but everyday scenarios. Inclusion does not mean addressing the hiring or pay gaps; it’s addressing the hidden factors of workplace opportunities for a progressive future.
