The health-care crisis in Canada has a gendered dimension, with the burden of care falling disproportionately on women [41d2e6d4]. Women, especially racialized women, are more likely to be in lower-paying positions in the health sector that require close and prolonged contact with patients [41d2e6d4]. This exacerbates the health-care crisis as the burden of care work in the community and at home falls primarily on women [41d2e6d4]. The experiences of women working on the frontlines of the COVID-19 response have highlighted the gender inequality within the health system [41d2e6d4]. Improved working conditions in feminized health and care sectors would empower those providing care [41d2e6d4].
Burnout in the healthcare industry is leading to clinical errors and severe stress [25fab2d5]. The industry has a toxic work environment with high rates of bullying, harassment, discrimination, and abuse [25fab2d5]. Burnout has financial costs for individuals, organizations, and communities, including sick days, decreased productivity, and legal repercussions [25fab2d5]. Workplace misconduct also damages reputational capital and public trust [25fab2d5]. Efforts are being made to combat these issues, including awareness campaigns and support networks [25fab2d5]. The Royal Australasian College of Surgeons has implemented initiatives to address workplace misconduct [25fab2d5]. The cost of addressing workplace bullying can be significant but is necessary for proactive change [25fab2d5]. Burnout and workplace misconduct have detrimental effects on patient safety and the health of healthcare workers [25fab2d5]. Cultural change requires recognition of the problem and financial support for targeted interventions [25fab2d5]. It is important for healthcare professionals to take this issue seriously and serve as role models by eradicating workplace misconduct [25fab2d5].
Research conducted by dRPC and ALiGN reveals biased narrative against women in media coverage of appointive and elective positions [c242623c]. The media's portrayal of women in these positions shapes public perceptions and political discourse [c242623c]. The research recommends changing these narratives to ensure equal treatment for women [c242623c]. The NIPPS Gender and Public Policy Center aims to bridge the gap in gender mainstreaming in public policy [c242623c]. The research highlights the need for inclusion and balanced national development [c242623c].
Gender inequality in the workplace is expected to worsen due to the COVID-19 pandemic. Women are disproportionately affected by job losses and reduced working hours. The pandemic has also increased the burden of unpaid care work on women. Remote work and flexible schedules may exacerbate gender disparities as women are more likely to take on household and childcare responsibilities. The lack of affordable childcare options further hinders women's ability to fully participate in the workforce. Gender pay gaps are also expected to widen as women are more likely to work in sectors heavily impacted by the pandemic, such as retail and hospitality. The pandemic has highlighted the existing structural barriers that hinder women's progress in the workplace, including unconscious bias, lack of representation in leadership positions, and limited access to mentorship and sponsorship opportunities. To address these issues, companies need to prioritize gender equality and implement policies that support women's advancement. This includes promoting flexible work arrangements, providing affordable childcare options, and ensuring equal pay for equal work. Government intervention is also crucial in creating a supportive environment for women in the workforce. Gender equality is not only a matter of social justice but also essential for economic growth and resilience. [4cec9037]
The COVID-19 pandemic has forced many working mothers to work from home, but this arrangement has proven to be challenging and unsustainable for many. The lack of childcare options, increased household responsibilities, and blurred boundaries between work and personal life have taken a toll on working mothers. This article discusses the negative impact of remote work on working mothers and calls for better support and policies to address their needs. [290e8431]
The burnout syndrome, characterized by physical, emotional, and mental exhaustion caused by prolonged investment in demanding work situations, has become a growing concern in France [8272e98d]. A study indicates that the number of people experiencing burnout in France has tripled since the COVID-19 pandemic [8272e98d]. The pandemic has led to increased chronic stress and internal and external violence in the workplace, which are the main risk factors for burnout [8272e98d]. To address these risks, there are insurance contracts available to combat psychosocial risks and provide psychological support to employees [8272e98d]. Women are more susceptible to stress hormones, which can have consequences for their physical health [8272e98d]. Burnout also has a cost for companies, with a growing number of employees on sick leave and a loss of productivity [8272e98d]. Stress-related absences, burnout, and other psychosocial risks cost between 1.9 and 3 billion euros in France [8272e98d].
Recognizing the signs of burnout is crucial in preventing its negative effects. Symptoms of burnout include chronic fatigue, physical and emotional exhaustion, decreased performance, cynicism, and detachment from work [8272e98d]. It is important for individuals and organizations to prioritize self-care, set boundaries, and seek support when needed to prevent burnout [8272e98d]. Employers can also play a role in preventing burnout by promoting work-life balance, providing resources for mental health support, and creating a positive work environment [8272e98d].
Neurodivergent people, including autistic people, dyslexic people, and ADHDers, are at risk of burnout at work. Neurodivergent burnout can have similarities with neurotypical burnout but also has unique features such as social withdrawal, executive function overload, and reduced tolerance to sensory stimuli. Neurodivergent burnout can be caused by over-work, stress, confusion about work expectations, and masking, which is the effort to hide one's neurodivergent traits and appear neurotypical. Many neurodivergent people choose not to disclose their neurodivergence at work due to cultural ignorance, which disincentivizes disclosure and contributes to burnout. Managers play a significant role in employee engagement and can create a more comfortable space for disclosure and support. A lack of awareness and discomfort in discussing neurodiversity among managers contributes to burnout challenges. Building teams with awareness and familiarity of neurodiversity can help create optimal team output and productivity. The article highlights the importance of recognizing and leveraging the unique skills of neurodivergent individuals in the workplace.