Donald Trump’s reelection has sent ripples through the professional world—particularly among women. For many, this outcome has been more than a political loss; it feels deeply personal. Many mental health experts have witnessed a startling trend among their clients: a wave of high functioning depression. Women are still showing up at work, fulfilling their responsibilities, and appearing outwardly composed, but beneath the surface, they’re struggling. Author of High Functioning, Overcome Your Hidden Depression and Reclaim Your Joy, Dr. Judith Joseph, MD shares that “Leading up to the election I noticed a peak in anxiety from my female patients. Many were hopeful that a woman could be president. However the immediate online rhetoric from misogynistic men and voters who rejoiced when Vice President Harris lost, in addition to the conversations around abortion rights and women’s health, left many women feeling downright depressed and anxious.” If you—or some women you know have been feeling “off” since November 6th, you’re not imagining it.
Election Outcomes and Emotional Fallout
Studies have shown a link between political outcomes and mental health. According to the American Psychological Association, 68% of Americans reported the 2020 election as a significant source of stress, with women disproportionately affected. Fast forward to 2024, and the stakes feel even higher, with many women interpreting Trump’s return to office as a symbolic and tangible step backward for gender equity, reproductive rights, and workplace equality.
This despair is impacting their professional lives in nuanced but powerful ways. Productivity drops, procrastination rises, and interactions with co-workers—particularly those who supported Trump—become fraught with tension or avoidance. The effects aren’t limited to individuals; they’re creating ripple effects across teams, departments, and entire organizations. Dr. Joseph explains, “Women of color, LGTBQ+ patients and mothers are all impacted by the election, however many of the white men I treat also feel negatively impacted by this outcome. There is a concern that the country is moving towards protecting traditional values of select groups over values that represent the diversity of the country.”
5 Signs of Functional Depression in the Workplace
For employers, functional depression can be challenging to identify, as those experiencing it often mask their struggles. However, there are telltale signs:
1. Increased Absenteeism or “Presenteeism”
Employees may call in sick more often or, conversely, show up to work but perform minimally.
2. Decreased Engagement
Once-active participants may withdraw from meetings or disengage from collaborative projects.
3. Procrastination
Even high-performing employees may struggle to stay on track and hit deadlines.
4. Avoidance Behavior
Some employees may avoid co-workers who they suspect hold opposing political views.
5. Emotional Shifts
Uncharacteristic irritability, tearfulness, or detachment can signal deeper issues.
5 Ways Employers Can Support Those Struggling
Leaders have a unique opportunity—and responsibility—to help their teams navigate this emotionally charged time. Here are five actions employers can take:
1. Acknowledge the Emotional Toll
Avoid the temptation to brush past or minimize the impact of the election. Host an all-hands meeting or send a thoughtful communication recognizing that these are emotionally challenging times for many. An acknowledgment doesn’t require taking a political stance; it’s about validating human experiences.
2. Offer Mental Health Resources
Ensure employees are aware of available mental health support. Whether it’s an Employee Assistance Program (EAP), access to counseling services, or mindfulness workshops, make these resources accessible and destigmatized. Employers can also bring in mental health professionals for group sessions or training.
3. Encourage Flexibility
Functional depression often drains energy and focus so consider allowing employees more flexibility with deadlines, remote work, or adjusted schedules. A day off to reset or work from home can make a world of difference.
4. Foster Inclusive Conversations
Create spaces for open dialogue, but with boundaries. A moderated discussion or a voluntary forum where employees can share their feelings may help them process their emotions. This requires strong ground rules to ensure respect and psychological safety. Dr. Joseph recommends, “Forming groups to talk about how they feel. This can help people who are experiencing similar reactions know that they are not alone, and that other people are struggling too—which can help them feel more seen and protected.”
5. Provide Training for Managers
Equip managers to recognize signs of stress and depression and respond empathetically. Managers should be taught to check in with employees individually, offering support rather than judgment.
A Deeper Impact on Women
For many professional women, Trump’s reelection feels like a direct challenge to their progress and autonomy. Social media is full of posts of women share stories of spending hours doom-scrolling through news, ruminating over the future of reproductive rights, or disassociating from daily tasks. They describe feelings of helplessness, exacerbated by seeing colleagues—some of whom they respect—celebrating the election outcome.
This emotional weight often translates into avoidance behaviors, procrastination, or outright burnout. For women in leadership, who are often expected to “keep it together” and lead through crises, the burden is even heavier.
The Path Forward
Organizations have a critical role to play in fostering an environment where employees feel supported, not silenced. Creating a psychologically safe workplace isn’t just an act of compassion—it’s good business. Studies consistently show that employees perform better when they feel heard and valued, even in the face of adversity.
As individuals, we can also take steps to protect our mental health. Limiting exposure to distressing news, building boundaries with co-workers around political discussions, and seeking professional support are all vital strategies.
Finally, it’s essential to remember that functional depression, while hidden, is still a serious condition. Women—and all employees—deserve to work in environments where they can bring their full selves to work, even in difficult times.
This election may have brought new challenges, but with intentional leadership and community support, we can create workplaces where resilience and connection can flourish despite adversity. Empathy, flexibility, and acknowledgment are not just ideals; they’re imperatives for navigating this turbulent moment and combating high-functioning depression in the workplace.