Women’s fatigue is often underestimated due to gender bias. A 2024 study found that while women reported higher fatigue levels than men, observers consistently rated women as less fatigued based on nonverbal cues. A follow-up study confirmed this trend, showing that women’s fatigue was consistently underestimated compared to their self-reports, while men’s fatigue was overestimated relative to their self-reports.
Masked Fatigue in Women
Nonverbal behaviors like attentiveness and expressiveness influence how fatigue is perceived, allowing women—especially full-time working mothers—to mask their accurate levels of exhaustion. However, unrecognized fatigue can lead to burnout, decreased productivity, and long-term health issues, making adequate rest essential for recovery and well-being. While most adults need between seven and nine hours of sleep per night, only 11% of full-time working mothers get eight or more hours.
Encouraging Workplace Rest
If working mothers can’t find rest at home, they must claim it at work—and their managers are responsible for empowering them to do so. Rest at work is more than just taking breaks; it’s about creating a work environment that supports mental, emotional, and physical well-being. The U.S. Department of Health and Human Services reports that when workplace leaders set, respect, and model clear boundaries, employees gain the necessary time for rest, optimizing their health, productivity, and creativity.
Shared Accountability
Here’s how managers and working mothers can share accountability in creating a workplace that actively supports rest and combats hidden fatigue.
- Both managers and employees should prioritize short, regular breaks (5-10 minutes every hour) and commit to incorporating them into their routines.
- Companies can offer designated nap rooms or quiet spaces for rest, and working mothers can take advantage of these areas to recharge.
- Working mothers should feel comfortable saying “no” or “not at this time,” mentally detaching from work after hours, using their PTO without guilt, and enforcing boundaries.
- Women should reduce overstimulation by minimizing noise and taking time away from screens to manage their sensory input.
- Engaging with groups outside of core teams, such as employee resource groups, can rejuvenate the mind, and women should feel encouraged to build new relationships within these communities.
- Managers who normalize mental health days are essential, and women should take responsibility for recognizing when they need time off to support their emotional well-being.
Above all else, when managers cultivate psychological safety, it goes a long way in addressing the deep-rooted gender bias in how fatigue is perceived and managed. Women—especially full-time working mothers—become empowered to voice concerns about their fatigue or workload, fostering a sense of support often lacking in the workplace. By removing judgment and promoting open dialogue, workplaces create an environment where rest for women is encouraged and prioritized. When both managers and working mothers share the responsibility of prioritizing rest, companies can develop healthier, more productive cultures that support well-being.