The professional world often presents a polished image of progress and for many women, the reality is a complex balancing act. The Deloitte Women @ Work 2025 report surveyed 7,500 women globally, and the findings paint a detailed picture of the modern workplace experience.
While we are making strides, significant hurdles remain that affect everything from wellbeing to career progression. It’s clear the conversation needs to move beyond just presence in the office to the quality of the experience once there. Understanding these challenges is the first step toward building workplaces that genuinely work for everyone.
|
Category |
Key findings |
Statistics |
|
Mental health |
Many women rate their mental health poorly and feel unable to switch off from work. |
51% rate mental health as good; 36% report higher stress than last year. |
|
Workplace support |
There is a significant fear of judgment when disclosing mental health challenges to managers. |
90% believe disclosing challenges would negatively impact their manager’s view. |
|
Physical health |
Women often work through pain related to menstruation or menopause without taking leave. |
24% experience health challenges due to menstruation, menopause, or fertility issues. |
|
Household duties |
Women still bear the primary load for domestic tasks, even when they are the main earner. |
57% are responsible for cleaning; 53% are responsible for childcare. |
|
Retention |
Very few women plan to stay with their current employer long-term, citing lack of flexibility. |
Only 5% plan to stay with their current employer for more than five years. |
|
Safety |
Concerns about personal safety while working or traveling for work are prevalent. |
33% are concerned about personal safety at work. |
|
Harassment |
Non-inclusive behaviours like micro-aggressions remain a common experience in the workplace. |
34% experienced non-inclusive behaviours in the past year. |
|
Reporting issues |
Trust in the reporting process for bad behaviour is extremely low. |
Only 10% believe action would be taken if they reported non-inclusive behaviours. |
Wellbeing under pressure
One of the most significant findings revolves around mental and physical health. The report highlights that only about half of women, just 51%, rate their mental health as good, with 36% reporting that their stress levels are higher than a year ago. This isn’t just a feeling of being overwhelmed, it points to a workplace environment that lacks support. A staggering 90% of women believe disclosing a mental health challenge to a manager would result in negative perceptions. This creates a culture of silence where an invisible burden is carried daily.
The pressure extends to physical health too. Around 24% of women experience health challenges related to menstruation, menopause, or fertility, yet many feel compelled to work through high levels of pain without taking time off or disclosing the real reason for their absence.
The second shift and retention woes
Responsibilities don’t end when the workday does, and the data confirms that women continue to shoulder the majority of household duties. For instance, 57% hold the main responsibility for cleaning and 53% for childcare, an imbalance that persists even for the 36% of respondents who are the primary earner in their household. This adds another layer of pressure and makes achieving a true work life balance incredibly difficult.
This constant juggle directly impacts loyalty and retention. The report found that only 5% of women plan to stay with their current employer for more than five years. A lack of flexibility, poor work life balance, and insufficient opportunities for advancement are key reasons women look for new roles.
Inclusivity and safety in focus
Feeling safe and included should be a given at work, but for many, it isn’t. The report reveals that a third of women, 33%, are concerned about their personal safety at work. Beyond physical safety, non inclusive behaviours remain a common experience, with 34% of women reporting they have encountered them, most often micro-aggressions.
Even when these incidents are reported, there’s a widespread belief that meaningful action won’t be taken. Only 10% of all respondents believe that reporting non inclusive behaviour would lead to action regardless of the perpetrator’s seniority. This lack of trust erodes morale and makes it difficult to foster an environment where everyone feels respected and valued.
Something to remember
Creating a workplace where women can thrive isn’t about a single policy or a grand gesture. It’s about cultivating a culture of genuine support, flexibility, and respect every single day. The small things, like how a manager responds to a request for flexibility or how seriously non inclusive behaviour is treated, add up to create the bigger picture. Real progress happens when organisations listen to these experiences and commit to making tangible, consistent changes that address the root causes of these challenges.
