Women’s Day: Beyond Multiple Hats – Demanding Real Support

It’s easy to get caught up in the idea that women are powerful change-makers, that we can handle everything, and that we are natural at wearing multiple hats.

But what happens when the expectations placed on us aren’t so much a celebration of our strengths but a quiet assumption that we’ll just carry the weight, no matter what?

This article will dive deep into the real issues surrounding gender equality, work-life balance, and the growing problem of burnout for women in today’s corporate world.

Let me share a personal experience from my time at one of my previous jobs.

When I handed in my resignation letter, the management was caught off guard. “Why are you leaving?” they asked.

“I need a break,” I replied.

I told them that the stress had taken a toll on me, and I no longer felt the happiness I once had about my work or workplace.

So, I decided to take a step back, prioritize my family, and just breathe for a while.

They praised my calm demeanor, my ability to adapt to the company culture, and how I had juggled my family responsibilities alongside the demands of my job.

But the part that truly struck me was when they said, “If we can provide you with more benefits, reduce your stress, and provide a backup assistant, would you stay?”

The twist?

I had requested a permanent assistant to help manage my workload for over a year.

Every time I asked, I was told, “There’s no budget allocated.”

But suddenly, when I was leaving, they were ready to accommodate my request.

It highlights a common problem many women face in the workplace.

It made me think about the hidden truths behind corporate decisions.

The reality is that the company, like many others, had very few female employees, and most of them had been with the company for over a decade.

As a woman, I had been praised for my ability to multitask—managing family responsibilities and handling a variety of tasks at work, all while keeping calm and quiet.

This was seen as a strength, something to be appreciated.

Instead, they were relying on outdated assumptions that women are naturally more patient, more adaptable, and more willing to shoulder the burden of task shifting without complaint.

This hidden expectation wasn’t about celebrating my strength as a woman, it was about using the very traits that make women so reliable to ensure operations ran smoothly without truly offering the support we need to thrive.

The assumption was that because we had family responsibilities, we would work harder, stay longer, and make fewer waves.

The message wasn’t about empowering women.

It was about taking advantage of the “calm and quiet” nature that women are often seen to have.

We are often praised for our abilities, but how many times do we really receive the necessary support?

How many times are our requests for assistance ignored until we reach our breaking point?

This is the reality of many women in the workplace today, expected to work harder, balance more, and never show signs of struggle.

But it’s not a fairy tale where everything works out in the end because women are “naturally” good at handling stress.

This is an unfair and unbalanced expectation.

Women shouldn’t have to prove themselves over and over again by doing it all—by being the calm ones, the quiet ones, the ones who handle everything without complaint.

It’s time to change the narrative.

Let’s push for workplaces that offer support, equality, and a genuine understanding of the contributions that women make, both professionally and personally.

Let’s move beyond the outdated notion that women will quietly handle everything—and let’s demand a system that truly supports and values women for their hard work, their brilliance, and their need for balance.

Through real experiences like mine, it’s clear that many companies view women as natural multitaskers who will take on extra work without complaint.

They assume women will stay put because of job security, family responsibilities, or because they are less likely to challenge decisions.

But this mindset is exactly why so many talented women burn out, lose motivation, or leave.

We need a structured, actionable system that values women from the start.

Here’s what that system should look like:

1. A Staffing Plan That Prevents Burnout

   • Women are often overloaded with responsibilities, and instead of addressing the workload, companies rely on their abilities. A sustainable system should include:
     • Allocating proper team support (like assistants for managerial roles).
     • Setting realistic workload expectations rather than assuming women will “figure it out.”
     • Conducting regular workload reviews to prevent silent burnout.

2. A Transparent and Responsive Management Approach

   • My experience showed that management often only reacts when an employee is about to leave. Instead of waiting for a resignation letter, companies should:
     • Actively listen to employee concerns before they reach a breaking point.
     • Have structured check-ins with female employees to discuss work-life balance and career growth.
     • Ensure budget and resource allocation decisions align with actual employee needs, not just company convenience.

3. Real Flexibility, Not Just Words

   • Companies often promote “work-life balance,” but in practice, they demand constant availability. A supportive system should include:
     • Flexible work arrangements such as: core hours, job sharing, remote work, or compressed workweeks.
     • Parental leave policies that allow both mothers and fathers to share responsibilities.
     • Clear boundaries on after-hours work to ensure employees can disconnect.

4. Equal Growth and Leadership Opportunities

   • Women should not have to stay in the same position for years while men advance faster. To create real career growth:
     • Companies should set transparent promotion paths with measurable criteria.
     • Women should have access to leadership training and mentorship programs.
     • Bias in performance evaluations should be removed, ensuring women are recognized for their contributions.

5. Competitive Compensation and Recognition

   • Women often receive lower salaries and fewer raises compared to male counterparts. A fair system must:
     • Ensure equal pay for equal work through regular salary audits.
     • Offer performance-based promotions and bonuses that reflect actual contributions.
     • Recognize and celebrate women’s efforts before they decide to leave, not just as a retention tactic.

6. A Workplace Culture That Encourages Women to Speak Up

   • Women should feel safe and empowered to challenge decisions that affect them. A supportive system should:
     • Encourage open discussions about workload, stress, and leadership concerns.
     • Implement zero tolerance for workplace bias or discrimination.
     • Ensure that women’s feedback is taken seriously and leads to actual changes.

Because while corporate policies are essential, the everyday actions of women supporting women can make a profound difference.

How women can support each other?

• Mentoring and sponsoring other women.
• Creating safe spaces for open dialogue.
• Amplifying each other’s voices in meetings.
• Sharing resources and knowledge.
• Celebrating each other’s successes and providing support during challenges.

Don’t Just Value Women—Support Them Before They Quit

It doesn’t just praise their dedication, it rewards them with fair opportunities, real flexibility, and a supportive environment.

This Women’s Day, let’s not just talk about accelerating action—let’s demand systems that create real change.