1 week Ago By Tory McNally
Despite significant societal advancements, women in Canada still face profound challenges in achieving work-life balance. Persistent gender roles, unequal household responsibilities and cultural expectations exacerbate these struggles, impacting their overall well-being and career advancement. Read this article for free: Already have an account? To continue reading, please subscribe: * Despite significant societal advancements, women in Canada still face profound challenges in achieving work-life balance.
Persistent gender roles, unequal household responsibilities and cultural expectations exacerbate these struggles, impacting their overall well-being and career advancement. Read unlimited articles for free today: Already have an account? Opinion Despite significant societal advancements, women in Canada still face profound challenges in achieving work-life balance. Persistent gender roles, unequal household responsibilities and cultural expectations exacerbate these struggles, impacting their overall well-being and career advancement.
Recent research, including a 25-year study from the University of Alberta, highlights these enduring inequalities and underscores the urgent need for systemic and individual changes. YAN KRUKAU / PEXELS Achieving gender equality in work-life balance requires systemic change supported by policies and cultural shifts. Among the steps workplaces can take is to recognize invisible labour.
Research consistently reveals women disproportionately shoulder unpaid domestic labour compared to men. A recent study published in the tracking 520 Edmontonians over 25 years found women consistently performed the majority of housework and child care, with patterns established in their twenties often persisting into midlife. These roles tend to solidify further with parenthood, widening the gap between men and women in domestic responsibilities.
The Vanier Institute of the Family’s analysis of Statistics Canada data supports these findings. It shows even in households where both partners work, women perform significantly more unpaid labour, including housework and child care. Women working from home spend 40 minutes more daily on housework than men and 52 minutes more on child care — a disparity that persists regardless of employment status or telework arrangements.
This unequal distribution of responsibilities leads to what is often termed a “double burden” for women, where paid and unpaid work converge to create a greater overall workload. This imbalance leaves women with less time for rest, leisure and self-care, impacting their mental and physical health. The dissatisfaction stemming from this inequity is well-documented, with women more likely than men to report being unhappy with the division of housework.
Moreover, these challenges intensify the “motherhood penalty,” where women’s career progression is hindered due to societal and workplace expectations. Despite an increasing number of women becoming primary breadwinners, the cultural narrative often defaults to women as primary caregivers, reinforcing the cycle of imbalance. Cultural and societal expectations are significant contributors to this imbalance.
Historically, men contributed more to household income while women managed domestic responsibilities. Although economic and social structures have evolved, these traditional roles remain ingrained in societal norms. Marina Adshade, an economist specializing in gender dynamics, emphasizes men and women are often raised with differing expectations.
Men may be socialized to expect women to take on caregiving roles, while women internalize these responsibilities as their own. This persistent cultural cycle reinforces unequal household dynamics, even as women’s participation in the workforce increases. While systemic change is essential, women can also take proactive steps to address these challenges: Set clear boundaries: Define and communicate boundaries between work, home and personal time.
Ensure household responsibilities are explicitly shared and renegotiate these roles as circumstances evolve. Avoid perfectionism: Avoid falling into the trap of perfectionism, which can lead to women taking on more tasks. You may not like the way your partner loads the dishwasher, just remind yourself the win is you are not doing it by yourself.
Leverage workplace flexibility: Advocate for or take advantage of workplace policies such as remote work, flexible hours and parental leave. However, ensure these options do not inadvertently reinforce traditional caregiving roles by ensuring male partners also do the same. Invest in self-care: Prioritize time for rest, hobbies and activities that nurture mental and physical health.
Seek support from peers, mentors or professional networks to maintain a sense of community and shared experience. Communicate expectations early: As the University of Alberta study suggests, patterns set early in relationships often persist. Discuss and agree on equitable divisions of labour at the start of relationships to avoid entrenched imbalances later.
As life stages change, be open about renegotiating responsibilities. Achieving gender equality in work-life balance requires systemic change supported by policies and cultural shifts. Here are several steps that workplaces can take: Encourage shared parental leave: Normalize the use of parental leave by fathers to promote shared caregiving responsibilities.
In 2022, 31 per cent of fathers outside Quebec claimed or intended to claim parental benefits, nearly triple the percentage from 2017. Expanding and promoting such policies can accelerate this trend. Promote flexible workplace policies: Encourage both men and women to utilize flexible work arrangements.
Avoid framing these policies as primarily benefiting women, which can reinforce traditional caregiving roles. Recognize invisible labour: Acknowledge and value the planning, organizing and co-ordinating tasks often undertaken by women. Awareness and appreciation can lead to more equitable distribution of these responsibilities.
Foster workplace inclusivity: Implement mentorship programs and initiatives that support women’s career growth while addressing work-life balance challenges. Create environments where both men and women feel supported in pursuing professional and personal goals. Sent weekly from the heart of Turtle Island, an exploration of Indigenous voices, perspectives and experiences.
The gendered division of labour and its impact on work-life balance is a deeply entrenched issue, but it is not insurmountable. Achieving true equity requires a collective effort from individuals, families, workplaces and society at large. By addressing cultural norms, promoting equitable policies and fostering open communication, we can pave the way for a future where work-life balance is attainable for everyone.
Women in Canada have made remarkable strides in education, employment and leadership. However, the journey toward work-life balance remains fraught with challenges. By taking proactive steps and advocating for systemic change, women can continue to break down barriers and create a more equitable future for themselves and future generations.
In the meantime, my sister’s best advice to me years ago was to always start how you want to continue. If you do not want to be the only one scrubbing the bathroom in 20 years, set the boundaries — and chore charts — now. Tory McNally, CPHR, BSc.
, vice-president, HR consulting, is a human resource professional, radio personality, speaker and problem solver. She can be reached at [email protected] Advertisement Advertisement.
