Deloitte’s 2024 Women @ Work Global Study confirms what HR leaders are already seeing: stress among working women has risen again, and an “always-on” culture remains the primary culprit. Every wellness benefit offered as a solution treats the symptom — but the structural problem, an unsustainable workload assigned to one person, stays intact. This episode makes the case for job share principles as organizational design tools, not just personal coping strategies.
Key Takeaways:
The Deloitte finding that more than half of women surveyed plan to quit their jobs within two years, with burnout as the #1 factor—and why “quiet quitting” is actually a symptom of structural overwork, not a character flaw
Melissa’s three-step framework for applying job share principles right now:
(1) Practice “boundary working”- be transparent about your working hours instead of quietly disengaging;
(2) Apply the job share handoff model at home with your co-parent to share the mental load;
(3) Create a real job share with a partner to permanently eliminate overwork
Why job sharing is quiet quitting’s Kryptonite: the structural reason job sharers don’t disengage the way overloaded solo employees do—and what organizations can learn from that mechanism
The surprising downstream effect: how structural changes at work organically shift gender labor equity at home, reducing attrition risk for working parents
Resources:
Explore job sharing: workmuse.com
Episode Website: workmuse.com/2
Transcript here.
