Laundry Isn’t Sexy—Burnout Isn’t Sustainable: The Mental Load Is a Leadership Killer, too
By Jennifer Hutchinson, Founder & Principal Consultant, Transform Together Consulting
A recent article by Yasmina Floyer in the September issue of Psychologies UK Magazine asked a provocative question: What does laundry have to do with intimacy? The gist, of course, is that it’s a killer. The same goes for the Boardroom. It isn’t just a private challenge. It’s a systemic issue that shows up in careers, organizations, and leadership pathways.
Unequal household labor and the mental load don’t just drain us at home— they impact our leadership energy.
Key Insights & Supporting Data
1. Emotional/Cognitive Labor Burdens Women, Especially Working Moms
A study from the University of Southern California reveals that working mothers take on 73% of cognitive household labor, which includes planning, coordination, and mental organization—not just hands-on chores. This disparity leads to stress, depression, and burnout.
UCLA Health defines the “mental load” as a blend of cognitive and emotional labor that’s invisible, boundaryless, and never-ending—often bleeding into work and disrupting rest.
2. Burnout, Career Setbacks & the Motherhood Penalty
This constant load often culminates in burnout and a phenomenon known as the “motherhood penalty”, where career progression, pay, and promotions are negatively affected.
Gallup data shows women—especially mothers—are significantly more likely than men to be the default responders to unexpected child‐care issues (66% vs. 22%), resulting in more missed work and heightened stress.
As reported by AP News, nearly half of working women feel stressed versus 40% of men; mothers are twice as likely as fathers to consider reducing work hours or leaving due to childcare challenges.
3. Leadership & Policy Can Drive Change
Gallup recommends actionable steps like flexible schedules, pay equity, and accessible childcare benefits to retain and support working mothers. Leaders who are themselves mothers can serve as powerful role models. Gallup.com
A recent Times article highlights "Family‑Friendly Workplaces" initiatives: flexible policies, manager training, and normalized conversations around caring responsibilities are vital—and such efforts reduce turnover and boost productivity.
Another timely idea is the “transition month”: a phased return to work post‐maternity leave with reduced hours to support adjustment and improve retention. TIME
Bold leaders like Microsoft GM Katharine Kennedy are modeling visibility and support—bringing her newborn to a conference sparked open dialogue and demonstrated that career and family can coexist.
What Is Your Organization Doing?
The invisible labor women carry is not just a home issue—it’s a leadership issue. When we ignore it, we lose talented executives to burnout, resentment, or the impossible balancing act of dual full-time jobs.
It’s time for leaders to ask:
How are we recognizing the invisible labor women carry?
What policies and cultural shifts can we implement to reduce its impact?
Are we willing to move beyond rhetoric to structural change?
About Jennifer Hutchinson
Jennifer Hutchinson is the Founder & Principal Consultant of Transform Together Consulting, helping mission-driven organizations build collaborative, trauma-informed systems that center power-with leadership. Drawing on decades of executive experience and a deep commitment to equity, Jennifer partners with leaders to create healthier teams, stronger programs, and greater impact. She is the creator of the Feminist Leadership Principles framework, guiding changemakers to shift from power-over cultures to sustainable, people-centered leadership.