Why Do Women Lag Behind in the Workplace? Research Reveals the ‘Hidden Time Gap’ as the Key Reason
Research shows that women fall behind in the workplace primarily due to time constraints caused by balancing both domestic and professional responsibilities. The main reason women lag at work is not solely due to different behavior or lower pay. A recent study led by Professor Toyin Adisa and colleagues from the University of East London (UEL) has uncovered a deeper cause, termed the ‘Hidden Time Gap’. Published in the International Journal of Management Reviews, the study analyzed 88 different research papers and concluded that women are not less capable or ambitious but are hindered by a lack of time.
The impact of dual responsibilities: According to the research, many women essentially carry out “two jobs”: one being the paid office work, and the other the unpaid, ongoing household tasks such as caregiving, cooking, and other domestic duties. This dual workload leaves women with insufficient time to expand their professional networks, pursue training, participate actively at work, or focus on career advancement. Professor Adisa explains, “The reason women fall behind is not a lack of ability but because workplaces fail to acknowledge their ‘double shift’—the dual responsibilities at home and in the office. We still imagine the ideal worker as someone with no home obligations and unlimited time.”
Flexible working arrangements alone are insufficient: The study also revealed that while many organizations offer flexible working options, these have not fully resolved the issue. Although working hours may be adjustable, productivity and availability expectations continue to be based on the traditional model of an ‘ideal worker,’ exacerbating mental pressure on women. This problem is widespread globally, not confined to Africa or developing countries. Cultural expectations, especially related to motherhood, further limit women’s time, preventing them from competing equally with male colleagues.
Structural change, not just surface-level reforms, is needed: Professor Adisa and her team emphasize that small policy tweaks are not enough to solve the problem. They highlight several critical measures: supportive childcare—accessible, quality childcare facilities close to or within workplaces should be available; fair distribution of workload—household and professional duties must be shared equally between men and women; and work restructuring—assessment should be based on outcomes rather than time spent, with recognition given to domestic responsibilities. Adisa adds, “If we truly want to create inclusive workplaces, society must rethink the value of caregiving and revise the expectations placed on employees by organizations.”
