In South Africa – and across the globe – women are making huge strides in business and leadership. But let us be honest: the playing field is still far from level. While women continue to break barriers in entrepreneurship and corporate life, they are still balancing business and home, doing the lion’s share of unpaid work. From cooking and cleaning to school runs and elder care, the workload does not end when the workday does.
And this imbalance is not just a private problem – it has real, measurable consequences for women’s careers, businesses, and wellbeing.
Here is how it plays out – and what we can do to turn the tide.
The gender drawback of the double shift
Ever heard of the “double shift”? It is a term coined by sociologist Arlie Hochschild, and it hits the nail on the head. It describes the experience of countless women who clock out of paid work only to clock into a second, unpaid shift at home.
According to the United Nations Development Programme, women around the world spend three times more hours on unpaid care work than men. If we turned that into formal employment, we would be talking about 2.2 billion full-time jobs every year!
And this is not just a scheduling headache – it is a structural barrier. Many women start businesses that fit around their care responsibilities, not because they lack drive or ambition, but because they are trying to make the system work for their lives. Even the most successful businesswomen often carry the mental load of running a household on top of everything else. It is like doing two jobs while only getting paid for one.
Career and financial penalties
To stay flexible, many women take on part-time jobs or launch businesses from home, thinking it will help them “have it all.” But often, it ends up limiting their income, growth, and career exposure.
The McKinsey Global Institute says that if we closed the gender gap in the labour market, we could add $28 trillion to the global economy by 2025. That is not just a win for women – it is a win for everyone.
In South Africa, many women-owned businesses start smaller and grow more slowly – not because women lack talent or grit, but because they are navigating hurdles like limited funding, unreliable childcare, and rigid workplace cultures that do not adapt to family realities.
How it plays out day to day
This is where “time poverty” comes into play. And no, it is not just about being busy – it is about not having enough uninterrupted time to focus on the deep work that builds a business: planning, networking, innovating, and strategising.
Many women miss funding opportunities, mentorship programmes, and professional events because they are squeezed for time. And that means they fall further behind – not for lack of potential, but for lack of access.
The mental load and burnout factor
Now let us talk about the invisible weight women carry – the mental load. This is the behind-the-scenes thinking, organising, and remembering that keeps families ticking: school forms, dentist appointments, birthday parties, meal planning…the list is endless.
This constant juggling act drains your brainpower. And even when women succeed professionally, the guilt of not being “present enough” at home can be overwhelming. It is no surprise that many talented women step back from leadership or scale down their businesses – not because they are burnt out, but because they are trying to preserve their wellbeing before burnout hits.
Forward-thinking companies are starting to get it. They are investing in mental health support and recognising that emotional load impacts performance just as much as workload.
Click here to read our blog, What does work-life balance mean for women.
What helps: Turning the tide with real solutions
Fixing the business-home imbalance does not mean asking women to hustle harder. It means redesigning systems so that they are not forced to carry the load alone. The good news? There are some real solutions that already work—and they are totally scalable.
Here is what makes a difference:
1. Affordable, reliable childcare
Quality childcare should not be a luxury. In countries like Sweden and Canada, subsidised childcare has helped more women get into – and stay in – the workforce. South Africa could benefit hugely from a similar investment.
2. Parental leave for dads, too
When parental leave is shared – and expected – men take on more caregiving, and everyone benefits. Iceland and Norway lead the way here by making part of parental leave non-transferable between partners.
3. Teaching families about time use
Let’s talk more openly about who does what at home. Time-use education helps couples and families see the invisible labour, value it properly, and find fairer ways to share it.
4. Flexible work that’s genuinely flexible
Flexibility should not come with a side of judgment. When companies offer hybrid schedules, flexi-hours, and focus on results instead of face time, women stay – and thrive. And when flexibility is for everyone, caregiving can finally be a shared job.
5. Supportive business ecosystems
Women entrepreneurs need spaces that understand the realities of caregiving. Whether it is accelerators with on-site childcare or mentorship tailored to mothers, supportive programmes make a huge difference. The Cherie Blair Foundation for Women is a notable example of this in action.
Rewriting the balance sheet
At the end of the day, this is not about telling women to work harder – it is about creating a system that works better. That means building workplace cultures, policies, and support systems that truly acknowledge the double shift and work to remove it. When we get this right, women do not just manage – they thrive. And when women thrive, their families flourish, businesses boom, and whole economies benefit. It is time to stop asking women to choose between home and business – and start making it possible for them to succeed at both.
When it comes to transforming companies into workplaces that level the playing field between men and women employees, 4Seeds Consulting offers leadership coaching packages are suited to your employees’ personal or professional needs.
Book a discovery session here with Kerstin to learn more.
Over to you for sharing your comments and experiences.
About the Author: Kerstin Jatho
Kerstin is the senior transformational coach and team development facilitator for 4Seeds Consulting. She is also the author of Growing Butterfly Wings, a book on applying positive psychology principles during a lengthy recovery. Her passion is to develop people-centred organisations where people thrive and achieve their potential in the workplace. You can find Kerstin on LinkedIn, Soundcloud, YouTube and Facebook.
