Modern female executives face the dual challenge of navigating systemic workplace barriers while living up to the “superwoman” ideal—a cultural standard that demands perfection at work and at home. Such a high bar, unachievable for most, harms not only individual women but also organizations that lose talent and leadership potential. We need a recalibration of role models and organizational policies to support authentic, attainable leadership.
A Benchmark Set Too High
High-profile examples of women who “do it all”—from managing Fortune 500 companies to raising large families—offer inspiration but also perpetuate unattainable ideals. While these role models break barriers, their curated images often lead other women to experience guilt, self-doubt, and burnout when they inevitably fall short of the “superwoman” standard. For HR professionals, understanding the damaging effects of this narrative is critical to fostering equitable workplaces.
The Cost of Chasing Perfection
Research reveals the harm of the superwoman ideal. Instead of inspiring, it generates self-doubt among aspiring women who view these figures as unattainable. A study of executive women in the USA by KPMG found that nearly half (47%) of executive women experienced feelings of self-doubt and 56% have been afraid that they won’t live up to expectations or that people around them will not believe they are as capable as expected. 81% believe they put more pressure on themselves not to fail than men do.[1] Feeling compelled to mask struggles and avoid seeking help, this self-censorship backfires by perpetuating workplace inequities. Moreover, if other working women perceive that getting to the top puts too high a demand on family life and takes away from personal and work flexibility, companies are likely to be losing out on potential talent as many women will opt out of progressing into roles seen as being too demanding.
The highest cost to women of living up to the superwomen myth is their physical and mental health. Results from a 2020 McKinsey workplace poll found that 53% of women reported feeling job-related stress, compared to 46% of men. 37% of women felt exhaustion, compared to 31% of men, and 32% of women felt burnout, compared to 28% of men[2]. Several studies have also found that women who conformed strongly to the superwoman ideal are at greater risk of having eating disorders [3].
Burnout and mental health decline is more acute when juggling care-giving roles. Research from leading health insurer, Bupa UK, finds nearly two-thirds of mothers (63%) surveyed said they have driven themselves to exhaustion with the pressure to be a “super-mum”, with one in five (20%) saying the plight has affected their mental health. Almost one in three (31%) mothers say it makes them put on a facade of coping to appear infallible and 43% said they struggle to ask even their partner for support. Almost one-third (29%) of mothers were found to have sought help from a medical professional for mental health concerns, but kept it a secret from their loved ones[4].
Systemic vs. Individual Solutions
HR strategies must address both systemic barriers and the internalized pressures female employees face.
- Challenging Gender Norms: The workplace must evolve beyond traditional masculine definitions of leadership, which prioritize invincibility and suppress vulnerability. Authenticity and collaboration should be celebrated as leadership traits.
- Providing Relatable Role Models: Instead of spotlighting “superwomen,” organizations should highlight diverse leaders who are honest about their struggles and successes. This authenticity fosters a more inclusive, inspiring workplace culture.
- Policy Overhaul: Flexibility is key. Accessible childcare, longer parental leave for fathers, and hybrid work models allow women to balance career and care-giving responsibilities without undue sacrifice.
The Role of HR in Redefining Leadership
HR professionals are uniquely positioned to drive change. Practical steps include:
- Educating Leaders: Training on unconscious bias and perfectionist thinking helps managers set realistic expectations for themselves and their teams.
- Promoting Work-Life Balance: Encouraging boundaries and modelling healthy work behaviours reduces burnout across the board.
- Championing Male Allyship: Engaging men in discussions about gender equity ensures a broader cultural shift.
Call to Action
The superwoman ideal doesn’t just harm women—it limits the potential of organizations by stifling diverse, progressive leadership. By debunking this myth and fostering environments where leaders can be both human and successful, HR can pave the way for truly equitable workplaces.
HR professionals, it’s time to lead the charge in redefining leadership. Let’s create policies, cultures, and role models that empower women to thrive—not just survive.
[1] https://info.kpmg.us/news-perspectives/people-culture/kpmg-study-finds-most-female-executives-experience-imposter-syndrome.html
[2] https://wiw-report.s3.amazonaws.com/Women_in_the_Workplace_2020.pdf
[3] Thornton B, Leo R, Alberg K. Gender role typing, the superwoman ideal, and the potential for eating disorders. Sex Roles. 1991;25(7/8): 469–484; Timko C, Striegel-Moore RH, Siberstein LR, Rodin J. Femininity/masculinity and disordered eating in women: How are they related? Int J Eat Disorder. 1987;6: 701–712; Crago M, Yates A, Fleischer CA, Segerstrom B, Gray N. The superwoman ideal and other risk factors for eating disturbances in adolescent girls. Sex Roles. 1996;35 (11/12): 801–81.
[4] https://www.bupa.com/news/press-releases/2022/normal-mums
