What does workplace stress mean to you? Most of the time, people identify long hours and heavy workloads as the primary stressors, which they are. But there are adjacent stressors that feed into the workplace burden as well, increasing the toll taken by the more typical culprits. For instance, inadequate pay does not manifest as a direct pain point at work - but it creates an additional mental load on employees who are having difficulties getting by.

One report, a workplace engagement index released earlier this year by Reward Gateway, found that women are 16% more likely to be stressed, burnt out, and overwhelmed in the workplace than their male colleagues. And it is not a simple matter of workload. People Matters asked Kylie Green, Managing Director, APAC at Reward Gateway, where the gender gap of stress comes from.

"Right now, broader factors such as economic uncertainty have a major role to play in creating stressful work environments, causing a focus and prioritisation on job security over workplace happiness," Green explained. "In addition we continue to see women bearing a significant proportion of caring responsibilities, creating an additional layer of pressure."

The findings align with the perspective that employees who are not thriving in their personal life - who are , for instance, overburdened at home - will not be able to thrive in the workplace either.

On top of this, women are far more likely to feel undervalued at work. The Reward Gateway report found that nearly half of disengaged employees say they don’t feel appreciated at work, and for women, it’s even worse: only 19% feel valued in their work setting. This is particularly problematic since reward and recognition is the top driver of employee productivity, beating out even managerial quality.

So how do we close that gap?

The underlying message is clear: we still can't afford to put down diversity initiatives. Despite the progress made and the ability of companies to resist geopolitical influence, there is still a gap between how men and women are being enabled to balance their work and personal needs. From employers' perspective, this takes the form of balancing business priorities and personalised employee needs, and doing it equitably for both men and women.

Green also flagged out flexibility, already proven to benefit women significantly in helping them strike that balance between career and home life.

"Interestingly, hybrid and fully remote employees report higher engagement than their office-based counterparts, citing better well-being, a stronger sense of connection, and a higher level of trust in their company’s ability to meet their needs," she noted.

Then, there is mental wellbeing: an aspect of the workplace that is linked strongly to performance.

"Encouragingly, we’re seeing an increase in organisations prioritising workplace wellbeing for 2025, which is a promising sign that the impact of stress and burnout is being better understood," Green observed. "This isn’t just about salaries — it’s about financial security, psychological safety, and a culture where employees feel genuinely valued. Stress and burnout don’t happen in isolation. They stem from workplaces that fail to support their people in all aspects of their working lives."

Next, she said, businesses must empower managers. "While peer recognition matters, research shows managers have the greatest influence on engagement. Leaders who prioritise coaching, mentorship, and open communication build stronger, more connected teams."

Finally, companies cannot neglect rewards. Competitive compensation is the third biggest driver of employee productivity, and needs to be combined with rewards and recognition for a well-rounded approach that covers not only financial incentives but also personal development and meaningful benefits.

"The companies that will thrive in 2025 and beyond are those that listen, adapt, and take real action to create workplaces where people don’t just work — they feel valued, supported, and motivated to stay," Green said.