Deloitte’s report, Women @ Work 2025: A Global Outlook, is based on data reflecting the real conditions faced by 7,500 women at work across 15 countries, and offers a comprehensive view of the challenges, opportunities, and changes shaping the future of women’s employment. The findings highlight both progress and persistent challenges, ranging from balancing work and personal responsibilities to the need for stronger mental and physical health support.

At the same time, the report records the main barriers women face today: gender stereotypes, lack of support for career development, limited networking opportunities, and the need for flexible working arrangements. It also emphasizes the decisive role of businesses in promoting gender equality through policies that support balance and flexibility, training and development opportunities, and the creation of a discrimination-free work environment.

Physical and Mental Health and Well-being

After financial security, mental health appears to be the primary concern for women. While 51% rate their mental health as good or very good, more than one third (36%) reported increased stress compared to the previous year, and 25% said they had taken time off in the past year due to mental health issues. In addition, around one quarter rated their mental load as very high, and one third said they are unable to disconnect from work.

Only four in ten women reported receiving adequate mental health support at work. The majority do not feel comfortable discussing or disclosing such issues in the workplace, as nearly 90% believe their manager would think negatively of them if they did so.

At the same time, 24% reported experiencing physical health issues due to pain or symptoms related to menstruation, menopause, or fertility issues, with this pain affecting their work. Of the few who take leave to address these issues, many do not feel comfortable discussing them, with only 15% disclosing the real reason for their absence.

Among those who reported suffering from menopause-related pain and symptoms, 15% believe they have missed career opportunities because of it, and 20% say menopause-related stress has undermined their confidence and self-belief at work.

Household Responsibilities and the Burden of Care

Women living with a partner, even when they are the primary earners in their household, continue to bear the greatest responsibility for all household tasks, childcare or caring for another adult, grocery shopping, and managing household finances.

The cost of care is a major concern for around 40% of respondents. Only 17% of respondents with underage children stated they have access to affordable childcare, and 16% have been forced to take unexpected leave due to these responsibilities. Nearly one third worry that the lack of affordable care could lead to leaving their job or slowing down their career. Only 3% of women with children under 17 reported having made progress in their career after maternity leave.

Family-Friendly Workplace Policies

The survey also demonstrates the positive impact of workplace flexibility for women with underage children, including improved mental well-being, higher productivity, greater job satisfaction, and stronger engagement. However, only 40% of women and 20% of their partners reported having flexibility at work. In addition, while six in ten women believe equal parental leave for both parents is very important, only 6% said their employer provides it.

For women, workplace flexibility appears to be a key retention factor. However, only half of women believe their organization enables women to thrive when working flexibly. Nearly 90% do not believe workload would be adjusted under a flexible working arrangement, nor that flexible work would not affect their chances of promotion.

Beyond flexibility, the main factors influencing retention are opportunities for career progression (the top factor), work-life balance, and a strong pay and benefits package.

Personal Safety

One third of women are very or extremely concerned about their personal safety in the workplace. Regarding the reasons for this concern, around 20% reported harassment by a colleague, 10% experienced it during a business trip, and 17% have been harassed or made to feel uncomfortable by clients.

Thirty-four percent reported experiencing non-inclusive behaviors at work in the past year, usually microaggressions, with the majority having reported them. The likelihood of reporting varies depending on the type of behavior, as does satisfaction with the measures taken. Crucially, only 10% believe action would be taken if they reported non-inclusive behaviors at work, regardless of the perpetrator’s level in the hierarchy.

Outlook for the Future

The report notes that strengthening women’s participation in the labor market is a key driver of economic growth and social progress, and can significantly increase productivity and innovation, while also promoting social justice.

Despite the significant steps that have been taken, women continue to face barriers such as pay inequality, limited access to leadership positions, and difficulties in balancing professional and personal life. Achieving meaningful equality requires coordinated efforts and systemic changes from governments, businesses, and society, with the aim of creating a work environment where women have equal opportunities to grow and lead.