Let’s talk about something many women feel but rarely name (or discuss): the “digital double burden.” If you’re a high-performing woman in today’s workforce, I’m willing to bet you know exactly what I mean.
We were promised that technology would make life easier. But for many of us, it’s created a relentless, “always-on” culture: one that follows us from the boardroom to the kitchen table. We’re not just keeping up with work emails and Teams chats; we’re also fielding school comms, booking dentist appointments, responding to family WhatsApp messages and running the family admin, all from our devices. Sound familiar?
Our “digital habits” have become so ingrained that the impact is often invisible, but the stress is real. I see it in my research, in my coaching clients, and (let’s be honest) in my own life. Some days, I’m juggling a keynote, helping my kids with homework, and managing a never-ending stream of notifications—sometimes all at once.
This “hidden work” created by technology is disproportionately impacting women. Tasks that used to be shared or visible, like managing family calendars or school paperwork, are now digitised and often land squarely on women’s shoulders (or in their inboxes). It’s invisible and it’s exhausting.
The BBC article put it perfectly: “Technology was supposed to free us, but instead, it’s created new forms of unpaid, invisible labour—especially for women.” And here’s the kicker: only 19% of women in Australia feel appreciated at work, according to the Workplace Engagement Index. When we’re not recognised for our contributions, both visible and invisible, the risk of burnout skyrockets.
The Research Backs This Up:
A recent study published in Community, Work & Family (Warren, 2024) calls this the “digital double burden”—the compounding effect of digital admin at work and at home. The research found that women are significantly more likely to absorb this digital load, leading to increased stress, cognitive overload, and feelings of being “always on.” The study highlights how the digitisation of domestic and caring responsibilities, once visible and shared, has become invisible and individualised—often falling to women by default.
And the data is clear. We have a pronounced gender wellbeing gap. According to the 2025 Workplace Engagement Index,
Why is this happening?
A big part of it is the invisible load women carry, especially when it comes to digital admin. For years it’s been acknowledged that women still (even in 2025) tend to absorb the bulk of the caring and domestic responsibilities. Now, accompanying these domestic and caring tasks is a corresponding digital load. It’s the SMS reminding you that your electricity bill will be debited from your bank account (and often the corresponding email to remind you too). It’s the family WhatsApp chat to organise Grandma’s 90th birthday gift. It’s the school class WhatsApp groups (don’t get me started on these). Our “digital habits” have become so ingrained that the impact is often invisible, but the stress is real
Connection: The Science-Backed Antidote
One of the most powerful, yet overlooked, ways women can buffer against this stress is through meaningful connection. Research from the American Psychological Association describes how women are biologically wired for “tend and befriend” responses during stress: seeking out social support, empathy, and community as a means of regulation (APA, 2004). When women connect, oxytocin is released, dampening the stress response and promoting feelings of safety and belonging.
Yet, despite this innate wiring, women are increasingly lonely. According to the ABC, one in three Australian women now reports frequent loneliness, especially during major life or identity shifts throughout our lifespans (ABC, 2025). This loneliness exacerbates stress and undermines wellbeing, even as our digital lives grow busier. It appears that we’re more connected than ever before, but also disconnected.
What can we do about it?
If you’re reading this and nodding along, you’re not alone. The “digital double burden” is real, but it doesn’t have to be our norm. By naming it, we can start to change it, for ourselves, our teams, and the next generation of high-performing women.
