Gender Differences in Job Stress

More working women than men report feeling more stress, and suffering stress-induced headaches and sleep problems. But more men than women take sick days because of stress, according to a recent survey. Women are also more likely to seek help.

By Leah Shepherd

Amid a climate of economic uncertainty, new research shows that job stress is triggering absenteeism, particularly among men.

One in five (20 percent) men said they took at least two sick days in the past month because of stress, compared to only 4 percent of the women, according to a survey by Medicash, a large health-plan provider in the United Kingdom.

Nearly one-third (31 percent) of the women and about one-quarter (24 percent) of the men said they often feel stressed. The result? Seven in 10 (69 percent) women and nearly half (45 percent) of the men suffered headaches, while more than half (57 percent) of the women and four in 10 (40 percent) men reported problems sleeping, according to the survey.

There seem to be gender differences in response to the stress as well.

Women are more likely than men to talk about feeling stressed and to seek help from a doctor or an employee-assistance program, says Steve Cyboran, vice president and consulting actuary at Sibson Consulting, which is based in New York. They are also more likely than men to use work/life benefits that can alleviate stress.

"Female stress is often expressed and dealt with. They're more likely to take preventive measures," he says.

Costly Consequences

If left unchecked, work-related stress can be damaging to a company's bottom line.

Job stress is estimated to cost U.S. businesses $300 billion a year in absenteeism, diminished productivity, employee turnover and direct medical, legal and insurance fees, according to the American Psychological Association.

Two-thirds of both men and women say work has a significant impact on their stress level, and one in four has called in sick or taken a "mental-health day" as a result of job stress, according to the APA, which is based in Washington.

In addition to headaches and sleep issues, stress is correlated with medical problems such as upset stomach, high blood pressure, heart attack, stroke, alcohol and drug abuse, asthma, clinical depression and anxiety. In addition, work-related stress can lead to low employee morale and dysfunctional group dynamics at the workplace, which impedes productivity.

Medicash Chief Executive Sue Weir says, "Small amounts of pressure at work can enhance our performance, but if that pressure becomes unremitting, it can seriously affect our health."

Problem Getting Worse

Despite employers' efforts to address this problem, the situation appears to be getting worse. Employee-assistance programs and HR consultants have seen a notable uptick in calls about job stress in the last two years, primarily due to the economic recession.

"Our work in this area has probably increased two- or three-fold over the 2007 levels," says Cyboran.

Likewise, Dave Pawlowski, clinical team manager at ComPsych, a Chicago-based EAP provider, says that, in addition to an increased number of calls, the "calls, in general, have been more severe"

"People are asked to do more with less. That's a stressor. People are fearful about their job security. The economic environment that we're in right now is conducive to that type of reaction in all of us," he says.

An analysis by ComPsych shows that work-related problems were the third most common cause for calls to the EAP, after family problems and emotional/mental health issues.

Excessive workload demands, long work hours, having little autonomy or control, poor communication, lack of family-friendly policies, job insecurity and conflicting expectations are primary factors that increase job stress, according to the National Institute for Occupational Safety and Health, which is part of the Atlanta-based Centers for Disease Control and Prevention.

In recent years, layoffs have created an environment in which many workers are doing the jobs that two or three people used to do, often without the necessary training or resources, according to NIOSH.

Other job stressors include deadline pressures, dealing with difficult customers or clients, and malfunctions with computers or other work equipment.

"Workplace stress can be damaging on any level, affecting both the employee and employer," Weir says. "Bosses have a duty of care and responsibility to look after their workforce and have systems in place to address stress at work.

"Encouraging a work/life balance, having open channels of communication between staff and managers, and providing access to counselling services are some of the things employers can do to combat stress," she says.

Suggestions to Minimize Stress

NIOSH and the APA recommend these strategies to combat job stress:

* Offer an employee-assistance program and promote it often.

* Offer stress-management training or a wellness program that addresses stress.

* Clearly define workers' roles and responsibilities.

* Ensure that job responsibilities are commensurate with workers' capabilities and resources.

* Design jobs that are meaningful and allow workers to use their skills.

* Improve communication to reduce uncertainty about career development.

* Avoid schedules or workloads that make it too hard for employees to balance work and family life. Offer benefits such as flextime, telework, childcare assistance and paid sick days.

* Give employees opportunities to participate in discussions and decision-making that affects their jobs.

* Provide opportunities for social interaction among co-workers.

* Implement an effective employee-recognition program.

According to NIOSH, low-stress work environments often include opportunities for career advancement, employee recognition, organizational culture that values the individual and management actions that are consistent with organizational culture.

Experts say that difficult financial years are not the time to ignore work-related stress.

"Creating a psychologically healthy workplace takes a firm commitment in the best of times," says David Ballard, assistant executive director for marketing and business development at the APA. "Employers that maintain a strong commitment to employee well-being even under difficult circumstances will have a distinct competitive advantage in their ability to attract and retain the very best staff."