Burnout Affects Us All–But Not Equally: Who Burnout Hits Hardest
When I was teetering on the edge of burnout—and then experiencing full-blown burnout, I could tell something was wrong. I knew I felt physically ill, wasn’t feeding myself properly, and wasn’t getting the rest I needed. What I didn’t realize was how things had gotten to this point.
As both a woman and someone who had then undiagnosed ADHD and autism, what I know now is that I was a prime target for burnout. Because while burnout has the potential to affect us all, burnout doesn’t affect everyone the same way, or at the same levels. Burnout shows up differently depending on your circumstances, and some people are at higher risk of burning out because of the ways our institutions and society aren’t set up for them.
For me, living with undiagnosed ADHD and autism added layers of complexity to my experience:
Masking My True Self: Without knowing it, I was constantly suppressing my natural behaviors to fit neurotypical expectations, which was exhausting.
Communication Challenges: My direct communication style, driven by a desire for clarity, was sometimes misinterpreted as abrupt or insensitive.
Emotional Intensity: I had a heightened sense of justice and could become deeply affected by perceived injustices or misalignments, leading to strong emotional responses.
These traits, inherent to my neurotype, were both strengths and challenges. However, I couldn't leverage them effectively or seek appropriate support without understanding them.
People who have identities that our society and institutions have deprioritized face a bumpier road. Navigating those bumps and obstacles takes up more of our energy, and puts us at higher risk of burnout. It also means our burnout may look different than others’.
Factors that affect burnout rates can include:
High-Stress Professions: Health care workers, educators, emergency responders—they’ve been on the frontlines. During the height of the COVID-19 pandemic, over 76% of health care professionals in the U.S. reported burnout. The pandemic didn’t cause burnout—it just made it impossible to ignore.
Race, Gender, and Disability: Marginalized groups, including racial minorities, women, and individuals with disabilities, face additional burnout risks due to systemic discrimination and heightened expectations of emotional labor.
Neurodivergent Employees: For those of us with ADHD, autism, or other neurodivergent traits, burnout often comes faster. Why? Because workspaces simply weren’t designed with our needs in mind. Sensory overload, rigid schedules, and a lack of flexibility all play a role.
Working Parents and Caregivers: If you’re trying to balance caregiving and a career, you’re at a higher risk—especially in places like the U.S., where parental leave, leave to help take care of aging family members, and other support systems lag.
Hormonal Changes: Employees experiencing menopause or andropause often face physical and emotional challenges that increase their vulnerability to burnout. Symptoms such as fatigue, sleep disturbances, mood fluctuations, and difficulty concentrating can amplify stress, reduce resilience, and make coping with workplace demands more challenging.
As leaders, we’re often tasked with navigating the complexities of human dynamics within our organizations. We invest in programs, hire coaches, and implement strategies—all hoping to foster a thriving workplace and combat burnout. Yet, despite our best efforts, burnout rates remain high, and many people continue to feel misunderstood and unsupported.
Having taken this path myself, both as a leader and someone who has grappled with burnout and neurodivergence, I've realized that our conventional methods are missing the mark. They often offer surface-level solutions that don't dive into the complexities behind burnout—including who burnout is more likely to impact, and how it will impact them.
If you're a leader tired of investing in solutions that don't deliver, I invite you to consider a new path. It's not the easiest route—it requires introspection, commitment, and sometimes uncomfortable change—but the rewards are profound.
At Flower Street Strategies, we partner with leaders to create meaningful, lasting impact. We blend personal experience with professional expertise to design strategies that resonate on a human level while achieving organizational objectives.
Let's work together to build workplaces where everyone can thrive and where leadership empowers others through authenticity and understanding.
Ready to Take Action Against Burnout?
Burnout doesn’t just impact individuals—it impacts entire organizations, families, and communities. The solutions we need require bold leadership and a commitment to inclusive, lasting change.
Download my recent issue paper, Burnout in the Workforce: Transformative Solutions for Lasting Change. You'll gain exclusive access to actionable strategies, insights, and resources to create workplaces where everyone can thrive.
Together, we can redefine leadership and design systems that empower people to thrive—not just survive. Let’s start building the future today.
About Stacy Chamberlain
Stacy Chamberlain is the Founder and CEO of Flower Street Strategies. With a rich background in leadership, labor advocacy, and organizational development, she brings a unique blend of personal insight and professional understanding to her work. Stacy is passionate about transforming workplaces by embracing neurodiversity and fostering genuine well-being.
