Rising Beyond the Invisible
From silent support to visible strength
“She’s so helpful.”
“She just gets things done.”
“She’s always there when you need her.”
Sounds like praise, doesn’t it?
But for many women in corporate roles, these words mask a different reality - one where they’re quietly, repeatedly, and unfairly asked to take on tasks that don’t grow their careers, but keep the system running.
They’re taking notes in meetings they didn’t need to attend.
They’re smoothing over conflict in team dynamics.
They’re fixing presentations and organizing birthday cakes.
They’re doing work no one else wants to do.
This is the invisible load. And it comes with a cost.
What Is Invisible Work?
Invisible work isn’t in your job description - but it shows up anyway:
- Admin overload – scheduling meetings, taking minutes, sending follow-ups
- Office housekeeping – organizing events, buying gifts, managing logistics
- Emotional labor – managing egos, being the buffer in tough conversations
- Cover work – stepping in to fix or finish others’ responsibilities
None of this is inherently wrong. But when it consistently falls on women - especially without recognition or reward - it becomes a problem.
Why Does This Happen?
The reasons are deeply rooted in gendered workplace dynamics:
- Perception vs. Potential – Women are valued for being dependable, not disruptive. Helpful, not ambitious.
- Fear of saying no – There’s pressure to be likeable, especially in male-dominated environments.
- “She’s good at this” trap – Being good at the work doesn’t mean it should be yours to do.
- Default delegation – People instinctively turn to the person who always says yes.
In their 2015 New York Times article, “Madam C.E.O., Get Me a Coffee,” Sheryl Sandberg and Adam Grant highlight how women disproportionately shoulder "office housework" - tasks like organizing meetings or mentoring - that, while vital, often go unnoticed and unrewarded. They note that women who decline such tasks may be perceived negatively, whereas men face little to no backlash for the same. This imbalance not only adds to women's workload but also diverts them from opportunities that could advance their careers.
The BBC's article “The Extra Shift” adds another layer: women are also expected to do unpaid emotional labor. They remember birthdays, smooth tensions, and lift team morale — not as a bonus, but as an expectation. This silent, second shift can drain women emotionally and delay or derail their careers.
This invisible work becomes ingrained in their identity — until they consciously choose to reset the pattern.
What’s the Real Cost?
This kind of work doesn’t move careers forward. It holds them in place.
While others take on high-visibility, business-critical roles, women are often stuck supporting rather than leading. This leads to:
- Slower promotions
- Limited strategic exposure
- Burnout from over-functioning
- And often, quiet resentment
The most painful part? Many women begin to internalize this pattern. They wonder if they’re not ready, not visible, or just not cut out for more.
What Can You Do?
If you’re recognizing this pattern in your own career, here are five ways to push back - gracefully but firmly:
Ask: Is this aligned with my goals?
Before you take on a task, ask yourself: Does this build my skills, visibility, or leadership brand? If not, it might be time to redirect.
Example: When asked to organize the team offsite (again), you might say: “I’ve done this the last couple of times, and I’d love to support someone else taking the lead. I’m currently focused on deepening my client relationships this quarter.”
2. Speak up early
You don’t have to wait until resentment builds. Address the pattern early and suggest a rotation or redistribution.
Example: At the end of a team meeting, if you’re always the one taking notes: “Let’s rotate notetaking so we can all stay equally engaged in the discussion. I’m happy to set up a quick rotation plan.”
3. Make invisible work visible
Track the hours you spend on coordination, support, and fixing others’ work. Bring it up in 1:1s- not as a complaint, but as part of your impact story.
Example: In a performance review, instead of just talking about projects, say: “In addition to leading X initiative, I also stepped in to streamline team workflows and took on mentoring two new joiners. These efforts helped keep morale and efficiency high.”
4. Say yes to strategic stretch roles
Instead of defaulting to support tasks, volunteer for high-impact work—even if it’s outside your comfort zone.
Example: If a new project comes up: “I’d love to lead this pilot. It’s a great opportunity to build cross-functional experience and drive measurable impact.”
5. Support other women
If you see a colleague getting sidelined with busywork, back her up. Call it out gently and advocate for shared responsibility.
Example: When someone suggests your teammate should “just handle the logistics,” try: “Priya handled that last quarter. Maybe we can have Raj or Isha take the lead this time so we share the load fairly.”
And What Can Leaders Do?
If you lead a team, audit who’s doing what - not just what gets delivered.
Ask yourself:
- Who’s doing the behind-the-scenes coordination?
- Who’s leading business-driving work?
- Is someone disproportionately holding the glue work that keeps things together - but gets no credit?
Fix it. Acknowledge it. Rebalance it.
Because inclusion isn’t just about who’s at the table - it’s about who’s doing the heavy lifting to keep the table standing.
Let’s Share the Load - and the Leadership
Being helpful is a strength.
Being collaborative is a skill.
But being the one who always picks up the slack shouldn’t be a job requirement.
The next time someone looks your way to take on the thankless task, pause. Ask yourself: Is this my growth, or someone else’s convenience?
You weren’t hired to hold things together.
You were hired to lead.
Let’s stop shouldering the burden.
Let’s start reshaping the balance.
Your Turn:
Have you seen or experienced this pattern in your workplace? How did you handle it - or how would you want to?
Let’s talk about it in the comments.
And if this resonated with you, share it with a colleague who might be carrying a little too much right now.
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P.S. Views are strictly personal. Any resemblance to individuals, living or otherwise, is purely coincidental and not intended. This article reflects general observations and is not a reflection of any specific workplace, including my current one.