Janelle E. Wells, Ph.D., and Doreen MacAulay, Ph.D.
Our (In)visible Work
When was the last time you…
- Got interrupted in a meeting?
- Had your expertise questioned?
- Hesitated before asking for a raise?
- Were pitted against someone for a leadership position?
For some, this may be a daily occurrence. In particular, women in the workplace don’t just pay their dues; they pay a confidence tax. This invisible tax on confidence erodes self-assurance, slows career progression, creates a scarcity mindset, and reinforces gender inequities in leadership and pay. This tax is not about lack of skill or ability; it’s about the systemic barriers that make women second-guess themselves.
As we celebrate Women’s History Month, let’s take a closer look at the roots of this issue, how workplace norms perpetuate it, and, most importantly, what organizations can do to dismantle it.
The Confidence Tax: A Historical Perspective
Studies show that women are evaluated differently in the workplace. Authors of a Harvard Business Review article revealed that women are more likely to be evaluated on their likeability and personality traits rather than their actual performance results. Additionally, the McKinsey & Company’s Women in the Workplace Report further highlights that women are promoted at slower rates than men, even when they perform at the same level. These patterns create a cycle of self-doubt and hesitation, making it harder for women to advance.
This phenomenon is worsened by social identity threat, which occurs when individuals feel their identity group—whether based on gender or other social characteristics—is under scrutiny or at a disadvantage in a given environment. Particularly, women in male-dominated industries often feel pressure to prove they belong, making them more cautious in negotiations and less likely to advocate for themselves. Most recently, Lean In and McKinsey found that only 37 percent of women negotiate their salaries, compared to 57 percent of men, which continues to directly contribute to the gender pay gap.
At the same time, women have taken on a disproportionate share of invisible work, such as mentoring colleagues, organizing office events, and managing workplace culture. While these contributions benefit companies, they rarely lead to promotions. Without recognition, these efforts become another hidden cost of simply trying to belong.
