Where Females scored higher
Personal growth. Females scored higher on personal growth and felt more satisfied with their growth and development over time compared to males (88% vs 84%). They felt that they reflect more self-knowledge and awareness and an improvement in themselves and their behaviour. High scores indicate a continuous process of learning, changing and growing. These findings are in alignment with previous research where the differences were statistically significant, but had a small effect size*. Political and social changes, more emphasis on gender equality and higher employment rates for women are all possible explanations for high personal growth scores for women.
Stress. Both males and females were at risk with high levels of stress. Females were slightly more stressed out than men (54% vs 58% for stress management, however we only observe a small effect size). This finding is similar to other studies.** The persistent focus on present worries raises the stakes, introducing an element of risk for both sexes as they navigate through challenging mental states.
Healthy narcissism. Females scored higher in healthy narcissism than men (72% vs 68%). Healthy narcissism indicates that people believe in their abilities, follow realistic self-interests and mature goals. They go about fulfilling their needs in a non-exploitative or entitled way, not expecting privileges in being above social rules or norms. Some of the features of healthy narcissism are:
Strong self-regard and the courage to abide criticism from others
Empathy for others and recognition of their needs
Authentic self-concept and healthy pride in self and one's accomplishments
Emotional resilience: confidence to set and pursue goals and realise one's hopes and dreams
The ability to admire and be admired
Previous research found that women scored higher on positive relations with others. It could be that these relational components are driving the differences in healthy narcissism amongst genders. Women often prioritise relationships and social connections, which can be beneficial for psychological well-being. However, the quality and availability of social support can vary and may impact women's overall well-being.
Where Males scored higher
Autonomy. Similarly to other studies*, we measured higher autonomy scores for men (74% vs 68%). Individuals with strong autonomy prefer the freedom to make decisions, take ownership of their work and contribute to a group or organisation's success. Males may score higher on autonomy due to socialisation patterns that encourage independence and self-reliance in men.
Open-mindedness. Men reported higher levels of open-mindedness than women (80% vs 74%). Men may feel more social permission to challenge conventional wisdom, consider alternative viewpoints, and pursue new experiences.
Creativity. Males scored higher on creativity compared to women (79% vs 71%). They are more likely to actively pursue creative goals or activities that enhance positive emotions such as happiness and optimism. These positive emotions produce a natural "high", lower stress levels and minimise the time that dwelled in negative thought. Creative activities amplify positive feelings and improve resilience and wellbeing. The higher creativity scores among men may be linked to cultural expectations that value innovation, risk-taking, and originality in male individuals.
It's important to note that these explanations are based on general trends and may not apply to all individuals. Gender differences in psychological well-being are complex and multifaceted, influenced by a combination of biological, psychological, and sociocultural factors. Additionally, gender is not a binary concept, and there is considerable variability within each gender group. Therefore, while males may, on average, score higher on certain dimensions of psychological well-being, it's essential to recognize and respect the diversity of experiences and identities within the male population.
Development and Implementation of Gender-Sensitive Mental Health Resources
The findings of this study can inform the development and implementation of gender-sensitive mental health resources and programs within organisations in several ways. Firstly, organisations can use the insights gained to design targeted interventions that address the specific wellbeing challenges faced by men and women. Secondly, organisations can ensure that their mental health resources are accessible and inclusive to individuals of all gender identities, recognizing that gender is a spectrum and that everyone's experiences are unique. Finally, it's essential for organisations to engage with employees and gather feedback continuously to refine and improve their mental health initiatives over time.
Towards inclusive and supportive environments
Gender plays a significant role in shaping individuals' experiences with health and mental wellbeing. By recognizing the nuanced differences in well-being between genders, organisations can implement targeted initiatives to support the mental health needs of their diverse workforce.
Challenging gender stereotypes, dismantling systemic inequalities, and promoting a culture of respect, understanding and empathy goes a long way to prioritising the well-being of all individuals regardless of gender identity. By working together to dismantle barriers and address systemic inequalities, we can create a future where everyone has the opportunity to lead healthy, fulfilling lives, free from the constraints of gender stereotypes and discrimination.
WorkLife Digital is a global mental-wellbeing consultancy driven by the mission to improve the sustainability of businesses. Our psychological wellbeing tool, Worklife Quotient (WL-Q), is modelled on cutting-edge scientific research and provides organisation-wide measurement and intelligence on the mental wellbeing levels and psychological resilience of staff. WL-Q also assesses the impact of organisational practices (i.e. people and culture, leadership styles, organisational purpose and values, social impact) that have a direct influence on staff wellbeing and provides strategic recommendations on addressing risks and promoting strengths.
For more information, get in touch at anna-rosa@worklife.digital
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Note 1: We utilised the Standardised Mean Difference (SMD) to report large effect sizes as follows: SMD values of 0.2 to 0.5 are considered small, 0.5 to 0.8 are considered medium, and greater than 0.8 are considered large.
Note 2: Stressed levels were one standard deviation (SD) below the mean of the sample, indicating a high level of risk compared to other scores.
*Matud, M. & López, Marisela & Fortes, Demelza. (2019). Gender and Psychological Well-Being. International Journal of Environmental Research and Public Health. 16. 3531. 10.3390/ijerph16193531.
**Black KJ, Cunningham CJL, Gillespie DL and Wyatt KD (2022) Understudied social influences on work-related and parental burnout: Social media-related emotions, comparisons, and the “do it all discrepancy”. Front. Psychol. 13:977782. doi: 10.3389/fpsyg.2022.977782
***Andrade C. Mean difference, standardized mean difference (SMD) and their use in meta-analysis: as simple as it gets. J Clin Psychiatry. 2020;81(5):20f13681.
****Cohen, J. (1992). Statistical Power Analysis. Current Directions in Psychological Science, 1(3), 98-101. https://doi.org/10.1111/1467-8721.ep10768783
