Lived experiences of Iranian employed women with maintaining work-life balance: a descriptive phenomenological study.

In this study, 16 full-time employed women in different job positions at 10 centers affiliated with the University of Medical Sciences participated in the research. The mean age and job experience of the participants was 36 ± 6.22 and 10.03 ± 7.44 years, respectively. Participants’ characteristics are shown in Table  1 . In response to the research question, “What are the lived experiences of employed women with maintaining the work-life balance?,” 1025 codes were extracted. After removing and merging duplicate codes during the analysis process, 920 codes remained in the study. Finally, 30 categories, six sub-themes, two main themes, and one overarching theme were created. They are shown in Table  2 . Table 1 Demographic characteristics of participants in the study ( n  = 16) Participant number Age (year) Marital status Number of children Children’s age (year) Job position Workplace Working hours in a day Job experience (year) Income 1 32 Married 2 9, 11 Physical education and sports science expert Sport department 11 5 Low 2 38 Married 2 3.5, 8 Faculty member Nursing school 13 12 Moderate 3 28 Single a 0 0 Charity and cultural affairs employee Cultural deputy 8 4 Low 4 30 Married 2 5, 10 Secretary Hospital clinic 8 4 Low 5 31 Married 1 2.5 Nurse Hospital 8 to 12 6 Moderate 6 34 Married 2 2, 6 Nurse Hospital 8 to12 9 Moderate 7 37 Married 1 5 Faculty member Medical university 12 11 Moderate 8 31 Married 1 6 Midwife Hospital 8 to12 7 Moderate 9 34 Married 2 7, 12 Accountant Financial unit 8 to 12 10 Low 10 34 Married 1 8 Specialist doctor Hospital -school of medicine 9 to12 5 High 11 38 Married 2 11, 14 Supervisor of the medical students Dormitory of medical students 8 to16 2 Low 12 44 Married 4 8, 10, 15, 18 Service personnel University office 8 10 Very low 13 29 Single 0 0 Clerical employee Research and technology department 8 Low 14 44 Married 3 3, 9, 15 Clerical employee Health Deputy 8 24 Moderate 15 49 Married 4 17, 18, 23, 26 Community health worker b Health House (Rural area) 8 to 10 27 Low 16 43 Married 3 14, 17, 24 Community health worker Health center (Urban area) 8 to 10 20 Low a: Divorced without children, b: Behvarz Demographic characteristics of participants in the study ( n  = 16) 17, 18, 23, 26 a: Divorced without children, b: Behvarz Table 2 The results of qualitative data analysis for lived experiences of employed women about work-life balance Overarching theme Themes Sub-themes Categories Endless work drama with a constant struggle Immersion in home challenges A gap in parenting Threatened children’s needs and rights Neglected parenting Entrusting to technology Self-sacrificing Selfless prioritization Losing health the price of the employment Drowning in various roles Adversities in the family context Distance from female identity Aligning with social changes The hidden costs of being employed Interruption in marital role A cryptic hit to the future Disruption in accepting role responsibilities Disruption in social roles Intensifying situations Job-dependent responsibilities Lack of social support Carrying the financial burden of the family like leg cuffs Unsafe working conditions Concomitant crisis Patriarchy a great cultural challenge Limited welfare infrastructure Immersion in work challenges Gender shadow Disrespectful work environment Inequality and discrimination Culture of male superiority Femininity a missing concept in the workplace Transferring emotions between home and workplace Stuck in organizational issues Job insecurity and dissatisfaction Communication conflicts in workplace Job identity conflict Management bottlenecks Neglect of professional growth The results of qualitative data analysis for lived experiences of employed women about work-life balance The overarching theme includes two main themes, consisting of “ Immersion in home challenges ” and “Immersion in work challenges.” This theme comprises four sub-themes of “A gap in parenting,” “Self-sacrificing,” “The hidden costs of being employed,” and “Intensifying situations” They illustrate the difficulties that employed women are facing in the context of the family. This sub-theme refers to the negative effects of employment on women and raising children. A number of employed women are not able to take proper care of their children or have to do their motherly duties by ignoring themselves. In some cases, there is a possibility of loss of children’s rights and psychological and emotional injuries for them. This sub-theme encompasses three categories, including: “Threatened children’s needs and rights,” “Neglected parenting,” and “Entrusting to technology.” This category shows that employed women find it difficult to provide a good caring for their kids, the incapacity to serve nutritious meals, especially breakfast, the lack of time to play with the kids, leaving kids unattended at home, and not enough interaction with their kids. Participant # 6, a 34-year-old nurse in the university hospital with two children, ages 2 and 6, nine years of job experience, and an average income said: “I find it difficult to properly care for my kids after my working shift. I can’t provide them with a healthy breakfast or lunch.” “I find it difficult to properly care for my kids after my working shift. I can’t provide them with a healthy breakfast or lunch.” An employed woman cannot give her child the kind of attention who deserve, even when she is at home. Compared to a mother who is housewife, the child of an employed mother frequently does not receive the same level of attention. The growth, nurturing, education and learning capacities of a child raised by an employed mother may therefore suffer. Furthermore, the mother’s abilities as a parent are impacted by her working environment which also affects her presence at home. Participant # 2, a 38-year-old faculty member in the nursing school with two children, ages 3.5 and 8, 12 years of job experience, and an average income said: “All too often , I am too exhausted to play or spend enough time to teach my child. But , my sister spends a lot of time with her kids as a stay-at-home mom.” “All too often , I am too exhausted to play or spend enough time to teach my child. But , my sister spends a lot of time with her kids as a stay-at-home mom.” In order to distract their kids and fill the void left by their ineffective presence at home, some employed mothers turn to using gaming consoles, smartphones, and television. Participant # 5, a 31-year-old staff nurse in the university hospital with a 2.5 year-old toddler, six years of job experience, and an average income said: “Due to my busy schedule , I am unable to spend enough time with my daughter. Regretfully , I frequently can’t accompany her. She consequently uses her smartphone or television a lot. I feel obliged to give her my mobile to keep her happy and entertained.” “Due to my busy schedule , I am unable to spend enough time with my daughter. Regretfully , I frequently can’t accompany her. She consequently uses her smartphone or television a lot. I feel obliged to give her my mobile to keep her happy and entertained.” Working women have been able to balance work and life by ignoring themselves, selflessness and sacrifice. Sacrificing oneself and one’s own desires is the main measure of women in maintaining life with employment. This sub-theme included six categories such as: “Selfless prioritization,” “Losing health the price of the employment,” “Drowning in various roles,” “Adversities in the family context,” “Distance from female identity,” and “Aligning with social changes.” The family environment serves as a context for the sacrifices made by employed mothers. Her willingness to adjust to changing circumstances for the benefit of her family, focus on her husband and child in her planning, and disregard for her own needs are all examples of her selflessness. Participant # 2, a 38-year-old faculty member in the nursing school with two children, ages 3.5 and 8, 12 years of experience and an average income said: After the kids go to bed, I take some time to drink a cup of coffee, helping me concentrate on my personal tasks and get ready for the upcoming course by organizing materials and creating power point slides. After the kids go to bed, I take some time to drink a cup of coffee, helping me concentrate on my personal tasks and get ready for the upcoming course by organizing materials and creating power point slides. Employed women experienced severe physical and mental strain as a result of the demands of both working and family life obligations as well as a lack of leisure time. Along with feelings of exhaustion, burnout, overwhelming anxiety and other mental health problems, the majority of these women also reported experiencing physical discomfort. Participant # 12, a 44-year-old service woman in the university office with four children, ages 8, 10, 15 and 18, two children with special healthcare needs, 10 years of job experience, and a very low income said: “Service workers often experience joints , foot , and back pain as a result of their physically demanding jobs which provide little opportunity for relaxation. They have to take on working at their home also which results in a never-ending cycle of work from sunrise to sunset. I occasionally find myself thinking about ending my life and my personal life drama….my husband lost his fingers in an accident , I have four children , one of my son is deaf and another one has asthma , we live in a rental apartment and struggle with our life with a very low income….(she is starting to cry).” “Service workers often experience joints , foot , and back pain as a result of their physically demanding jobs which provide little opportunity for relaxation. They have to take on working at their home also which results in a never-ending cycle of work from sunrise to sunset. I occasionally find myself thinking about ending my life and my personal life drama….my husband lost his fingers in an accident , I have four children , one of my son is deaf and another one has asthma , we live in a rental apartment and struggle with our life with a very low income….(she is starting to cry).” In addition to their job responsibilities, employed women frequently have to balance multiple roles, such as being a wife, mother and daughter. Feeling overburdened can result from the demands of each of these roles. Participant # 1, a physical educator and sports science expert in the sport department with two children, ages 9 and 11, five years of job experience, and a low income said: Making lunch for my family is the first thing that I do when I get home. I then do the dishes and set aside time to help my kids with their school homework. I leave home in the evening for my second job. When I get back, I also have to think about making dinner. If my child would be sick, I am in charge of looking after him/her all the night. Making lunch for my family is the first thing that I do when I get home. I then do the dishes and set aside time to help my kids with their school homework. I leave home in the evening for my second job. When I get back, I also have to think about making dinner. If my child would be sick, I am in charge of looking after him/her all the night. An employed woman must deal with a variety of duties, but she also frequently faces dissatisfaction, cruelty and complains by her spouse, children or relatives. A husband’s dissatisfaction with the situation, combined with the persistent demands for meals by spouse and kids, causes a great deal of emotional stress for women. Participant # 4, a 30-year-old secretary at clinic of the university hospital with two children, ages 5 and 10, four years of job experience and a low income said: “The main problem is housekeeping which saps our energy because of time restraints and fatigue from our work. My husband’s and kids’ frequent complains about not having on time lunch and dinner exist always.” “The main problem is housekeeping which saps our energy because of time restraints and fatigue from our work. My husband’s and kids’ frequent complains about not having on time lunch and dinner exist always.” A woman may feel cut off from her gender identity and personal interests due to the constant pressures of managing job tasks, going back to work from home and vice versa, and taking care of her spouse and children. These demands may also interfere with her self-care practices. Participant # 14, a 44-year-old clerical employee in the health deputy with three children, ages 3, 9, and 15, 24 years of job experience and an average income said: “Women may detach from their female identity as a result of social pressures , external employment pressures and a lack of time for self-care. This disengagement from gender identity may cause deterioration in her mental health.” “Women may detach from their female identity as a result of social pressures , external employment pressures and a lack of time for self-care. This disengagement from gender identity may cause deterioration in her mental health.” There is a difference between women’s demands in the past and today. Today they want to be accepted as a social active person by the society. They are faced with the challenge of being in the role of a mother and housewife or being an active, independent woman with high social standing. Participant # 9, a 34-year-old accountant in the financial department with two children, ages 7 and 12, 10 years of job experience, and a low income said: I was a housewife. When I decided to get a job, my two sisters-in-law teased me, saying, “You don’t know the management rules and you cannot do it. I was a housewife. When I decided to get a job, my two sisters-in-law teased me, saying, “You don’t know the management rules and you cannot do it. Employment with multiple roles causes disruption and conflict in the implementation of roles and tasks related to the role. Roles specific to women’s gender such as femininity, being a wife and the role of a mother, as well as social roles can be obviously or subtly harmed due to women’s employment. The burden of conflicting roles has irreversible consequences not only at the individual level but also at the societal level, and even on a macro scale for a country’s future. This sub-theme have four categories: “Interruption in marital role,” “A cryptic hit to the future,” “Disruption in accepting role responsibilities,” and “Disruption in social roles.” The demands of employment, coupled with various domestic responsibilities, fatigue, the spread of negative emotions stemming from the workplace, and the dissatisfaction expressed by husbands regarding the existing situations in comparison to housewives, have contributed to growing a distance between some couples. Participant # 6, a 34-year-old nurse in the university hospital with two children, ages 2 and 6, nine years of job experience, and an average income said: “Our interaction and involvement with our children have consistently been a fundamental part of our lives. Nevertheless , we faced marital challenges for a time period which intensified my challenges as a nurse. This scenario illustrates a common issue that nurses frequently deal with.” “Our interaction and involvement with our children have consistently been a fundamental part of our lives. Nevertheless , we faced marital challenges for a time period which intensified my challenges as a nurse. This scenario illustrates a common issue that nurses frequently deal with.” Also, participant # 15, a 49-year-old community health worker at health house in rural area with four children, ages 17, 18, 23, and 26, 27 years of job experience and a low income said: “The stress of work , a hectic lifestyle , and continuous exhaustion play a significant role in marital conflicts. This trend is not unusual , and it can be seen in the cases of divorce and remarriage among my colleagues.” “The stress of work , a hectic lifestyle , and continuous exhaustion play a significant role in marital conflicts. This trend is not unusual , and it can be seen in the cases of divorce and remarriage among my colleagues.” The decline in the fertility rates is one of the crucial issues that can have a significant impact on families, the future of nations, and the mental health of children. Women have acknowledged that having a job has a big impact on their decreased desire to have more children. Women are reevaluating the prospect of expanding their families due to the demands of the workplace, the challenges of juggling everyday obligations, and the dearth of social support for raising children. Participant # 10, a 34-year-old specialist doctor in the school of medicine and university hospital with only one 8 years old child, five years of job experience and a high income said: “Compared to stay-at-home moms , employed women typically have fewer children. Their busy schedules may be the cause of this trend. For example , I am a doctor and manager which keeps me busy in the evenings. On top of these work obligations , I am also a wife and a mother. Because of these , I find it extremely difficult to consider having another child.” “Compared to stay-at-home moms , employed women typically have fewer children. Their busy schedules may be the cause of this trend. For example , I am a doctor and manager which keeps me busy in the evenings. On top of these work obligations , I am also a wife and a mother. Because of these , I find it extremely difficult to consider having another child.” A major problem for working women is that they don’t spend enough time with their families. This frequently leads to chaos in the house, disregard for household duties and a general misalignment in personal matters. Participant # 3, a 28-year-old employee at the cultural deputy, divorced without children, living with her parents, four years of job experience, and a low income said: “Working in a career always causes to remain a little time for family , particularly when your parents are old and need your assistance and presence. My parents must take care of the housework themselves when I’m not at home.” “Working in a career always causes to remain a little time for family , particularly when your parents are old and need your assistance and presence. My parents must take care of the housework themselves when I’m not at home.” Participant # 2, a 38-year-old faculty member in the nursing school with two children, ages 3.5 and 8, 12 years of job experience, and an average income said: “I believe that my responsibilities at home will be impacted by my job which can brings another difficulties. For instance , a housewife may have time to iron her husband’s clothes and prepare her breakfast , but as an employee , I am not able to enjoy from these responsibilities.” “I believe that my responsibilities at home will be impacted by my job which can brings another difficulties. For instance , a housewife may have time to iron her husband’s clothes and prepare her breakfast , but as an employee , I am not able to enjoy from these responsibilities.” Employment limits women’s participation in family’s social activities. Time limitations, early working shifts, exhaustion and other challenges make it difficult to interact with family members, and shorten family get-togethers. Participant # 9, a 34-year-old accountant in the financial deputy with two children, ages 7 and 12, 10 years of job experience, and a low income said: “I frequently find it necessary to attend a lot of events for a short time because I have to get up very early in the next day. When I have not time-off , I cannot take part in some ceremonies.” “I frequently find it necessary to attend a lot of events for a short time because I have to get up very early in the next day. When I have not time-off , I cannot take part in some ceremonies.” In addition to the difficult conditions of life with employment for women, several factors that originate in personal life or duties resulting from employment can increase the difficulties of women. This sub-theme included seven categories: “Job-dependent responsibilities,” “Lack of social support,” “Carrying the financial burden of the family like leg cuffs,” “Unsafe working conditions,” “Concomitant crisis,” “Patriarchy a great cultural challenge,” and “Limited welfare infrastructure.” Problems of a woman may be get worse by some of the job duties and interfere with her responsibilities in the family. Meetings and conferences along with administrative missions can make these situations even more challenging. Participant # 2, a 38-year-old faculty member in the nursing school with two children, ages 3.5 and 8, 12 years of job experience, and an average income said: “I have to bring my infant with myself to the congress , since I am the head of the student research committee. I cannot leave him alone for a few days , and it is difficult to take care of a baby in that setting.” “I have to bring my infant with myself to the congress , since I am the head of the student research committee. I cannot leave him alone for a few days , and it is difficult to take care of a baby in that setting.” The difficult situation that employed women encounter is exacerbated when they do not have a support system. Some of the factors that contribute to increased stress levels in these women include living far from their parents, having a spouse who works in a different city, and not having any close friends or family. Participant # 16, a 43-year-old community health worker at health center in urban area with three children, ages 14, 17, and 24, 20 years of job experience, and a low income said: “The difficulties are more noticeable when you don’t have any family members nearby , and you don’t know anybody to give you support when the situation get tough.” “The difficulties are more noticeable when you don’t have any family members nearby , and you don’t know anybody to give you support when the situation get tough.” Employed women now face an overwhelming situation as a result of the numerous roles and responsibilities that come with both their personal and professional life. The fundamental causes of this predicament include needs, financial limitations and the incapacity to support a household entirely based on the husband’s income. Participant # 12, a 44-year-old service woman in the university office with four children, ages 8, 10, 15 and 18, two children with special healthcare needs, 10 years of job experience, and a very low income said: “I have been forced to accept these circumstances as a tenant due to my husband’s disability and excessive rent. Women do not voluntarily choose to work in service.” “I have been forced to accept these circumstances as a tenant due to my husband’s disability and excessive rent. Women do not voluntarily choose to work in service.” Participant # 7, a 37-year-old faculty member in the medical university who lives and works in two different cities, has only one 5-year-old child, 11 years of job experience, and an average income said: The living conditions that exist now are so difficult to manage it with only a single salary. The living conditions that exist now are so difficult to manage it with only a single salary. Existing problems may be get worse by the physical aspects of the workplace, such as safety hazards and poor infrastructure. Female employees work in an unsafe environment in some units due to inadequate lighting, no elevator and insufficient security guards. Participant # 15, a 49-year-old community health worker at health house in rural area with four children, ages 17, 18, 23, and 26, 27 years of job experience, and a low income said: “We have faced many difficulties as a result of temperature swings , poor lighting in the office , and visual impairments from both the amount and quality of the light , the lack of an elevator and the large number of stairs.” “We have faced many difficulties as a result of temperature swings , poor lighting in the office , and visual impairments from both the amount and quality of the light , the lack of an elevator and the large number of stairs.” Situations of employed women can be made considerably more difficult by a variety of life barriers and crises. Factors like accidents, disabilities, bereavement and personal or family illness should be considered. Participant # 1, a physical educator and sports science expert in the sport department with two children, ages 9 and 11, five years of job experience, and a low income said: “My problems worsened after I was diagnosed with an autoimmune disease. I and my family have faced more challenges as a result of having to travel to big cities for medical appointments , get intravenous treatments and spend a lot of time away from my kids.” “My problems worsened after I was diagnosed with an autoimmune disease. I and my family have faced more challenges as a result of having to travel to big cities for medical appointments , get intravenous treatments and spend a lot of time away from my kids.” Many of the problems women face are caused by erroneous beliefs that have long shaped social norms. The pressure to perform well in every situation and the patriarchal mindset have both contributed to the inequalities that women face. Participant # 4, a 30-year-old secretary at clinic of the university hospital with two children, ages 5 and 10, four years of job experience and a low income said: “Regrettably , patriarchal beliefs have made childrearing exclusively the responsibility of mothers , despite the numerous social advancements that have taken place. Men who work outside the home and claim to be the breadwinners frequently claim to lack the necessary patience to be a parent.” “Regrettably , patriarchal beliefs have made childrearing exclusively the responsibility of mothers , despite the numerous social advancements that have taken place. Men who work outside the home and claim to be the breadwinners frequently claim to lack the necessary patience to be a parent.” Existing welfare facilities designed specifically for women and children, like kindergartens, restaurants, shops, and other essential infrastructures, can have a big impact on the problems that are currently women being faced. Participant # 5, a 31-year-old staff nurse in the university hospital with a 2.5 year-old toddler, six years of job experience, and an average income said: “The organization should guarantee that at least one kindergarten or day care center is available. It is crucial to have a kindergarten and playground where we can drop off our kids safely when we go to work. We can focus on our work responsibilities without worrying when we have trustworthy caregivers in place.” “The organization should guarantee that at least one kindergarten or day care center is available. It is crucial to have a kindergarten and playground where we can drop off our kids safely when we go to work. We can focus on our work responsibilities without worrying when we have trustworthy caregivers in place.” This theme has two sub-themes of “Gender shadow,” and “Stuck in organizational issues. “They illustrate the issues that employed women are facing within the healthcare organization. The work environment for women is not always accompanied by respect and attention to the physical and mental characteristics of women. The organization’s interaction with employed women is influenced by culture, ethnicity and circumstances. Sometimes female identity becomes a concept that is not given the attention it deserves. The sub-theme encompasses five categories, including: “Disrespectful work environment,” “Inequality and discrimination,” “Culture of male superiority,” “Femininity a missing concept in the workplace,” and “Transferring emotions between home and workplace.” A major obstacle that women encounter in the workplace is the lack of consideration for gender-related matters and interactions with male co-workers. Participant # 9, a 34-year-old accountant in the financial department with two children, ages 7 and 12, 10 years of job experience, and a low income said: “In work setting , some men take a sexualized stance toward women. This behavior makes women uncomfortable because certain men , regardless of their marital status , can cause unwanted stares and incorrect assumptions about well-groomed women when they work in the same room.” “In work setting , some men take a sexualized stance toward women. This behavior makes women uncomfortable because certain men , regardless of their marital status , can cause unwanted stares and incorrect assumptions about well-groomed women when they work in the same room.” Inequality abounds in the workplace and stems from a variety of factors, including discrimination between work forces, benefit types, women’s sexual orientation and so on. Participant # 4, a 30-year-old secretary at clinic of the university hospital with two children, ages 5 and 10, four years of job experience and a low income said: “We even have discrimination in our country when it comes to rights and benefits. For instance , why should I , as a woman , not receive a payment raise because I have a child? But , there is this payment raise for men.” “We even have discrimination in our country when it comes to rights and benefits. For instance , why should I , as a woman , not receive a payment raise because I have a child? But , there is this payment raise for men.” From the perspective of women, men have always held superior positions in the workplace, men have been given the majority of authority positions, and they no longer agree with women’s management because of the culture that has developed around men’s superior vision. Participant # 6, a 34-year-old nurse in the university hospital with two children, ages 2 and 6, nine years of job experience, and an average income said: “Patriarchal attitudes and gender discrimination are still prevalent in the society , and women and men are typically not treated equally in the workplace , and the majority of senior management roles giving to men.” “Patriarchal attitudes and gender discrimination are still prevalent in the society , and women and men are typically not treated equally in the workplace , and the majority of senior management roles giving to men.” In employment programs, women are treated as men in the same working conditions. The physiological issues, physical attributes and abilities, and tasks associated with women’s other roles have not been taken into account. Participant # 13, a 29- year-old single clerical employee in research and technology department, living with parents, four years of job experience, and a low income said: “Women experience the same working hours as men , which results in significant physical strain. Extended and inappropriate work hours are detrimental for physiological health of women’s body.” “Women experience the same working hours as men , which results in significant physical strain. Extended and inappropriate work hours are detrimental for physiological health of women’s body.” The workplace and the life of employed women have cast a shadow on each other. Each environment’s events unintentionally affect the other environment. It is impossible to separate these two environments from each other; they are connected like two semicircles. Participant # 10, a 34-year-old specialist doctor in the school of medicine and university hospital with only one 8 years old child, five years of job experience and a high income said: “Even when I am not in the hospital , I am constantly thinking about patients in the hospital. My life is impacted by this stress and anxiety.” “Even when I am not in the hospital , I am constantly thinking about patients in the hospital. My life is impacted by this stress and anxiety.” Conditions related to employment, including income, job security, opportunities for organizational growth and management can affect the challenges of employed women within the healthcare organization. This sub-theme has five categories including: “Job insecurity and dissatisfaction,” “Communication conflicts in workplace,” “Job identity,” “Management bottlenecks,” and “Neglect of professional growth.” There are several reasons why employed women did not feel safe and satisfied with their jobs. Employment in a vague situation, long working hours and workplace frustration as well as a decrease in motivation due to not enough payment and long-time working without salary are some of the reasons. Participant # 12, a 44-year-old service woman in the university office with four children, ages 8, 10, 15 and 18, two children with special healthcare needs, 10 years of job experience, and a very low income said: “My working environment makes me imagine that service workers are worthless. We work very hard and never even take breaks from their tasks. No one views us as colleagues , and we receive a little salary… even for our government , working service members are worthless.” “My working environment makes me imagine that service workers are worthless. We work very hard and never even take breaks from their tasks. No one views us as colleagues , and we receive a little salary… even for our government , working service members are worthless.” The need for effective communication and constructive interaction skills is one of the reasons why women face challenges in the workplace. Participant # 8, a 31-year-old midwife with only one 6 year-old child, seven years of job experience, and an average income said: “The problem of many colleagues is that they cannot understand each other and communicate effectively. They should receive education for these skills.” “The problem of many colleagues is that they cannot understand each other and communicate effectively. They should receive education for these skills.” There are more problems for employed women because of the nature of her job, the overwhelming nature of job, working without breaks, type of working shifts, working many night shifts while having a small child, and the incompatibility of the type of job with women’s abilities. Participant # 5, a 31-year-old staff nurse in the university hospital with a 2.5 year-old toddler, six years of job experience, and an average income said: “My colleague was attacked by a female patient with schizophrenia. In addition to break his glasses , he was beaten.” “My colleague was attacked by a female patient with schizophrenia. In addition to break his glasses , he was beaten.” Women encounter a variety of issues in some workplaces, including management style, favoring one employee over another, pressuring co-workers and abusing power, a lack of work ethics, a lack of accurate performance evaluation and weak system supervision. Participant # 8, a 31-year-old midwife with only one 6 year-old child, seven years of job experience, and an average income said: “My colleague oppresses us because she has a good communication with the hospital’s director.” She decide who stays awake in the night shift , and she wakes us up whenever she wants. These events in the department have increased since the hospital’s director changed.” “My colleague oppresses us because she has a good communication with the hospital’s director.” She decide who stays awake in the night shift , and she wakes us up whenever she wants. These events in the department have increased since the hospital’s director changed.” Employed women have reported instances of top managers failing to motivate staff, wasting money and time on unmotivated personnel, deviating of managers from professional ethics, making poor decisions regarding the principle of control and humiliating personnel when they make a mistake. Participant # 11, a 38-year-old supervisor of the medical students in the university dormitory with two children, ages 11 and 14, two years of job experience, and a low income said: “I am not motivated to do well in my job because there is no difference between disciplined and undisciplined people in our organization. The principle of control in the organization is not being applied correctly.” “I am not motivated to do well in my job because there is no difference between disciplined and undisciplined people in our organization. The principle of control in the organization is not being applied correctly.”

This is a qualitative study with descriptive phenomenological design that was approved by the research ethics committee of the university. It was conducted from 4th of January to the end of August 2024. Phenomenology can be defined as a research methodology that seeks to describe the nature of a phenomenon by exploring it from the perspective of those who have experienced it [ 21 ]. Descriptive phenomenology seeks to reveal the fundamental essence or core structure of the phenomenon under investigation. It emphasizes the unique characteristics of the phenomenon [ 22 ]. What are the lived experiences of employed women with maintaining the work-life balance? Data were collected from 16 women who were full-time employed in 10 centers in both urban and rural areas affiliated to Iranshahr University of Medical Sciences in southeast Iran in Sistan and Balochistan province. Participants were responsible for providing services to individuals in the affiliated university schools, hospitals, health centers and health houses. Sistan and Balochistan province in the southeast of the country, is the second largest of the 31 provinces of Ian with an area of 180,726 km². It borders Afghanistan and Pakistan. The capital of Sistan and Balochistan province is the city of Zahedan. Furthermore, this province is one of the deprived provinces of Iran with a specific cultural context. The Baloch people inhabit the Sistan and Balochistan region. They are bound together by shared linguistic, religious, and cultural ties. Most of them adhere to Sunni Islam and speak the local Balochi language. Their society follows a tribal structure characterized by patriarchy and extended family systems [ 23 ]. Baloch women live in a deeply patriarchal system where traditional gender hierarchies remain firmly entrenched. In this traditional society, women are expected to focus exclusively on childcare and domestic work, while men dominate economic, political and social structures [ 24 ]. In this qualitative study, 16 full-time employed women were selected by purposive sampling. To ensure diversity and explore different experiences of employed women across various sectors, participants with various professional roles and job positions were invited to participate in the study. Participants comprised employed women in different job roles, including nursing, general practitioner, specialist physician, faculty member, accountant, office employee and service personnel from the university hospitals, university schools, research and official departments as well as those from the healthcare centers and health houses. Various participants from different centers were selected to ensure that they had the necessary and diverse experiences related to the phenomenon [ 25 ]. Inclusion criteria for participants were as follows: A married or unmarried woman in reproductive age with a full-time job, and at least one year experience in different university positions (administrative, clinical, management and service positions) at one of the affiliated centers of the university. Exclusion criteria include: Being on leave in the last 6 months, currently undergoing transfer to another city or university, having a history of mental and/or physical impairments that effected individual performance. The sample selection process prioritized maximum diversity across various factors, including age, marital status, job position, income level, professional experience and working in an urban or rural area. Data were collected through in-depth interviews using a semi-structured interview from 16 participants. The face-to-face and telephone interviews were conducted by two authors (NH and TS), who were faculty members in nursing and midwifery schools and expert in qualitative research. The participants were recruited through contacts by phone or direct visit at the workplace. After explanation of the research objectives and the acquisition of both oral and written consent form, the participants selected their preferred time and place for the interview. The interviewers accessed to the participants at workplace during different work shifts based on their chosen time. Due to the workload of employed women, several visits and telephone contacts were made to meet them in their workplaces. In this study 16 interviews were conducted with full-time employed women in different job positions. The time of interview was between 39 and 65 min depending on the participant’s responses. An interview guide was used to conduct the interviews [ 26 ]. Five open-ended questions were included in the guide, while the rest of the questions were formulated based on the answers provided by the participants. The initial two interviews were run as pilot interviews to fix the sample questions in the interview guide. At the end of each interview, the participants were informed that they would receive a phone call or text message to check that their experiences of the phenomenon under investigation were accurately reflected in the results file. To begin the interviews, this main question was asked: “Can you explain your experience of being a woman and employed?,” The rest of questions were: “Could you please explain your experiences as an employed woman about managing your work and home life?. “As an employed woman, what challenges have you experienced at work?,” “As an employed woman, what challenges have you experienced at home?,” and “Based on your experiences, what were the exacerbating situations?.” The interview was then continued with probing questions such as “Please explain more?” and “Can you provide an example?.” All interviews were audio-recorded according to the signed consent forms by participants. Data saturation was achieved after the 14th interview. It means that no new codes and/ themes emerged from subsequent interviews, indicating comprehensive exploration of the nature of the subject. However, two additional interviews were conducted for further assurance. Final interviews demonstrated code redundancy and saturation. Data saturation plays an important role in qualitative research as it indicates whether data collection and analysis is adequate or if they need to be continued [ 27 ]. The data collected during the interview were analyzed on the same day or the next day using Colaizzi’s descriptive phenomenology method. The data management and analysis was implemented by MAXQDA version 10 software. The Colaizzi’s method consists of seven steps: familiarization by immersing researchers in data and a full understanding of participants’ experiences by transcribing interviews verbatim; identifying significant statements by extracting key statements or phrases and capturing the essence of the participant’s experience as it relates to the phenomenon; formulate meaning by analyzing key statements to identify similar themes and patterns; develop themes by constructing themes from identified meanings; clustering similar themes together to create clusters and categories; create a detailed description of the phenomenon, and return results to participants to verify and check the correctness of interpretations [ 22 ]. Our results were reviewed by two authors independently, and if there was a disagreement, a third person was used. All extracted results were discussed in the research team. The authors followed the Consolidated Criteria for Reporting Qualitative Research (COREQ). Credibility, dependability, confirmability and transferability of the analyzed data are the four-criteria of Lincoln and Guba which was developed for qualitative studies in order to guarantee the rigor of the study [ 28 ]. To improve the credibility and transferability of the data, participants were selected with the greatest possible diversity. To confirm data extraction, seven interview transcripts were returned to the participants. The process of data analysis was audited by two external professional referees with doctoral degrees from Iranshahr University of Medical Sciences. The authors also concentrated on providing a thorough explanation of the research methods and analysis process in order to improve transferability of the study. Furthermore, interviewers used field notes to record participants’ feelings/ behaviors, interactions and the environment in order to guide them toward completing language-focused data as well as identifying biases [ 29 ]. The Institutional Review Board and the Research Ethics Committee of the Iranshahr University of Medical Sciences approved the research proposal (ethical code: IR.IRSHUMS.REC.1402.010). All necessary permissions were taken from the affiliated centers to the university. The objectives of the study were explained to the participants and the informed consent form was signed by all of them. Participation in this study was voluntary. Participants were informed that they could withdraw from the study, if they did not want to continue.

Women are society’s forerunners and have a large influence on every aspect of life; thus no society can prosper without them [ 1 ]. In addition to women’s traditional roles, they should work outside the home to support the family economy, cover household expenses, and pay for their children’s education [ 2 ]. Employed women confront a unique set of social expectations about how mothers should behave. They end up doing most of the unpaid domestic labor, particularly childcare and housework. While, discrimination at workplace specifies them as less qualified or dedicated persons [ 3 ]. While the home is typically a source of additional unpaid labor for women, it is acknowledged as a place of rest and recovery for men [ 4 ]. As a result, women are now primarily responsible for the family and attempt to strike a balance between work and life [ 2 ]. Today, align with gender equity and fairness, organizations hire women to enhance female representation in traditionally male-dominated roles [ 5 ]. Women in the work force see themselves juggling three different aspects including their innate personal needs, family obligations, and professional expectations [ 6 ]. Finding a balance between work and family obligations is a major barrier to women’s career advancement [ 7 ]. For employed women, maintain work-life balance is essential [ 8 ]. Work-life balance is a concept that promotes low stress levels and employee wellbeing. The impact of job demands on stress was mitigated by job control effects when organizations adopted high levels of work-life balance practices [ 9 ]. Women need to carefully consider how to balance their careers with their families [ 10 ]. Work-life balance is regarded as essential for wellbeing, productivity, and a contented family life [ 9 ]. Women are under a lot of pressure because of their dual responsibilities, and they attempt to defend each role simultaneously [ 11 ]. Social gender norms continue to show domestic labor as the sole or primary responsibility of women in some of the societies. This idea puts a lot of pressure on employed women. They struggle to manage and balance their responsibilities at work and at home [ 4 ]. Evidence shows that work-family imbalance has adverse effects on women’s mental health. In a study from India, about 58% of employed mothers reported psychiatric complications with moderate (49%) to severe (9%) levels [ 11 ]. Multiple determinants contribute to the development of mental health problems in employed women. Key influencing factors include: work-related stressors (altered sleep patterns owing to shift work, excessive workload, job insecurity and extended working hours), role conflicts (work-family interference, challenges in balancing professional and domestic responsibilities and difficulties maintaining work-life boundaries), socio-economic factors (financial pressures and income), demographic factors (age and parental status), various challenges (management of family, child, job, house and time) [ 12 , 13 ]. Employees who can play balanced roles in their personal and professional lives are expected to improve their well-being by reducing stress and conflict between the two [ 9 ]. However, women compared to the male counterparts, experience more stressors at work. Different biological and physiological factors affect the mental health of employed women, which has gender-specific effects. This can disproportionately affect female workforce participation. Women experience unique reproductive health conditions, including cyclic hormonal changes (e.g., premenstrual syndrome, menstruation, and dysmenorrhea), reproductive system disorders (endometriosis) as well as pregnancy and menopause [ 14 ]. Furthermore, employed women have to deal with sex discrimination, not getting a promotion, not having organizational support, harassment and gender stereotyping [ 4 ]. Studies have shown that women are subjected to unfavorable stereotypes when it comes to choosing their careers [ 15 ]. Moreover, segregation of genders according to local norms and cultural preferences [ 16 ], social conventions, and economic considerations all impact women’s employment [ 17 ]. According to the World Bank (2023), the labor force participation rate in Iran in 2023 was 13.6% for women and 66.8% for men, indicating significant gender inequality in labor force participation [ 18 ]. Moreover, the rate of presence of Iranian women in managerial positions has been reported less than 3%, and this percentage is even lower in top-level management roles [ 19 ]. In the United States, women still do not hold positions of authority and prominence, even though they hold nearly half of all professional-level positions. Persistent biases and misconceptions about women hinder their progress [ 20 ]. From one side, it seems that issues of employed women have not yet gotten enough attention by their superiors [ 2 ]. From the other side, given the significance of work-life balance for women, limited new research in our society and the influence of cultural context in this area, this study was conducted. The aim of this study was to explore the lived experiences of employed women in maintaining work-life balance at centers affiliated with one university of medical sciences.

This phenomenological study was conducted to explore the lived experiences of full-time employed women for keeping their work-life balance at 10 centers affiliated with Iranshahr University of Medical Sciences. Our results showed that our participants experienced the pressures of an endless work drama in the role of a working woman. They were constantly struggling with being immersed in challenges at work and at home. Based on the present study, an employed woman puts herself through hardships and role conflicts to keep her family safe. The rights of women, husbands, and children are still being infringed upon despite all of these efforts. One of the biggest challenges for women is the gap in parenting and the detrimental effects of job on these crucial roles. Earlier studies indicated that for employed women, juggling obligations and preserving life balance is a constant struggle [ 7 , 30 , 31 ]. According to a study on Mexican immigrant women in the US, women experienced stress from their jobs, caring for their families and children, and staying at home. Parenting stress was exacerbated by professional obligations, which showed up as guilt and anxiety in mothers about childcare, family involvement, and their children’s general well-being. One of the consequences of women’s employment is their inability to take care of their children [ 32 , 33 ]. When stressful work responsibilities are combined with the experience of being unable to adequately care for children, it can lead to feelings of inadequacy, particularly in fulfilling the parental role for employed women [ 30 ]. Our findings shows that employed women often neglect themselves and their needs, making personal sacrifices to maintain work-life balance and promote family well-being. Many working women– whether married or single– take on multiple roles, each with its own set of responsibilities. Married women may face challenges in their professional roles and the primary roles of wife, mother, and daughter in the family, while single women often have caregiving responsibilities for parents and other family members in addition to their professional roles. The physical and psychological pressures of these roles inevitably affect women’s mental and physical health. For married women with children, the word “self” has become an elusive concept. Employed women must make sacrifices and demonstrate selflessness to balance work and family life, often forcing them to neglect even their basic needs. Many employed women - whether married or single - take on multiple roles, each with its own set of responsibilities. Married women may face challenges in their professional role and the primary main roles of wife, mother, and daughter in the family. While single women often have caregiving responsibilities for their parents and other family members, in addition to their professional role. The physical and psychological pressures of these roles inevitably affect women’s mental and physical well-being. For married women with children, the word “self” has become an elusive concept. Employed women must make sacrifices and show dedication to balance work and family life, often forcing them to neglect even their basic needs. The idea of sacrificing oneself for the betterment of one’s family and children was a theme that has also been raised in earlier studies [ 33 , 34 ]. The results of the present study reveals that self-sacrifice is not exclusive to married women; single women also have significant familial responsibilities. As evidenced in prior research, singlehood does not mean a life without the burden of care, but rather navigating life as a single person is a complex and often challenging path [ 35 ]. Cultural and social factors as well as societal expectations and values regarding work and family, can have a significant impact on the domestic challenges faced by employed women. Men’s lack of cooperation and participation in housework due to patriarchal views, as well as society’s expectation that women take care of the home and work, cause women to become more exhausted [ 30 , 31 , 33 , 34 , 36 ]. The findings of the present study show that a number of complex pressures and responsibilities have put employed women’s physical and mental health at risk. After leaving the workplace, women often resume working at home and face pressures stemming from multiple roles and responsibilities. Reduced rest, dedicating time to others’ well-being, and neglecting self-care can threat the physical and psychological health of working women. According to studies, women’s employment is linked to a number of problems, such as insufficient time for household chores, physical and mental exhaustion, and sleep problems [ 31 ]. Personal and professional lives may be negatively impacted by inequalities between work and personal commitments. Work-family conflicts, mental health problems, and general dissatisfaction can all be caused by this imbalance [ 11 , 12 ]. Along with the positive aspects of women’s employment, negative aspects have also been reported in the literature [ 31 ]. Based on the findings of the present study, employing women could have short and long-term consequences in individual and social levels. Our findings show that occupational fatigue, the nature of the job and the multifaceted responsibilities of employed women may significantly influence their intimate relationships and sexual well-being [ 37 ]. The women engaged in the present study expressed apprehensions about the threats to their marital relationships and sexual identities. Long working hours, along with the differing schedules of their spouses, reduce the time allocated for family and marital engagement, which in turn undermines the quality of married life and increases the likelihood of familial instability. Additionally, women’s participation in the workforce introduces uncertainty and disruption to traditional roles and responsibilities, leading to confusion within the family dynamic [ 32 ]. The present study indicates that women’s employment affects their desire and decision to have more children due to factors such as heavy workloads, limited time for childcare, the dual burden of work and home responsibilities, limited support systems, and social norms that place childcare on mothers. Based on the evidence, employed women often choose to have fewer children due to the demands of work. Having children at the same time, especially young children, reduces mothers’ capacity to maintain full-time employment and participate in the workforce. The results of a study showed that there is an inverse relationship between fertility and women’s employment. For every decrease in the number of children in a family, female labor force participation increases by 10.2% [ 38 ]. Our participants reported that the primary challenge of them lies in the multiplicity of tasks and responsibilities stemming from their various roles. The cumulative negative effects of this burden may have severe and irreversible long-term consequences for a society. Women with role overload feel overwhelmed by too many duties and societal expectations, not having enough time or capacity to manage everything at once [ 39 ]. Furthermore, the findings of our study indicate that women face significant barriers in achieving work-life balance due to multiple interconnected factors. These include inadequate support networks, geographical separation from familial support systems, deteriorating economic conditions which get worse by inflation and rising costs of living as well as healthcare problems and associated financial burdens. Most of participants chose domestic roles over professional careers, and remained in the workplace due to economic constraints. For these women, the inability to sustain their family’s needs on their husband’s earnings alone, coupled with the desire to secure better opportunities for their children, serves as the sole motivation for continuing their employment. Due to their financial needs, these women endure hardships [ 33 ]. Financial challenges are a major factor affecting women’s employment. Men now find it more difficult to cover all of their expenses on their own because of societal inflation [ 32 ]. Rising inflation have imposed significant financial strain on households, manifesting in elevated costs for basic necessities such as food and utilities, while simultaneously eroding savings. These economic pressures frequently lead to compromised nutrition, deferred healthcare, and various other stressful circumstances [ 40 ]. The economic relief and better Quality of Life that come with dual-income partnerships have contributed to the growing number of two-earner households [ 41 ]. So, women are compelled by their living conditions to engage in the workforce and contribute to enhancing the family’s financial status [ 33 ]. Evidence shows that a strong network support of relations, spouse, and friends in childcare significantly improves work-life balance, as this type of system is crucial for individuals’ mental and physical health [ 42 ]. Social support has also been increasingly recognized for its positive impact on stress reduction, health protection, and overall Quality of Life [ 43 , 44 ]. This study showed that a lack of social support in job, especially with rotating shifts, brings about a major challenge. Furthermore, similar research indicates that social support within families is decreasing due to living arrangements; the decline of the extended family and the growth of the nuclear family [ 45 ]. The results of a study showed that women frequently receive less support from their spouses compared to men. Employed women generally require more substantial support systems compared to their male counterparts due to their disproportionate burden of additional responsibilities [ 41 ]. Insufficient social support heightens occupational stress and negatively affects the psychological well-being of working women [ 11 ]. In a comparative study on working and non-working Iranian women, it was found that employed women attained the lowest ratings in the domain of support, indicating a need for social support to enhance their Quality of Life [ 46 ]. Furthermore, the Quality of Life for housewives was observed to be superior to that of employed women who have a child with a chronic illness [ 47 ]. Ultimately, perceptions of work-life balance are shaped by intersecting structural barriers, cultural norms, and practical constraints. Excessive work pressure, inadequate workplace infrastructure, and insufficient family-work policies emerge as primary roots of work-life imbalance for Nigerian female doctors [ 41 ]. In addition to all the challenges faced by married women in their daily lives, single women endure multiple pressures both within family and workplace environments. This issue remains largely overlooked. In the present study, single women complain about the disproportionate responsibilities imposed on them by family members due to their unmarried status. The results of a study shows that being single is a complex and often challenging experience [ 35 ]. Unmarried female employees experience workplace inequities, where caregiving responsibilities for aging parents are not accorded institutional facilities like as childcare provisions for married mothers. Ochnic’s study showed more or less similar findings for single women. Single women are usually compared to married ones [ 48 ]. Women who remain independent frequently encounter stigmatization, since their autonomy causes challenges in normative expectations of marriage and family formation [ 49 ]. Kislev’s study showed that single women expressed dissatisfaction with workplace disparities, including lower salaries, longer work hours, increased workloads, and a poorer work environment. All of them contributed to decreased work-life balance satisfaction in employed women [ 50 ]. Alongside with all these challenges, the present study reveals that emotions-both favorable and unfavorable-transfer between professional and personal settings, influencing the effectiveness of female employees in each environment. Evidence shows that work-life conflict occurs when job responsibilities interfere with personal time. However, life-work imbalance occurs when personal commitments affects work performance [ 31 ]. The present study highlights the importance of femininity and the requirements of employed mothers. They are frequently neglected in professional environments. Although, maternity leave is nine months in Iran, this policy may not apply equally to all women at different workplaces. However, nearly all women utilize hourly nursing breaks, except in a few understaffed institutions that fail to accommodate this right. Such institutions remain rare exceptions. The results of a study in India showed that paid maternity leave is not commonly implemented in this society, leading to financial challenges for mothers who opt for maternity leave [ 7 ]. The professional work environment in India has resulted in women ceasing breastfeeding and dedicating reduced time to childcare and engagement with their children. Breastfeeding in the workplace is primarily influenced by the nature of the job, the environment of the workplace, the level of social support from family, flexibility in work arrangements, and the availability of workplace resources like lactation rooms and childcare services. Additionally, businesses with a workforce of 50 or more employees will now be mandated to provide a crèche or daycare facility [ 11 ]. The present study highlights that women face challenges associated with menstruation in the workplace, especially regarding the use of sanitary pads, which exacerbates their discomfort during this period. Many expressed a need for leave during the initial days of their menstrual cycle. Additionally, the results of a study focusing on Norwegian female teachers revealed that the work environment frequently overlooks the particular requirements of women, including those related to menstruation and menopause [ 51 ]. In Namibia, women in the workplace encountered several challenges, including insufficient resources and infrastructure, limited access to clean sanitation facilities, increased occurrences of bleeding, and considerable discomfort. They articulated a necessity for leave during this time [ 52 ]. The lack of adequate sanitary management for menstruation results in both physical discomfort and psychological distress. Additionally, the societal taboos and stigma associated with menstruation can contribute to feelings of depression and shame in women [ 53 ]. Also, the present study indicates that women reported feelings of discontent to their work environment. Key challenges include gender discrimination, inequality, and the scarcity of women in senior positions, all of which are critical concerns in the context of female employment [ 32 , 34 ]. In India, women believe that their income constitutes merely 62% of that of their male colleagues. This disparity is influenced by various factors, including workplace discrimination, a limited range of career opportunities and career advancement, lower salaries, and wage inequalities, all of which create a challenging environment for women [ 7 , 34 ]. Greater gender equality can positively impact various aspects of life, including health, rights, and overall well-being [ 54 ]. Research shows that women face various forms of global stress in the workplace. This stress encompasses the psychological and physical challenges associated with their positions, the level of autonomy they have in their roles, concerns regarding potential job insecurity, evaluations from colleagues, and apprehensions about harassment, family responsibilities, and significant life stressors [ 55 ]. One of the challenges of employed women in this study was not being viewed as competent managers, with a prevailing belief that men were more suited for leadership roles than women. Evidence shows that although more women have joined to the workforce, they still earn less and hold fewer leadership positions in comparison to men [ 56 ]. The concept of gender equality adheres to identical professional prospects, rights, and unbiased treatment for all genders in work environments [ 57 ]. Gender inequalities in the workplace emerge from discriminatory practices at different levels, individual, interpersonal, social, and organizational [ 58 ]. Women face numerous challenges in the workplace, including management issues, discrimination, and inequality. These difficulties are further exacerbated by the responsibilities they hold at home, leading to considerable stress. In this context, discrimination, ineffective management, and injustice negatively affect women, who strive for recognition and acknowledgment of their struggles [ 51 ]. The lack of a supportive system intensifies the difficulties encountered, thereby further disrupting work-life balance. On the other hand, while women demonstrate a wide range of abilities in communication and networking with peers, their professional progression often remains slow, primarily as a result of the existing organizational structure and culture [ 7 ]. The discrimination and limitations faced by employed women in Saudi Arabia are shaped by traditional cultural and societal norms [ 34 ]. Additionally, reports indicated that women in the private sector experience an unhealthy work environment [ 32 ]. Various factors, including the perceived dominance of men and their inclination towards unrestrained conduct, play a significant role in the occurrence of sexual violence, resulting in a range of reactions from silence to active resistance [ 59 ]. Participants in this study experienced organizational discrimination with distinct patterns in payment and daily workplace interactions. Approximately 80,000 workplace discrimination were reported in 2017 in the US. Sex-based (30%), race-based (34%), and age-related (22%) discriminations constituted the majority of cases. These violations led to roughly $400 million in monetary remedies for affected employees in private, state, and local government sectors [ 60 ]. Evidence shows that discrimination in medical settings occurs at two primary levels: institutional and individual. Institutional discrimination involves prejudicial mechanisms incorporated into healthcare systems, such as protocols, medical guidelines, and facility designs. Conversely, interpersonal discrimination occurs through individual interactions influenced by conscious or unconscious biases regarding a person’s identity characteristics [ 61 ]. One of the limitations of this study is exploring the lived experiences of employed women at 10 centers affiliated with only one university of medical sciences, which can limit the generalizability of the data. Another limitation could be the higher health literacy of our participants and similar professional backgrounds in most of them. This could influence the results, also limiting the generalizability of the data to non-healthcare organizations. But it is worth mentioning, our findings reflect the unique sociocultural and organizational norms in this region of country. Women in other areas or societies may experience a different range of lived experiences from positive to challenging and negative experiences due to various rules and norms such as parental leave policies and childcare support regulations and facilities. Also, the diversity of sample was one of the strengths of our study. It enabled the collection of rich data from employed women in a various range of professional roles from university managers to medical staff and service workers. By using first-hand narratives, it was explored what it means to maintain work-life balance among university employed women from Southeastern Iran. Our results showed how cultural expectations, job pressures and limited resources created unique challenges for employed women in our cultural context. Gaining insight into women’s experiences of work-life balance can be beneficial at individual, organizational, and societal levels. Changes can be made at all three levels to improve the conditions of employed women. At the individual level, skill development, empowerment, and prioritization of women’s well-being are recommended. At the organizational level, designing flexible human resources policies is advised. At the societal level, supportive legislation- such as universal maternity leave (for all kind of employment), lactation support and anti-discrimination measures are suggested.

The lived experiences of employed women for maintaining the work-life balance showed they experienced pressures of an endless work drama. They were constantly struggling with being immersed in challenges at work and at home. Our findings showed that women’s employment can bring challenges for themselves, their family, and even the society. Intensify situations can exacerbate the difficulties of maintaining work-life balance. Additionally, some women encounter gender-based obstacles in the workplace, including inequitable treatment, discrimination, or insufficient attention to their unique needs. All these issues can ultimately endanger the physical and psychological health of working women. To address these issues, health policymakers and organizational managers should consider implementing supportive measures tailored to keep work-life balance for women in healthcare settings. Such initiatives could enhance job satisfaction and overall quality of life of employed women. Future research could expand on these findings by exploring diverse contexts, such as different universities, geographic locations, or specific groups (e.g., working mothers, nurses, physicians, or administrative staff).