Addressing Academic Housework: Are Women Complicit?

 

If you are a woman in academia, you have likely heard of “academic housework.” It refers to all those tasks—administrative duties, committee work, student advising—that often fall on women while others, particularly male colleagues, seem to get a pass (inspiration article). And here is the kicker: we, as women, sometimes perpetuate this system ourselves. Have we internalised a sense of responsibility for these tasks? Are we complicit in doing them because we think no one else will?

I am no stranger to this experience. Over the years, I have been called upon to take on multiple academic roles. While I always wanted to contribute meaningfully, balancing the academic housework with my research and career progression wasn't always easy. It took me a long time to realise that saying yes to every request doesn’t always benefit me or my career.

The Invisible Labour of Women in Academia

Many women, myself included, have internalised expectations from an early age to be accommodating, nurturing, and supportive. This conditioning often translates into doing more in service roles at work. If a committee needs a vacant volunteer or advising role, we step in. The reality is that women faculty often spend more time on these tasks than their male counterparts—time that could be spent on research, publishing, or networking. But the thing is, the work goes unrecognised mainly in terms of career progression. The reward for being a “good citizen” in the academic world—someone who says yes to every committee and service task—rarely appears on our CVs.

Breaking Free from the “Good Citizen” Myth

It took me a while to understand that not every service role contributes to career advancement. Many of us in academia have absorbed the belief that being a “good academic citizen” means accepting every request that comes our way. Yet, studies indicate that dedicating more time to service responsibilities often slows career progression. Despite this, early-career women frequently feel obligated to take on these tasks, worried that turning them down might make them appear uncooperative or incapable. But here is the thing: this kind of internalisation isn't helping us move forward. If we want to succeed in our careers, we need to recognise that saying yes to every task won’t automatically make us better academics—it might just spread us too thin.

The Broader Impact of Gender Expectations

The imbalance in academic housework isn’t just about task distribution—it’s about deep-rooted cultural and institutional pressures that shape how women navigate their professional lives. From an early age, women are socialised as caretakers. This conditioning doesn’t stop at home—it spills over into our careers. Institutions may not recognise how much more service work women do, and unfortunately, many of us are conditioned to accept it, believing that it's “just part of the job.”

The Long-Term Costs of Academic Housework

The problem with academic housework isn’t just about the here and now. Over time, it has long-term consequences. Women who are bogged down with these tasks have less time to focus on research, the very thing that drives academic careers. Without research output and publications, moving up the academic ladder becomes harder. 

What Can We Do About It?

I have learned a few lessons along the way about how to push back against the academic housework trap, and it is something we can all benefit from (I tell that to all so that I hear it myself too):

1. Set Boundaries: It is crucial to learn to say no. It is okay to prioritise tasks that align with your career goals and focus on work that will propel you forward. It’s not selfish—it’s necessary.

2. Share the Load: No one should carry the entire burden alone. Let’s advocate for a fairer distribution of service tasks. When tasks are more evenly spread, women can focus on work that benefits their academic careers.

3. Mentorship and Support: Mentoring each other can make a world of difference. As women, we must support each other by sharing strategies and experiences. Helping each other out, especially regarding career-building, creates a stronger community.

4. Advocate for Institutional Change: Change must also happen at the institutional level. Universities should track and reward service work. That way, when women contribute, they’re not left behind regarding promotions or tenure.

We all know this issue isn’t going to disappear overnight. However, recognising the imbalance and challenging the behaviours perpetuating it is a step in the right direction. It’s not just about balancing the workload—it’s about shifting the culture of academia to one that values our work in ways that advance our careers.

As I reflect on my journey, I realise the lesson for me and all of us is that we don’t have to be complicit in this system. We can change it. We deserve to thrive in academia, not just survive. It is time for a cultural shift where our contributions are truly valued and we have the space to do the work that moves us forward.

PS: AI was used for language editing.