Such contrasting reactions to stress are commonplace in workplaces and households. The truth is that these behavior patterns are far more common than we would like to admit. Are these differences shaped by societal roles, inherent tendencies, or perhaps both? Are women simply “hardwired to worry,” or is there something deeper at play?

BasilTree Consulting has conducted the first comprehensive study of over 10,000 managers in India, shedding new light on this intriguing dynamic. The findings echo global trends: Women, in general, demonstrate greater anxiety and lower stress tolerance than men, who appear better equipped to handle high-pressure situations. This gap in emotional resilience is not just anecdotal. This is confirmed by several highly respected and validated personality instruments, reinforcing what many of us have long suspected.

Biologically different

Yet the question persists: Are these differences biologically rooted or are they the result of centuries of societal conditioning? A compelling argument points to biology. Throughout evolution, women have long been the primary caregivers, responsible for nurturing their offspring, ensuring their safety, and ensuring their well-being. These caregiving roles may have required a heightened sense of awareness – an instinct to anticipate potential risks and threats. Women may therefore have developed higher levels of anxiety as a coping mechanism. Higher concentrations of oxytocin and cortisol, hormones that influence emotional bonding and the stress response, may also contribute to making women more likely to worry.

But the story doesn’t end there. If biology leads the way, society certainly amplifies performance. From a young age, girls are often conditioned to be caring, cautious, and emotionally reactive, while boys are quite stereotypically taught to be tough, assertive, and emotionally stoic. Think about all the times little girls have been praised for being “good behaved” or “common sense,” while boys are encouraged to be brave and adventurous. These social cues, along with media portrayals of women as emotional and men as resilient, reinforce behaviors that reflect the very traits we associate with anxiety and stress tolerance.

Take a look at your workplace or even think about your own career. Women’s increased anxiety often makes them detail-oriented and empathetic, qualities that can be very valuable in roles requiring collaboration and people management. In many ways, this makes women exceptional leaders in industries that demand a human touch. However, this same anxiety can also be a double-edged sword, potentially leading to burnout, self-doubt, and hesitation when it comes to stepping into high-pressure leadership roles. It’s no coincidence that imposter syndrome, in which capable individuals feel fraudulent despite their accomplishments, disproportionately affects women. Could this underlying anxiety be one of the reasons why so many promising female professionals stagnate mid-career?

Emotional vulnerability

In contrast, men, with their generally higher tolerance for stress, are often the ones to take over when rapid decision-making and crisis management are needed. Their resilience can be a tremendous asset, allowing them to excel in high-stakes environments. But here too, the story is not as simple as it seems. Although men are better equipped to handle stress, it often comes at the cost of emotional vulnerability. A man who suppresses his emotions can find himself disconnected from his colleagues, his partners, or even his own mental health, leading to a whole other set of challenges.

These patterns are not just academic curiosities: they manifest in very real ways in our daily lives. Working women, in particular, often find themselves pulled in different directions, weighed down by what sociologists call the “second shift.” After a busy day at work, many women return home only to take on the lion’s share of domestic responsibilities. For some, the pressure becomes too much. More than 40% of highly qualified women with children leave their jobs at some point in their careers, most between the ages of 30 and 44. A recent study in India found that more than a third of working women cite work-life balance as their reason for leaving. their exit, compared to only 4% of men. These numbers tell a dark story: Women bear a disproportionate burden, and it costs them their careers.

Challenging traditional gender roles

But does it have to be like this? What if we reinvented our societal and organizational structures to better help men and women meet these challenges?

On the one hand, we might challenge traditional gender roles that assign caregiving responsibilities almost exclusively to women. Imagine a world where men are also encouraged to take on these roles, not only at home but also in the workplace. What if we normalized men’s emotional vulnerability, allowing them to express the same fears and anxieties without fear of judgment? This would not only ease the burden on women, but also create a more emotionally intelligent workforce where both men and women could thrive.

Organizations must play a crucial role

Organizations have an equally crucial role to play. What if they prioritized mental health resources and created a culture that supports both genders in managing stress and anxiety? Flexible working arrangements, parental leave and mentoring programs specifically designed for women could help retain female talent. What if men were also encouraged to take advantage of these policies? Would this help break down the rigid gender divisions we see today?

The good news is that some organizations are already making progress in this direction. Yet we still have a long way to go. In many places, the old stereotypes of the worried woman and the stress-tolerant man remain firmly entrenched. But they don’t have to. By addressing both the biological and societal factors at play, we can begin to dismantle these outdated narratives. The question is: are we ready to make this change?

Ultimately, recognizing that men and women have distinct strengths and vulnerabilities allows us to create more inclusive and supportive environments. The goal should not be to erase these differences, but to ensure that neither gender is held back by them. Only then can we create a world in which success is not driven by outdated expectations, but by the talents and aspirations of each individual.

— The authors; Dr. Srinath Sridharan (@ssmumbai) is a policy researcher and business advisor, and Bhawana Mishra is founder of BasilTree Consulting. The opinions expressed are personal.