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The woman who accepted responsibility for particular household tasks at 35 may be a director, partner, founder or CEO at 50. Children who once needed practical care may now be adults requiring different forms of support. Parents who were previously independent may need increasing assistance, businesses may have expanded and relationships may have changed, yet the original distribution of responsibility can remain remarkably resistant to renegotiation.

A woman can spend twenty years building expertise inside an institution whose priorities shift in twenty weeks. Much of what she has accumulated, reputation, relationships, credibility, influence does not automatically travel with her when that institution changes course. The title, the email database, the platform, the programme. These belong to the employer, not to her. The same risk applies to founders and consultants who are, in effect, concentrated in a single client, fu

For women in leadership and particularly Black women, burnout is becoming one of the greatest hidden threats to career progression, organisational innovation and long-term economic participation. As artificial intelligence reshapes workplaces and organisations pursue greater efficiency, conversations about productivity are accelerating. Far fewer discussions focus on who is carrying the human cost of that transformation.

The Most Powerful New Year Commitment Is Not a Resolution... It Is Connection! As Black women executives, we enter each new year carrying more than goals, we carry responsibility, visibility and often unspoken pressure. We are praised for our resilience, our leadership and our ability to hold it all together. But too often, that strength comes at the cost of genuine connection with ourselves and the people who truly support us.