Women Executives Are Earning Six Figures, But Are They Treated Like Assistants? Are They Breaking the Executive Glass Ceiling, and Still Picking Up the Pieces?
There’s a persistent myth floating around the modern workplace. It goes something like this: Once a woman makes it to the C-suite or earns her six-figure salary, she finally sits at the big table. Her voice is heard, her calendar is protected, and the support staff shields her from day-to-day minutiae.
Except, reality is far messier. Many high-powered women say that even after reaching the executive level, they’re still being asked to schedule meetings, take notes, organize events, and play the role of the ever-helpful assistant. The job description may say “Vice President,” but in practice, it’s too often “Vice President and Chief Note Taker.”
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Is this just a holdover from the Mad Men era, or does it still define daily life for executive women today? The answer, as you’ll see, is both sobering and infuriating.
The Numbers Don’t Lie: Executive Titles, Assistant Duties
A recent survey by McKinsey & Company and LeanIn.Org found that 35% of senior-level women in corporate America say they’re regularly expected to take on “office housework” or administrative duties not asked of men at their level. This isn’t about collaboration or teamwork. It’s about a lingering cultural expectation that women, even those earning $100,000 or more, should step up and handle the support work.
According to the Harvard Business Review, women executives are 50% more likely than men in similar roles to be asked to take notes in meetings, plan team outings, or coordinate logistics. This expectation is even more pronounced for women of color. Women of color report higher rates of being “voluntold” for non-promotable tasks. Meanwhile, research from Catalyst shows that more than 60% of female executives say they have had their expertise questioned or have been mistaken for support staff, even when introduced as a company leader.
The Respect Gap: When CEO Still Means “Can You Email That?”
You might think a six-figure salary and a corner office would buy a measure of respect, but the “respect gap” lingers. According to a 2024 Pew Research Center report, 44% of executive women said they had been asked to handle duties beneath their pay grade within the past year. For men? Just 12%.
This isn’t just about feelings or pride. It’s about opportunity cost. When an executive spends her time chasing down calendar invites and fielding calls meant for her assistant, she loses precious hours that could have been spent on strategic planning or leading innovation. Companies pay a premium for executive talent, but they’re squandering their investment if that talent is buried under busywork.
Why Does This Still Happen? Culture, Perception, and the Reluctance to Push Back
Some might ask, why don’t women just refuse? It isn’t that simple. Many executives report that pushing back leads to being labeled “difficult” or “not a team player.” The unwritten rules of corporate culture are stubborn, and the perception that women are naturally more organized or accommodating continues to influence who gets the “extra” tasks.
And let’s talk about pay. According to the U.S. Government Accountability Office, women managers make just 71 cents for every dollar men earn, even at the top. So not only are women doing more, but they’re often getting paid less to do it.
Changing the Script: What Needs to Happen Next
Organizations serious about gender equity need to go beyond hashtags and workshops. It’s time to ensure that executive women are recognized for their leadership, not relegated to roles their titles left behind years ago. That means clear boundaries around roles and responsibilities, more training for staff on bias, and accountability for leaders who perpetuate outdated expectations.
It’s 2025. Executive women deserve more than a seat at the table. They deserve the same level of respect—and the same chance to focus on leading as their male colleagues.
FAQ
Q: Do women executives really do more assistant or secretarial work than men?
A: Multiple studies show that women at the executive level are more likely than men to be asked to handle administrative or support tasks.
Q: Has this problem improved over time?
A: While there’s been progress, the gap persists. In 2024, nearly half of executive women said they still experienced this issue.
Q: What can companies do to fix this?
A: Clear job descriptions, equal respect for all executives, bias training, and ensuring support staff handles administrative duties, not executives.
Q: Why does this matter?
A: When highly paid executives spend time on administrative work, companies lose strategic value. Respecting roles boosts efficiency and morale.
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