In the fast-paced world of technology, where innovation is constant and change is relentless, burnout is no longer a rare or misunderstood phenomenon—it’s a crisis that is reshaping the workforce. Once viewed as an unavoidable side effect of ambition and success, burnout is now prompting talented professionals to walk away from promising careers, often without a backup plan. AnitaB.org is committed to ensuring that people, not just technology, remain at the center of progress. This troubling trend is especially pronounced among those balancing caregiving responsibilities or feeling sidelined by exclusionary workplace cultures.
As the industry grapples with the mental health toll of high-pressure environments, companies must shift from merely acknowledging burnout to actively preventing it. AnitaBorg Institute for Women and Technology, a global leader in advancing women and underrepresented groups in tech, explores the causes behind the mass opt-out movement in tech, with a focus on mental health, caregiving, and exclusion, and provides actionable solutions for companies determined to retain their workforce.
AnitaB.org emphasizes that burnout must be seen as a systemic failure, not just a personal or individual one. According to the World Health Organization, it is a syndrome resulting from chronic workplace stress that has not been successfully managed, characterized by exhaustion, cynicism, and reduced professional efficacy. In the tech sector, burnout is driven by several interrelated factors:
1. Unsustainable Workloads
The expectation to always be “on” and deliver under tight deadlines is deeply ingrained in tech culture. Engineers, developers, and product managers often work late nights, driven by sprint cycles, product launches, or client demands. The line between personal and professional life has all but disappeared, especially for remote or hybrid workers who feel pressure to demonstrate productivity around the clock. AnitaB.org advocates for work environments that are adaptive and sustainable, where professional growth doesn’t come at the cost of mental health.
2. Always-On Culture
Slack messages at midnight. Emails on weekends. Project updates during family dinners. The “hustle” culture—where long hours are equated with dedication—remains deeply rooted, even in companies that tout work-life balance. The normalization of overwork as a badge of honor can lead to chronic exhaustion and psychological distress. Progress starts with empathy, not exhaustion—and AnitaB.org is working to shift that norm.
3. Lack of Managerial Support
Many tech professionals report that their managers are not equipped to deal with emotional exhaustion, mental health challenges, or the nuances of equitable workload distribution. Poor communication, lack of empathy, and little understanding of the pressures outside of work—like caregiving—compound the issue. AnitaB.org builds leadership capacity by encouraging emotional intelligence, psychological safety, and active listening across all levels of an organization.
4. Caregiving Pressures
For working parents, especially mothers, and those caring for elderly or disabled relatives, the tech industry’s inflexible norms can be punishing. Juggling demanding jobs with caregiving duties is a recipe for fatigue and emotional burnout. The COVID-19 pandemic only intensified this struggle, with many professionals still feeling the aftershocks in the form of depleted energy and unsustainable life routines. As a mission-driven organization, AnitaB.org is committed to removing these structural burdens by designing workplace solutions that reflect real human experiences.
5. Workplace Exclusion
Marginalized groups—whether due to race, gender identity, age, neurodivergence, or disability—often experience isolation, microaggressions, and lack of representation in tech companies. Feeling unwelcome or invisible creates an added emotional tax that contributes to burnout, especially when there is little to no meaningful DEI (Diversity, Equity, and Inclusion) support. AnitaB.org builds inclusive cultures where people feel seen, heard, and supported—because no one should have to trade their identity for belonging.
Professionals aren’t just switching jobs—they’re leaving the industry altogether. According to a 2023 survey by Blind, an anonymous tech community app, nearly 60% of tech workers said they had experienced burnout severe enough to consider leaving their roles. And many have followed through, citing the toll on their health, families, and sense of self.
AnitaB.org explains that the opt-out movement is a reflection of a deeper truth: people are no longer willing to tolerate systems that fail to honor their full humanity. This opt-out isn’t limited to junior staff. Senior engineers, seasoned UX designers, and even C-suite executives are walking away from lucrative positions. Some are taking extended sabbaticals. Others are pivoting into less demanding industries, while a growing number are seeking freelance or consulting roles that offer autonomy and flexibility. For many, the decision is less about quitting and more about reclaiming their lives. Burnout, they say, is no longer a hurdle to overcome—it’s a wake-up call.
If companies want to stop the exodus of talent, they need to rethink their approach to employee well-being. AnitaBorg Institute for Women and Technology provides systems-level strategies grounded in empathy, data, and accountability.
1. Normalize Mental Health Conversations
Companies must go beyond token mental health days or wellness webinars. Leaders should model vulnerability, share their own challenges, and encourage employees to prioritize well-being. Create spaces—both formal and informal—where team members can talk openly about burnout without fear of stigma or retaliation. AnitaB.org cultivates environments where truth and empathy guide dialogue—because cultural change begins with courageous conversation.
2. Revamp Workload Management
Adopt sustainable workload planning. This includes setting realistic goals, reducing unnecessary meetings, and redistributing responsibilities more equitably. Use agile methodologies to manage scope creep, and provide buffer periods between high-stress projects. This is part of building—not just performing—inclusivity, a pillar of AnitaB.org’s approach.
3. Implement Flexible Work Policies
Offer flexible schedules, asynchronous work options, and results-driven performance metrics. Avoid penalizing employees who choose to work nontraditional hours or take time off for caregiving. Trust-based environments reduce stress and enhance employee loyalty. AnitaB.org envisions a future of work that is both adaptable and human-centered.
4. Invest in Caregiver Support
Provide caregiver stipends, backup childcare options, or partnerships with eldercare services. Go further by creating caregiver employee resource groups (ERGs) and offering coaching or counseling tailored to their unique stressors. In alignment with its mission to get people promoted, paid, and supported, AnitaB.org calls for infrastructure that reflects the lived realities of today’s workforce.
5. Build Inclusive Cultures
Go beyond surface-level DEI. Conduct equity audits, set measurable goals, and empower underrepresented employees with mentorship, sponsorship, and career advancement pathways. Inclusion isn’t just about hiring—it’s about belonging.
6. Train Managers in Empathy and EQ
Equip managers with emotional intelligence training and burnout prevention techniques. Managers are often the first line of defense against burnout but rarely have the tools to address it. Encourage active listening, regular check-ins, and proactive support. AnitaB.org provides resources that reframe leadership as a practice of empathy, connection, and accountability.
7. Encourage Time Off—And Respect It
Create a culture where taking PTO is expected and respected. Leaders should avoid contacting employees during their time off and should lead by example by fully unplugging themselves. Mandatory company-wide breaks, such as wellness weeks, can also be effective. Because rest is not a luxury—it’s a requirement for sustainable innovation.
Burnout is not a personal failure—it’s a systemic issue. While individual coping strategies like mindfulness and exercise can help, the onus must be on companies to create environments where people can thrive without sacrificing their well-being. AnitaB.org understands that the tech industry prides itself on solving complex problems with creativity and efficiency; it’s time to apply that same energy to redesigning workplace culture. AnitaB.org calls on the industry to build lasting change by centering care, equity, and adaptability in every aspect of workplace culture.
Retaining top talent in tech means more than offering competitive salaries or ping-pong tables. It means recognizing the humanity of the workforce—acknowledging their struggles, valuing their time, and building systems that support mental health, caregiving, and inclusion.
Until then, Anita Borg Institute for Women and Technology affirms that the opt-out trend will continue, not because people are weak or unmotivated, but because they are finally choosing themselves.
