Burnout: Understanding Causes, Impacts, and Interventions in Australia and New Zealand

Executive Summary

This white paper examines burnout as an occupational phenomenon, focusing on its causes, relationships with neurodiversity and gender, and prevalence in Australia and New Zealand. Drawing on recent research and systematic reviews, we provide evidence-based insights to inform prevention and recovery strategies. Key findings indicate that workplace factors such as high demands and low control significantly contribute to burnout, with neurodivergent individuals facing unique challenges. Gender differences in burnout manifestation are also observed, with nearly half of employees in Australia and New Zealand reporting burnout symptoms. These insights can guide the development of targeted interventions across various sectors, particularly in high-risk industries like retail.

Introduction

Burnout has emerged as a significant occupational health concern affecting workforce productivity, well-being, and retention. The World Health Organization (WHO) recognizes burnout in the International Classification of Diseases (ICD-11) as an occupational phenomenon resulting from chronic workplace stress that has not been successfully managed. It is characterized by three dimensions:

1. Feelings of energy depletion or exhaustion

2. Increased mental distance from one's job (cynicism or negativism)

3. Reduced professional efficacy

This white paper synthesizes current research on burnout, examining its causes, relationships with neurodiversity and gender, and specific data from Australia and New Zealand. By providing evidence-based insights, we aim to support the development of effective prevention and recovery strategies.

Scientific Understanding of Burnout

Definition and Classification

The WHO's inclusion of burnout in ICD-11 represents a significant step in its recognition as a workplace phenomenon. Importantly, burnout is not classified as a medical condition but appears in the chapter "Factors influencing health status or contact with health services." This classification emphasizes its workplace context and distinguishes it from conditions like adjustment disorder or anxiety disorders.

The 2019 update to the definition explicitly limits burnout to the occupational context, excluding its application to other life areas. This distinction is crucial for developing targeted interventions that address workplace-specific factors.

Evidence-Based Causes

Systematic reviews provide strong evidence linking workplace factors to burnout. A comprehensive meta-analysis published in BMC Public Health (2017) examined studies from Europe, North America, Australia, and New Zealand between 1990-2013, identifying key work environment factors associated with burnout symptoms.

Table 1: Key Workplace Factors Associated with Emotional Exhaustion

Work Factor

Evidence Grade

Weighted Odds Ratio (95% CI)

Number of Studies

Low Job Control

Moderate

1.63 (1.53 to 1.75)

9

High Job Demands

Limited

2.53 (2.36 to 2.71)

11 (of 13)

Emotional Demands

Limited

2.95 (2.40 to 3.62)

4 (of 5)

Low Workplace Support

Moderate

1.81 (1.68 to 1.95)

7

High Workload

Limited

4.22 (3.50 to 5.11)

5 (of 7)

Low Reward

Limited

1.86 (1.37 to 2.52)

2

Job Insecurity

Limited

1.39 (1.22 to 1.57)

3

Workplace Justice (Protective)

Limited

0.35 (0.27 to 0.45)

3

These findings highlight the demand-control-support model as central to understanding burnout. Job control and support serve as protective factors, while high demands increase risk. The evidence for physical, chemical, and biological factors was insufficient, with no studies meeting quality criteria for chemical/biological factors and only one for physical environment.

Neurodiversity and Burnout

Neurodivergent individuals, particularly those with autism and ADHD, experience a distinct form of burnout often termed "neurodivergent burnout." This phenomenon presents unique challenges and requires specialized interventions.

Manifestation in Neurodivergent Individuals

A 2024 article from Medical News Today highlights that neurodivergent burnout may cause:

• Chronic exhaustion

• Increased sensory sensitivity

• Loss of skills

• Reduced tolerance to stimuli

• Negative health effects

• Reduced independence and quality of life

• Increased risk of suicidal behavior

For individuals with ADHD, a 2022 study noted additional symptoms:

• Reduced quality of life

• Persistent anxiety and stress

• Feeling overwhelmed and "weathered"

• Physical health issues

Unique Causal Factors

General Neurodivergent Factors:

• Masking or hiding neurodiverse traits

• Navigating daily stressors that present additional challenges

• Dealing with societal lack of awareness and acceptance

• Experiencing discrimination and stigma

Autism-Specific Factors:

• Prolonged stress from trying to act non-autistic

• Unreachable expectations

• Unaccommodating environments

• Dismissal of needs

• Lack of appropriate services or boundaries

ADHD-Specific Factors:

• Difficulty balancing life demands

• Higher risk of mental illness

• Hyperfocus leading to overworking

• Need for compensation strategies

• Challenges with inattentiveness (procrastination, perfectionism)

• Issues with impulsivity and hyperactivity

• Difficulties with relaxation

Recovery Strategies

Research suggests several effective recovery strategies for neurodivergent individuals:

• Accepting one's neurodiversity

• Seeking social support

• Taking time off

• Reducing expectations

• Unmasking (being authentic)

• Connecting with similar individuals

• Prioritizing accepting relationships

• Seeking workplace adjustments

• Taking regular breaks

• Reducing stress

• Consulting healthcare professionals

• Maintaining a healthful lifestyle

• Early recognition of symptoms

For neurodivergent children, additional strategies include:

• Understanding energy limits

• Scheduling rest periods

• Allowing unmasking

• Filling learning gaps

• Developing organization systems

• Modifying routines as needed

• Spending time in nature

Gender Differences in Burnout

Research challenges the common belief that women are more likely to experience burnout overall. A 2010 meta-analysis published in the Journal of Vocational Behavior, analyzing 409 effect sizes from 183 studies, revealed nuanced gender differences in burnout manifestation:

• Women experience slightly more emotional exhaustion than men (effect size δ = .10)

• Men exhibit somewhat more depersonalization than women (effect size δ = −.19)

These effects, while small, are practically significant. Moderator analyses showed larger gender differences in the USA compared to the EU, with no significant variation across male-typed versus female-typed occupations.

The analysis suggests discontinuing overall burnout measures, as they align primarily with emotional exhaustion, highlighting the need for dimension-specific assessments. This distinction is crucial for developing gender-sensitive interventions that address the unique ways burnout manifests across genders.

Burnout in Australia and New Zealand

Recent data provide insights into the prevalence and impact of burnout specifically in Australia and New Zealand.

Prevalence and Impact

According to a 2023 report by Sonder and a McGregor Tan survey of 2,007 employees working at least 30 hours per week:

• 49% of employees report feelings of burnout or exhaustion

• 35% took time off for mental health in the past year

• 8% took no time off at all despite experiencing symptoms

Regarding holiday impact:

• 43% reported slightly or significantly increased wellbeing during holidays

• 29% reported no difference in wellbeing

• 27.5% reported slightly or significantly worse wellbeing during holidays

Sector-Specific Data

An unexpected finding reveals that retail workers account for 49% of stress support cases from January 2022 to February 2024, indicating significant sector-specific pressures. This highlights the need for targeted interventions in industries with heightened burnout risk.

Economic Impact

The economic consequences of burnout are substantial. According to Gallup's 2023 "State of the Global Workplace Report," burnout-related absenteeism costs Australia approximately $14 billion annually. Specific economic data for New Zealand was not available in the reviewed sources.

Historical data from a 2021 SmartCompany article noted that 77% of workers experienced burnout in 2020, reflecting the toll of COVID-19 and remote work. While this represents an older figure, it illustrates the significant impact of global crises on burnout rates.

Implications for Prevention and Recovery

The comprehensive evidence presented in this white paper has several implications for developing effective burnout prevention and recovery programs:

Workplace Interventions

• Enhance job control: Given the strong association between low job control and burnout, interventions should focus on increasing employee autonomy and decision-making authority.

• Manage demands: Organizations should implement strategies to moderate workload and emotional demands, which show some of the strongest associations with burnout.

• Foster supportive workplaces: As workplace support serves as a protective factor, cultivating supportive management practices and peer relationships is essential.

• Promote workplace justice: Fair treatment and procedural justice can significantly reduce burnout risk.

Neurodiversity-Focused Approaches

• Reduce masking pressure: Create inclusive environments where neurodivergent individuals feel accepted without having to hide their traits.

• Provide accommodations: Implement reasonable adjustments based on individual needs.

• Develop tailored support: Recognize the unique burnout experience of neurodivergent individuals and offer specialized resources.

• Raise awareness: Educate workplaces about neurodiversity to reduce stigma and discrimination.

Gender-Sensitive Strategies

• Address dimension-specific experiences: Recognize that women may need more support for emotional exhaustion, while men may benefit from interventions targeting depersonalization.

• Avoid one-size-fits-all approaches: Develop gender-sensitive assessment tools and interventions that acknowledge different manifestations of burnout.

Regional Considerations

• Target high-risk sectors: Given the disproportionate impact on retail workers in Australia and New Zealand, develop sector-specific interventions.

• Address holiday effectiveness: With over a quarter of employees reporting worse wellbeing during holidays, explore more effective recovery strategies beyond time off.

• Economic case: Use regional economic impact data to advocate for organizational investment in burnout prevention.

Conclusion

Burnout represents a significant occupational health challenge with complex causes and manifestations. This white paper has synthesized current evidence on burnout's relationship with workplace factors, neurodiversity, gender, and its specific impact in Australia and New Zealand.

The evidence points to several key conclusions:

1. Burnout is primarily driven by workplace factors, particularly high demands and low control.

2. Neurodivergent individuals face unique burnout challenges requiring specialized interventions.

3. Gender influences how burnout manifests, with women experiencing more emotional exhaustion and men more depersonalization.

4. In Australia and New Zealand, burnout affects nearly half of all employees, with particularly high rates in the retail sector.

These insights can inform the development of evidence-based prevention and recovery programs tailored to organizational, individual, and regional needs. By addressing the specific factors identified in this white paper, organizations can create healthier work environments that reduce burnout risk and promote sustainable performance and wellbeing.

References

1. World Health Organization. (2019). Burn-out an "occupational phenomenon": International Classification of Diseases.

2. American Medical Association. (2019). WHO adds burnout to ICD-11: What it means for physicians.

3. BMC Public Health. (2017). A systematic review including meta-analysis of work environment and burnout symptoms.

4. Medical News Today. (2024). Neurodivergent burnout: Symptoms, causes, and recovery.

5. Journal of Vocational Behavior. (2010). Gender differences in burnout: A meta-analysis.

6. Sonder. (2023). Burnout report.

7. SmartCompany. (2021). Majority of Aussie and NZ workers experienced burnout in 2020.

8. Gallup. (2023). State of the Global Workplace Report.

Prepared By Sarah Pirie-Nally