A recent study from Duke University has revealed a troubling workplace dynamic: women who express passion for their work are more likely to be undervalued and underpaid compared to their male counterparts.

The research highlights how enthusiasm, often seen as an asset, can become a liability for women – leading to assumptions that they will work harder for less and won’t push for promotions or pay rises.

While the study focuses on the US job market, its implications resonate in the UK, particularly for management support professionals, where gendered perceptions already shape career trajectories.

The hidden bias in management support roles

The management support profession has long been dominated by women. According to the Office for National Statistics (ONS), around 80% of administrative and secretarial roles in the UK are held by women. This imbalance has created deeply ingrained perceptions about the nature of the work and who is best suited to perform it.

While executives rely heavily on skilled assistants, office managers, and coordinators to keep organisations running smoothly, there remains a persistent belief that these roles are less strategic or less deserving of high pay.

The Duke University study suggests that passion – something that should be celebrated – can, paradoxically, reinforce these biases.

If enthusiasm for the job is misinterpreted as a willingness to go the extra mile without expecting recognition or financial reward, management support professionals may find themselves trapped in a cycle of being indispensable but undervalued.

Passion shouldn’t mean working for less

In the UK, employment law and cultural attitudes towards work-life balance are different from those in the US. Workers have stronger protections, and the gender pay gap is a well-documented issue that organisations are increasingly pressured to address.

However, the idea that passion for the job should come at the expense of fair compensation is still prevalent.

How often have we heard phrases like:

• “She loves what she does, so she doesn’t mind putting in the extra hours.”
• “She’s so committed – she’s the first one in and the last one out.”
• “We couldn’t function without her.”

While these statements may sound complimentary, they often signal a deeper issue: the assumption that passion replaces the need for appropriate pay and recognition.

Navigating bias

So, what can management support professionals do to ensure their passion is seen as an asset rather than a reason to be overlooked?

1. Align passion with strategy
Being enthusiastic about your work is a strength, but make sure that enthusiasm is linked to strategic contributions. Instead of positioning yourself as the person who will “do whatever it takes,” highlight how your work directly impacts business outcomes. For example:

• Instead of saying, “I love organising events,” say, “By streamlining event logistics, I’ve reduced costs by 15% and improved executive attendance by 30%.”
• Instead of, “I enjoy supporting my executive,” say, *“By optimising diary management, I’ve increased leadership availability by 10%, enabling better decision-making.”

2. Push for visibility and recognition

Management support professionals often operate behind the scenes, which can lead to their work being taken for granted. Take ownership of your contributions:

• Request a seat at leadership meetings where decisions about office operations and team structures are made.
• Keep a record of key achievements and present them during performance reviews.
• When executives praise your work, don’t just say “Thank you” but use it as an opportunity to discuss career progression.

3. Demand pay that reflects contribution

The assumption that passion means working for less must be challenged. In the UK, gender pay gap reporting is mandatory for larger companies, and this data can be a powerful tool in salary negotiations. Research industry benchmarks and be prepared to negotiate assertively.

4. Use AI and technology to your advantage

AI is changing the nature of management support roles, making efficiency and strategic insight even more valuable. By embracing AI tools for scheduling, document management, and data analysis, management support professionals can shift their roles from administrative to advisory. This can demonstrate that their work is not just operational but essential for business success.

Passion with purpose

Passion for your work should never mean accepting less – less pay, less recognition, or less career growth. Management support professionals bring critical skills to their organisations, and that value should be acknowledged. The lesson from the Duke University study is clear: passion must be coupled with clear advocacy for fair treatment.

If management support professionals take control of their narratives, align their work with business impact, and negotiate assertively, they can turn passion into power and not a penalty.