This research contributes to the field of diversity and inclusion by analyzing how employers can assist women in shaping their career trajectories and strategies in relation to their additional family commitments. The study utilized a sample of 204 participants collected during the COVID-19 pandemic when the boundaries between work and family were blurred for many women. Existing established scales were used, and the reliability and validity of these scales were assessed in the selected context using exploratory factor analysis. OLS regression analysis followed by Welch ANOVA allowed to test research hypotheses. The findings confirmed the high role of negative spillover between work and family domains in employee’s well-being, while taking parental leave, distant work and attitude to COVID-19 were insignificant in this relationship. This might lead to employees’ withdrawal from the labor market. However, active coping strategies can mitigate this negative relationship. Employers can support active coping through corporate programs and managerial discourse in order to retain employees despite existing role conflicts.