Entering 2025, we see great advancements in rights and opportunities for women. However, there is still a notable gap between men and women in the workplace today. According to the International Labour Organisation: “The current global labour force participation for women is just under 47 per cent. For men, it’s 72%.” Far as we are into the future—accounting for flying cars and what not—these statistics are not as impressive as they should be.
These statistics paint the big picture of the gap between men and women at the workplace. To take a closer look at the experience of women in the corporate world, we need to listen to what women are saying.
This month’s recommendation comes from Fiona Deal, head of Fleet Sales at Toyota Fleet Management. Fiona’s choice is “Lean In: Women, Work and the Will to Lead” by famous business executive Sheryl Sandberg and co-written by Neil Scovell. According to Fiona, “[Lean In] offers some really good insights into leadership, overcoming challenges and navigating complexities women face in the workplace.”
Kick back, relax, and let’s discover how we can lean in!
BACKGROUND
Lean In was not just a book, but a cultural phenomenon that took over corporate circles and book clubs in the 2010s. Readers found relatability in Sandberg’s writings on women’s workplace challenges, leading to the book’s success. Despite valid criticisms from the likes of bell hooks, many female leaders in business related to Sandberg’s writings.
A graduate of both Harvard and Harvard Business School, Sandberg put her degree in Economics and MBA to good use. She was the Chief Operating Officer of Facebook (now Meta) from 2008 until 2022. In 2021, Sandberg made it to Forbes Magazine’s list of billionaires, with a net worth of USD 1.7 billion or AUD 2.7 billion. Though Sandberg’s rise to the top looks good on paper, her journey was not without its setbacks. Notably, Sandberg’s book does not just outline these challenges but also presents solutions for both men and women in the corporate realm.
HOW TO LEAN IN
Sandberg’s book is divided into several sections. Each section discusses abstract barriers women face in the corporate world. These barriers range from personal and internal concepts to external and inter-personal challenges.
One of the challenges Sandberg presents is the double standards women face in the workplace. For starters, ambition is seen as a negative trait for women, but positive for men. This discourages women from “leaning in” at their workplace, often holding themselves back or eventually leaving corporate careers for other pursuits. The book compares the plight of women’s ambition to impostor syndrome, where women are more likely to underestimate themselves during the job-seeking phase and the job itself. Men, on the other hand, tend to overestimate themselves—which is why Sandberg quotes Padmasree Warrior’s advice for women to step up to the plate, even when you don’t feel like you’re qualified. There’s no such thing as “the right time,” rather women should be pro-active when it comes to their career opportunities.
Furthermore, a woman’s success is more likely to be seen as negative. For men, ambition is considered admirable. The book refers to this as the “ambition-likability paradox.” Due to these biases, women are more hesitant to “sit at the table” and lean in. This then transforms into the tendency for women to be “relentlessly pleasant” or even highly agreeable at the workplace. This agreeableness prevents women from speaking out and having honest discussions with their peers. A lack of transparency and communication not only affects individual performance, but organisational performance as well. Therefore, a woman’s likability is tied to her success.
Additionally, a portion of Sandberg’s book calls out the competition women build up against each other in male-dominated environments. Instead of supporting or encouraging fellow women in the workplace, some may see their female colleagues as competition simply because of their sex. It’s important for women to build networks of support rather than rival against each other in the field.
Sandberg’s book suggests that organisations need to be open to discussions, where women’s concerns are not seen as complaints, but rather valid feedback and criticism for the environment they are in. Men, especially, should be part of the solution as an environment of gender equality is beneficial for all.
THE JUNGLE GYM
Instead of imagining a singular corporate ladder, Sandberg recommends envisioning a jungle gym. Sandberg shares advice from Eric Schmidt, who suggested she explore lesser-known industries and multiple paths. Instead of seeking a singular path, it is at this point that Sandberg develops the “jungle gym mindset.” The jungle gym mindset offers more opportunities for personal growth, where you can develop soft and hard skills across jobs and industries. This exemplifies as a perspective of adaptability and flexibility, rather than a rigid, singular approach to success.
The importance of a mentor can affect how one navigates this corporate jungle gym. However, Sandberg points out that this relationship should come naturally, that the mentor-mentee dynamic cannot be forced. The relationship should be reciprocal and can even be found among peers.
She also highlights the importance of the approach to mentorship. Sandberg recommends that once you’ve built a dynamic with a potential mentor, you can contact them with specific inquiries to establish your mentoring needs. Asking specific question regularly lets the mentor know that the mentee respects his or her time and input.
CAN YOU HAVE IT ALL?
One of the most memorable parts of the book is the chapter “The Myth of Doing It All.” Here, Sandberg explores the notion that women must sacrifice career for family or vice versa. Usually, this notion implies that it must be impossible for women to do both. She also points out that society rarely applies the same notion to men.
A mother herself, Sandberg emphasises the need to draw boundaries at work. Women who are also parents need to focus on what’s important, not perfection, and should work on their terms. There’s no singular secret to a perfect work-life balance, only a sustainable approach that works for your specific circumstances.
For those who are married, the author mentions that despite double-income households becoming more common, women are still the ones who spend more time on childcare. According to Sandberg, it’s important to foster an equal partnership at home, that both parties should cultivate equality in their relationship. However, there is still an issue of a corporate culture that doesn’t encourage fatherhood for men.
A DECADE OF LEANING IN
It would be amiss not to mention the valid critiques for Lean In. Critics such as feminist poet bell hooks have called out the book for being dismissive of intersectionality. The concept of intersectionality in feminism factors in race, sexual identity, economic class, physical abilities, and more. Critics labelled the book as “tone-deaf,” that it implied that hard work solves all and ignores systemic barriers. Even former US First Lady Michelle Obama once said that it wasn’t possible to “lean in” and “have it all” at the same time.
Sandberg’s organisation, LeanIn.Org, responded to these criticisms in an article. According to the author and CEO of the organisation, Rachel Thomas, “Lean In” has been misinterpreted by others over time. Sandberg’s concept did not intend to sell “having it all,” because it is not possible in the first place. The article further acknowledges critiques of the ideology, and that hard work is “not enough to overcome [systemic bias].”
While Lean In uplifts the idea of a gender-equal workplace, it is important to acknowledge and include marginalised sectors of society. Workplace social issues are not limited to gender or sex, but also affect people of different races, identities, abilities, and economic classes. When we encourage women to lean in, we must also encourage other marginalised classes to lean in to truly capture the meaning of equality in the workplace.
LEAN IN AND REFLECT
Ultimately, if we want global corporate culture to evolve, it’s important to look at our own work environments and behaviours with a critical eye. With that, we leave you these questions for reflection:
On a personal level, are you you able to handle your workload? Do you feel empowered or belittled at work? Do you shrink at opportunities, or do you push your own limits to see what you can do?
On an interpersonal level, how have you uplifted your colleagues? Are you doing your part to foster a supportive peer network? Have you created an environment of competition or empowerment?
On an organisational level, have you asked critical questions, or have you shied away from valid critique? Have you opened discussions instead of arguments? Do you encourage yourself to speak up for yourself and for others?
We’d like to thank Fiona Deal once again for an amazing recommendation and we wish you a thoughtful reflection. Happy reading and remember to celebrate yourself and the hard-working women around you!
If you’d like to learn more about Lean In, you can watch one of Sheryl Sandberg’s TEDTalks here or check out their official website here.
For more of AfMA’s Industry Leader’s Must-Read Books and Podcasts, subscribe to our news alert here or check out our previous recommendations here!
