Sheryl Sandberg's Analysis

In the article “Lean In: What would you do if you weren’t afraid,” Sandberg modernizes feminism for the woman of today. Sandberg addresses many points of gender inequality that are still present in today’s society. She urges woman to not fall into passive gender roles, but rather, to be “Ambitious”. Her goal is that young women just entering the work force will not only continue, but also aim high. One point that

Lean In: Women, Work and The Will To Lead, by Sheryl Sandberg, addresses how women can achieve professional achievement and overcome the lack of leadership progress that has been absent over the past few years. Sandberg uses personal experience, research and humor to examine the choices that working women make everyday. She argues that women can achieve professional goals while still being happy within their personal lives. She argues this by going into detail about what risks to take, how to pursue certain professional goals and how to overcome struggles such as balancing a family and a career. All through Lean In, Sandberg uses the fourth dimension of interpersonal effects through a Narrative to show her indicated stance on gender

The Rhetoric of gender equality: An Analysis of Bell Hooks “Dig Deeper: Beyond Lean In”

Her Denver-based company, Pipeline, uses a combination of data, software and artificial intelligence to show companies the gain that will come from closing the gender equity pay gap in their own businesses. She founded it to say, “Not on my watch,” to gender inequities.

The earning gap between men and women is slowly closing in part because of women 's educational attainment. “Organizations run by women perform better, and not just a little bit,” she says. “The same thing goes for companies that have diverse leadership.” (Carter, 2013). The U.S. Bureau of Labor Statistics projects that most of the 30 fastest-growing occupations through 2020 are in female-dominated fields, such as health care, child care and education and as the baby boom generation ages, the need for home-health and personal-care aides is expected to grow by 70 percent by 2020, creating an estimated 1.3 million additional jobs for women. In conclusion, the article ends on a positive note. In spite of all the challenges that women face in the workforce, that ultimately they will not only continue persevere in their fight for equality, but excel in the coming decades.

In the article “Lean In” Sandberg says how women almost always hold themselves back within their careers without really meaning to. She brings up issues that come

In 2013, Sheryl Sandberg released the best – selling novel, Lean in, that calls on professional women to “lean in” by aiming for leadership positions in their jobs and examines what factors prevent woman from doing so. Last year, her non – profit organization launched a public awareness campaign, Lean In Together, or #LeanInTogether, to partner with the NBA and WNBA. This campaign was focused on men’s roles in reaching gender equality. However, the book and campaign has faced its criticism. Reviewers have deemed the book too narrowly focused on women like Sandberg who are educated, white, and provided with opportunities out of the reach of an average female. Other critics have questioned Sandberg’s relevant guidance to the average woman, since

Sheryl Sandberg, a powerful leader and chief operating officer of facebook, once said that “the ability to learn is the most important quality a leader can have” (allusion). Being a close friend of Elizabeth Metz, I can guarantee you that she is constantly learning something new. Between her innumerable talents, which include playing the piano, fencing, and filmmaking, and her profound curiosity, her days are full of new discoveries. Elizabeth and I first became friends four years ago when she discovered that we both enjoyed the same music. We immediately grew close, further bonding when we spent several nights together at sixth grade camp. Those nights cemented a friendship that will last a lifetime; a friendship full of shared secrets, inside

Anne-Marie Slaughter wrote an article about how a woman can’t have it all by managing a career and family. Ellen Ullman wrote an article how she was a computer programmer for a company that didn’t have many women work in that field. It has become common today to dismiss the debates in the workplace for twenty-first-century women that have a family and work to balance. Many people used to think that high-profile jobs were for men and that woman stayed home to watch the family. Within the past few decades’ women have started to do the jobs that men were doing to help the husband and the family. Both authors elaborated on the way their work is set and how hard they both succeeded to get to where they are now. While both Slaughter and Ullman

Changing the previously established culture of men working and women maintaining the family and home is a slow process, but it has not been completely in vain. Today, women make up 104 members of the United States Congress and 26 CEOs of Fortune 500 companies. However, the 104 members make up only 19% of Congress and the 26 CEOs represent approximately 5% of the Fortune 500 companies. Evidence such as this is indicative that women in the workplace continue to struggle with the metaphorical glass ceiling (www.economist.com).

“We were beginning to make progress, and there was an initial complacency. We got the right to vote, we have the ability to go to work. And we took our eye off the ball.” Nichole referring to how even when gender bias had begun to take process, there were still issues that needed to be addressed. For instance, only 29 out of the fortune 500 companies have women CEOs. (Women CEOS of the S&P 500). The Women’s Fund of Central Ohio seeks to release the stigma, in which women and men will be equal in all aspects.

According to the American Progress website, only about 14.6% of executive officer positions are held by women. Sheryl Sandberg, an American technology executive and COO of Facebook, wrote a book titled Lean In where she explains the inequality that women face in the work force which can be the reason why women are not reaching these leadership positions. One of the problems that Sandberg writes about is relationship inequality. Sandberg states, “A 2009 survey found that only 9 percent of people in dual-earner marriages said that they shared housework, child care, and breadwinning evenly” (107).Unequal relationships causes women to feel as though they are working

Regardless if she is a housewife or a woman who works a 9-5, she is still under the dominance of a man when it comes to the term “work.” At home, she is the caregiver but he is the bread provider. In the work force, she is the assistant and he is the one calling all the shots. If she is fortunate enough to hold a high ranked position, it is almost evident that she does not have the same voice as a man that holds the same position. Unfortunately, this is the reality for most women, but some women have broken through these boundaries and excelled in the high ranked position in the work force. One woman in particular is Sheryl Sandberg. She the current CEO of Facebook and a mother to a little boy and girl. With a higher view on this, Sandberg recognizes the issues of the wage gap, gendered division of labor, social comparable worth, and second shift in her book, Lean In: Women, Work, and the Will to Lead, and her TedTalk and advises women to advocate for themselves in order to achieve equality the workplace.

When looking at the statistics of women in the workforce, there are 57% of women working in professional occupations and only 25% of women working in computing occupations (Ashcraft et al. 2016). In addition, fewer women hold positions in software development or technological leadership. Therefore, men tend to be the prime community working on future innovations. From 1980 to 2010, 88% of all information technology patents are from male-only teams while women-only teams hold 2% of the patents (Ashcraft et al., 2016). In addition to women being underrepresented in leadership roles, it was also found that women made 61% less than men. This means that women have to work an extra five months to make the same amount as men in the same job and company (Aragon and Ashbaugh, 2015). After Damore’s memo came out, it upset many women working at Google. Lauren, a Google product designer whose last name was not included, argues that while Damore’s memo sparked important conversations within Google, it felt as an attack on powerful women (Kovach, 2017). Regarding Damore’s firing, Lauren explains, “If we don’t fire him, what message does that send to all women in Google? That it’s acceptable to alienate all the women at Google and say that they don’t deserve to be here?” (Kovach,

"Look at women in business today, and you see a distinct new generation of Entrepreneurs. They are experienced, educated and have an appetite for growth." – Julie Weeks, Director of Research, Center for Women's