Lean In

Today, in a joint partnership with McKinsey & Company, we released the 10th edition of the Women in the Workplace report, shedding light on the progress we’ve made and how much we still have to achieve. Over the past decade, the number of women in senior leadership has steadily increased, and these women are reshaping the workplace and inspiring a new generation. However, the gains we’ve seen throughout the corporate pipeline are fragile and challenging to maintain. At the current rate of progress, we are almost 50 years from parity for all women in corporate America. And what’s really concerning is that there company commitment to diversity is declining, while employee commitment has remained relatively low. To learn more about how the state of corporate America has evolved over the past years for women and the road to parity, check out the report at https://bit.ly/3B40Oit #WomenInTheWorkplace10

As we reflect over the last ten years, two things are true: the advances corporate America has made should be celebrated, and companies will need to find a path to more sustained progress to reach parity for women within the next half century. To learn more about how the state of corporate America has evolved over the past decade for women and the road to parity, check out the report at https://bit.ly/3B40Oit #WomenInTheWorkplace10

Let this be your #MondayMotivation that *YOU* can do it! We love seeing Gen Z women like #JennaOrtega learn their worth earlier in their careers.

With today being the first day of #HispanicHeritageMonth, this is your reminder that Latinas continue to face a wider range of microaggressions in the workplace. When we leave microaggressions unchecked, companies miss out on everything women have to offer and risk losing talented employees.? ? Swipe through to educate yourself on some of the common microaggressions Latinas experience and how you can show up as an ally for the Latinas in your workplace. ? ? Slide 1: Being mistaken for someone more junior happens to women more than men. It can feel disrespectful, and even humiliating, undermining the person’s authority.? ? Slide 2: Correct the record by stating the woman’s actual title. If it feels right, add some context highlighting her contributions to your company—for example, “She’s running point on our largest initiative this quarter” or “She’s our COO’s right-hand person.”? ?For more on what to do & why it matters, see above. ? ? Slide 3: Accent Bias harms Latinx people. It can mean that Latinx Americans miss out on assignments, jobs, and promotions for which they are qualified for.? ? Slide 4. You could say that you don’t have any trouble understanding her and that you think she’d do a great job at the meeting. You could also ask whether there’s a problem with her expertise on the subject matter—if she knows the topic well, her accent shouldn’t make a difference. You can also explain WHY IT MATTERS.? ? Slide 5: Before an event, a manager says to a Latina, "Don't forget there's dress code." He does not give this reminder to others on your team.? ? Slide 6: You can push back on the comment lightly: “I think [Name] always looks well put together.” Or privately ask your manager to explain why they directed that comment at her, rather than everyone. You can also explain WHY IT MATTERS.? ? We all have a responsibility to challenge bias and discrimination at work. To learn about our #50Ways to #FightBias program, head here: https://lnkd.in/e7awYFG

A sponsor is someone with power and influence who advocates for you at work. They proactively champion your talents and encourage people to give you opportunities. Here are six tips for finding sponsors who’ll accelerate your career from our #WomenAtWorkCollection — a new leadership training program designed specifically for women by women: ? 1?? Know the traits of a sponsor 2?? Get in the habit of identifying sponsors 3?? Make your skills visible 4?? Offer help 5?? Make a specific request 6?? Follow up For a breakdown of each of these tips, watch our video and discussion guide under the topic, "How to find sponsors who’ll accelerate your career," here: https://bit.ly/4dm4Ctb

What does it take to propel your career forward? What should managers and employers do to better address inequities in the workplace? Find out next Wednesday, Sept. 18th, when our founder, #SherylSandberg, and LinkedIn Editor-in-Chief Daniel Roth host a LinkedIn Live. The pair will unpack key findings from our 10th #WomenInTheWorkplace report, a joint partnership with McKinsey & Company, and share actionable insights, including: ???? How to navigate gender bias and advocate for yourself at work. ???? Actionable strategies to approach career growth and compensation discussions with confidence. ???? The importance of using data to drive equitable career advancement for all employees. ???? Sheryl’s stance on how AI, career breaks, and more impact workers, especially working women. What questions do you have for Sheryl? Drop them in the comments for a chance to get it answered live.?

If you’ve ever caught yourself having a negative response to a woman who has a strong leadership style or who speaks in a direct, assertive manner, this is likeability bias at work. And being liked matters. Who are you more likely to support and promote: the man with high marks across the board or the woman who has equally high marks but is not as well-liked? To make things more complicated, women also pay a penalty for being agreeable and nice, which can make people think they’re less competent. This double bind makes the workplace challenging for women. They need to assert themselves to be seen as effective. But when they do assert themselves, they are often less liked. Men do not walk this same tightrope.

According to our #WomenInTheWorkplace2023 report, mothers are more than twice as likely as fathers to worry that their performance is being judged negatively due to their caregiving responsibilities.? ? Unfortunately, they may be right to worry. There’s long been a false perception that mothers can’t be truly invested in both family and work, and are therefore less committed to their jobs than fathers and women without children. ? ? This makes advancement especially difficult for Latinas who are significantly less likely than women of other races and ethnicities to report that their manager regularly shows interest in their career development.? ? Learn more about what Latinas are up against and how companies can support them by reading Lean In’s first-ever report on the #StateOfLatinas in corporate America at this link: https://bit.ly/4fhvnkk

If we had a dollar for every time we heard these statements said to a woman running for office, we’d close the #paygap for good. Humor aside, in this #election cycle, women candidates will encounter an unjust bias that is deeply ingrained. Their qualifications will be doubted, their appearance and speech will be criticized, and they will face negative reactions when asserting themselves. Women of color, like Vice President Harris, will face the additional challenges of #sexism and #racism. Learn how bias impacts women candidates and what you can do to challenge it head-on. ??

With our kids back at school now, they will likely encounter new challenges that may shake their confidence. Girls especially have it hard growing up in a culture that tells them boys and men are more important.? ? It’s our job as caregivers of girls to help them gain the strength to overcome the tough spots that lie ahead. Here are our recommendations for setting up your girl for success this #schoolyear. For more tips on how to empower girls: https://bit.ly/4eakHmk #BackToSchool #LeanInGirls