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

Latinas stand out as the least represented group at the highest levels of corporate America: Only 1 percent of C-suite executives are Latina—let that sink in. ? ? With today being the last day of #HispanicHeritageMonth, we're bringing attention to the fact that Latinas face the steepest climb up the corporate ladder—or the biggest drop in representation from entry-level to the C-suite. If this trend continues, Latinas will not be able to catch up to other groups of women—let alone men—in leadership roles and will remain the most underrepresented group at the highest levels of corporate America.? ? To learn more about the distinct challenges Latinas face, read Lean In’s first-ever report on the #StateOfLatinas in corporate America here: https://bit.ly/4fhvnkk

Isn’t it funny how we tend to brush off our wins but agonize over the smallest mistakes?? ? Here’s your #MondayReminder to celebrate your progress—big or small—and give yourself the same grace you’d give others. Mistakes are a learning opportunity, after all.? ? Art by lizandmollie on Instagram

#InternationalDayOfTheGirl reminds us of the importance of countering limiting stereotypes about girls with empowering descriptions. Research shows that when we think critically about the words we use to describe girls, it can change attitudes about gender roles, improve girls’ self-esteem, help girls see themselves as leaders, and boost resilience to bias and barriers. With the right support and resources, the potential of the world’s more than 1.1 billion girls is limitless. And when girls lead, the impact is immediate and wide-reaching: families, communities, and economies are all stronger, and our future is brighter. Through engaging activities and discussions, girls will explore their unique leadership qualities, learn to recognize limiting stereotypes, and gain strategies to stand up for themselves and others. Registration is open now, and sessions begin October 29. Parents and caregivers, you can sign up your girl for FREE here: bit.ly/3zYTuod

With October being #NationalDisabilityEmploymentAwarenessMonth, we’re sharing this reminder that you may not always be able to see someone’s disability, so we cannot assume what someone’s abilities may be. According to the nonprofit Invisible Disabilities Association, an invisible disability is a physical, mental, or neurological condition that is not visible from the outside yet can limit or challenge a person’s movements, senses, or activities. Companies can support employees with invisible disabilities by fulfilling requests for workplace accommodations and providing flexible working conditions. Art by ChronicLoveClub on Instagram

Happy #InternationalDayOfTheGirl! To celebrate, we are bringing the #LeanInGirls program DIRECTLY TO GIRLS with two online sessions launching this fall. The first session, “Lean Into Your Leadership Strengths,” helps girls see themselves as leaders by highlighting how they can—and already!—demonstrate leadership every day, in big and small ways. The second session, “Challenge Stereotypes,” helps girls learn to recognize limiting stereotypes about themselves and counter them with accurate self-descriptions. The potential of the world’s more than 1.1 billion girls is limitless. When girls lead and learn how to spot and push back against stereotypes, the effects are immediate and far-reaching. Families, communities, and economies grow stronger, making our future brighter. Registration is open now, and sessions begin October 29.?Parents and caregivers, you can register your girls for FREE here: https://bit.ly/3ZUNK9H

One of the most powerful forms of bias women are up against at work is maternal bias—the assumption that mothers are less competent and less committed to their careers. In this LinkedIn conversation between our founder Sheryl Sandberg and LinkedIn’s Editor-In-Chief Daniel Roth, Sheryl shares why mothers have it harder in the workplace than fathers. If you’re a working mother, have you experienced this form of bias when trying to get hired or promoted?

In an op-ed for TIME, Caroline Fairchild, our editor-in-chief, shared what her future daughter will be up against in corporate America. She writes, "I found out I was pregnant with my daughter on International Women’s Day this year. My hope for her—like the hopes of all parents—is to give her the entire world. But the world she’ll be born into next month is still far from an equitable place for women—especially from my particular vantage point. I’ve spent over a decade in a career focused on advancing women in the workplace, and research shows that there is still significant work to be done." More specifically, according to our 10th annual Women in the Workplace report, it will take 48 years for the representation of white women and women of color in senior leadership in corporate workplaces to reflect their share of the US population.

Who here has ever felt like they are not getting the recognition and manager support needed to advance or get that promotion??? According to our report on the #StateOfLatinas in corporate America, Latinas receive less encouragement and recognition, which is critical to getting ahead at work. Latinas are less likely to have senior colleagues advocate for them and celebrate their accomplishments. Manager support is also crucial to advancement, yet Latinas are less likely to have their managers invest in them professionally. They are also less likely to say that their managers ensure they get credit for their work and show interest in their career advancement.

Join us tomorrow, Tuesday, 10/8, at the Charter Workplace Summit to hear Caroline Fairchild, our editor-in-chief, and Edith Cooper, cofounder of Medley and board director at Amazon and PepsiCo, dissect the findings from our 10th annual Women in the Workplace report. Virtual registration is free and open to all: https://bit.ly/3zPJu0w