Lean Out Buchzusammenfassung - das Wichtigste aus Lean Out

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Zusammenfassung von Lean Out

Name: Lean Out
Rating: 4.5 (73 reviews)
Author: Marissa Orr

Marissa Orr

The Truth about Women, Power, and the Workplace

4.5 (73 Bewertungen)

24 Min.

Themen

Diversity & Inclusion

Inhaltsübersicht

Lean Out
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What’s in it for me? Lean out from the veiled misogyny of corporate feminism.

There’s one thing feminism is pretty clear on: patriarchy is the problem. And who’s the number one perpetrator? Well, top of the list is the alpha male – a white, wealthy, straight, cis man with no interest in dismantling the power structures that, let’s be honest, serve him pretty well.

Yet, corporate feminism seems to sing a different tune.

If you’re a woman in the corporate world, you’re likely familiar with books like Sheryl Sandberg’s Lean In or Lois Frankel’s Nice Girls Don’t Get the Corner Office. These books are filled with advice imploring women to be assertive, speak loudly, and stop asking questions.

Has it ever struck you that much of this advice boils down to telling women to be more like men? Specifically, white, wealthy, straight, cis men?

But if this kind of man is the problem, why is the solution to be more like him?

Well, the secret is, it isn’t. And, as these blinks show, the Lean In brand of corporate feminism will never solve the problem of a patriarchal workplace.

Read on to find out

how orchestras have succeeded in closing the gender gap;
what corporate diversity programs can learn from Danish organ donors; and
why women excel at school but men succeed at work.

Masculine assertiveness isn’t something to celebrate or emulate.

In 2014, Sheryl Sandberg launched the “Ban Bossy” campaign through her Lean In foundation. Sandberg shared that she’d been called “bossy” many times over the course of her career. Many of her female peers – also successful, high-powered executives – had been called “bossy” too.

According to Sandberg, men are celebrated when they act assertively. Women, on the other hand, are punished for exhibiting the very same trait that men are rewarded for.

But, as author Marissa Orr argues, Sandberg’s strategy doesn’t quite stack up.

The key message in this blink is: Masculine assertiveness isn’t something to celebrate or emulate.

There’s a valid point underlying Sandberg’s campaign to ban bossy. There are different sets of cultural expectations that shape the way girls and boys are brought up. And these go on to shape the ways men and women behave in the workplace.

Girls are celebrated when they display so-called “feminine” qualities, like empathy, kindness, and patience. They’re celebrated for being good listeners and for sharing. By contrast, when they fail to embody these qualities, they’re often reprimanded and called “bossy” or “unladylike.”

Boys, on the other hand, are celebrated for displaying so-called “masculine” qualities, like leadership, decisiveness, and even aggression. When they fail to embody these qualities, boys are punished too. They’re labeled as “weak,” “girly,” or a “sissy.”

There’s no doubt these gender stereotypes create huge problems for both women and men.

But while Sandberg’s style of feminism identifies the stereotypes as a problem, it doesn’t offer a sensible solution. According to Sandberg, women need to get over their fear of being seen as “bossy” and adopt masculine qualities in order to get ahead.

So, girls who don’t conform to feminine stereotypes get punished by society. Now, women who don’t strive to emulate masculine stereotypes are punished by corporate feminism, too.

According to Orr, when women advance their careers by leaning in to conventionally masculine behaviors, they’re not agents of change. They’re not creating a better working environment for all women. No. They are part of an elite group in a corporate system that disenfranchises women as a whole.

Women shouldn’t be asking how they can succeed within these corporate systems. They should be asking how they can dismantle them.

Don’t tell women to lean in – ask why they’re leaning out.

Guess what percentage of CEOs of Fortune 500 companies were women in 1978? Yep, zero percent. And what about in 2018? The percentage has crawled up to a measly 4.8 percent. Why are there still so few female CEOs?

We hear plenty of possible reasons for this lack of top-level female leadership – structural inequality, corporate misogyny, skewed work-life balance, and so on. Sure, they’re all valid explanations. But there’s another one that rarely gets airtime: What if the majority of women don’t want to be CEOs in the first place?

You can’t defeat patriarchy in the workplace through confidence alone.

If you’re a woman in the workplace, you’re almost certainly familiar with the glass ceiling theory. This theory suggests there’s an invisible barrier that prevents even qualified and experienced women from rising to the top of the corporate ladder.

Ask a feminist why that barrier exists, and she’ll probably tell you it’s because of sexism. A corporate feminist will likely give you a different answer: women haven’t cracked that ceiling to smithereens because they lack the confidence to do so.

Corporate culture doesn’t reward meaningful relationships.

Let’s take a page out of corporate feminism’s book and indulge in a bit of gender stereotyping.

Outside the workplace, men are in crisis. They’re emotionally repressed and unskilled at forming and maintaining meaningful relationships. Meanwhile, women have a talent for developing rewarding relationships. Because – don’t forget – all women are empathic and nurturing.

The conditions for academic and corporate success are wildly different.

In 2017 in the United States, women earned 57 percent of undergraduate degrees, 59 percent of master's degrees, and 53.5 percent of doctoral degrees. It's fair to say, women dominate academia.

Why don’t women dominate corporate America, too?

Corporations present power as a good thing, but they favor male authority over female influence.

The average employee spends 90,000 hours of her life at work. What is she working for, exactly?

The simple answer – of course – is money.

To achieve gender equality in the workplace, focus on changing conditions – not behaviors.

Years ago, Denmark had an organ donor problem. Only 4.5 people in every 100 stated on their driver’s license that they agreed to be an organ donor. Thanks to one simple change, that number rose to 74 in 100. How did Denmark bring about this dramatic shift?

The answer didn’t come from changing people’s behavior or persuading them that organ donation was the right thing to do. The authorities just looked at the license registration form and made an alteration. Instead of ticking a box to become an organ donor, Danes were asked to tick a box if they did not want to become an organ donor. What changed was the way the question was asked.

Women don’t need to change; corporations do.

All across the globe, from India to Indianapolis, companies are holding Lean In-style seminars for their female employees. They’re hosting workshops that teach women how to be more assertive, they’re encouraging their female staff to learn power poses, and they’re telling them not to use exclamation points in emails if they want to get promoted. Essentially, they’re expending a lot of time and money teaching women to mimic alpha males.

But what if firms didn’t ask women to conform to stereotypically male behaviors to get ahead? Instead, what if they asked how they could support all their employees to maximize their potential?

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Worum geht es in Lean Out?

Lean Out (2019) is an impassioned critique of corporate feminism. Rather than “lean in” to the patriarchal structures and misogynistic systems of the corporate world, it suggests that women take a step back and stop trying to act like men in order to get ahead.

Wer Lean Out lesen sollte

Working women who are sick and tired of being told to “man up”;
Firms wondering why their top-tier employees all have a Y chromosome; and
Any employee who wants to do their bit for diversity.

Über den Autor

Marissa Orr has extensive firsthand experience of misguided corporate attempts to close the gender gap – she worked at Google and Facebook for 15 years, all while she was a single mother of three. Here, the tech industry veteran dissects where corporate feminism is failing women and pinpoints what corporations should really be doing to promote equality in the workplace.

Kategorien mit Lean Out

Corporate Culture Career & Success

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