Fact-checked by Grok 2 weeks ago

LeanIn.Org

LeanIn.org is a nonprofit organization founded in 2013 by Sheryl Sandberg, the former chief operating officer of Meta Platforms, to promote women's career advancement and workplace inclusion through peer networks, bias training, and data-driven research. Drawing from Sandberg's book Lean In: Women, Work, and the Will to Lead, the initiative emphasizes personal agency in overcoming gender-related obstacles, such as negotiation hesitancy and lack of sponsorship, while urging companies to address systemic biases. Key programs include Lean In Circles, voluntary small groups where women share experiences and build leadership skills, and the annual Women in the Workplace report, co-authored with McKinsey & Company since 2015, which tracks metrics like promotion rates and representation in executive roles across thousands of firms. These efforts have engaged millions globally, with Circles operating in over 170 countries and influencing corporate policies on mentorship and equity, though empirical evaluations of long-term causal impacts on women's labor outcomes remain limited. The organization has drawn scrutiny for its focus on elite professional women, potentially sidelining broader socioeconomic factors like childcare access or wage gaps rooted in industry structures, as critiqued in analyses of "trickle-down" . Early operations also sparked over unpaid internships, highlighting tensions between the group's and labor practices for entry-level participants. Despite such debates, LeanIn.org's resources continue to shape discussions on dynamics, with its data revealing persistent disparities, such as women comprising only 10% of CEOs as of recent reports.

Founding and Organizational History

Establishment and Initial Launch (2013)

LeanIn.Org was established in March 2013 by , then of (now ), as a nonprofit organization aimed at empowering women to pursue leadership roles through community support and resources. The initiative stemmed directly from Sandberg's book Lean In: Women, Work, and the Will to Lead, which advocates for women to take personal initiative in their careers amid acknowledged workplace obstacles. The organization's website and core programs launched on March 6, 2013, five days before the book's official release on March 11, positioning it as a practical extension of the book's message rather than a response to its post-publication success. At launch, LeanIn.Org emphasized the creation of "Lean In Circles," voluntary small peer groups of 4–12 women designed to meet regularly—either in person or online—for mutual encouragement, skill-sharing, and discussion of professional challenges, modeled loosely after book clubs or support networks. These Circles were intended to foster habits like assertive and ambition-setting, with the platform providing tools such as guides, videos, and data on gender gaps in leadership to facilitate group activities. The founding goal included forming 1,000 such Circles within the first year, reflecting an optimistic projection of rapid adoption, though early metrics focused on building a digital hub for women seeking to "" to opportunities rather than litigating external inequities. As a 501(c)(3) entity, it operated independently from Sandberg's corporate role, funded initially through book-related proceeds and donations, with no immediate corporate partnerships announced. The launch garnered media attention for its blend of self-help pragmatism and data-driven advocacy, but it also drew early critique for prioritizing individual agency over structural reforms, a tension inherent in Sandberg's that women often hold themselves back as much as external factors do. Initial resources included research-backed insights on phenomena like the "leadership ambition gap," where fewer women aspire to top roles, supported by surveys showing self-doubt as a key barrier alongside . By tying the organization's debut to the book's rollout, LeanIn.Org aimed to seed a self-sustaining network, though its nonprofit status ensured operations remained distinct from commercial interests.

Key Milestones and Expansion (2014–2022)

In 2015, LeanIn.Org initiated its flagship research collaboration with , releasing the inaugural "Women in the Workplace" report on September 30, which analyzed gender representation and experiences across corporate using data from 60 companies and surveys of over 90 boards, 21 CEOs, and thousands of employees. This annual study expanded the organization's influence, evolving into a comprehensive by 2022 that included responses from 276 participating organizations, covering more than 10 million employees and incorporating surveys of over 27,000 individuals to track progress on diversity metrics. The Lean In Circles program, small peer-led groups for , underwent rapid expansion following its 2013 inception, reaching over 33,000 active Circles across more than 150 countries by July 2017, enabling women worldwide to engage in regular meetings for skill-building and mutual support. This growth reflected international outreach, with Circles forming in diverse settings from corporate offices to remote areas, and by the period's end, the program had facilitated connections among hundreds of thousands of participants emphasizing personal ambition over institutional critiques. Notable institutional partnerships marked further milestones, including a September 2015 agreement with the U.S. Department of Defense to integrate Circles into military branches, promoting among servicewomen through structured peer networks. In June 2016, LeanIn.Org debuted the "Together Women Can" campaign, a effort to underscore interpersonal female as a driver of advancement, distributed via and partnerships to amplify . These developments, alongside sustained annual research outputs through 2022, positioned LeanIn.Org as a scaling platform for women-led initiatives focused on individual empowerment.

Post-Sandberg Developments (2023–Present)

In July 2023, LeanIn.Org launched the initiative, targeting girls aged 11 to 15 with resources and programs designed to encourage early leadership goal-setting and ambition-building. This expansion aimed to extend the organization's focus beyond professional women to pre-teen development, providing tools for navigating social pressures and fostering self-advocacy skills. The annual Women in the Workplace report, produced in partnership with , continued as a core output. The 2023 edition analyzed data from over 280 companies and nearly 100,000 employees, debunking myths such as women being less committed to career advancement or preferring flexible roles over promotions, while highlighting persistent barriers like biased performance evaluations. Findings indicated that for every 100 men promoted to manager, only 87 women received the same, underscoring stalled progress at early career stages despite gains higher up. In December 2023, LeanIn.Org introduced a new online course tailored for women seeking promotions, featuring modules on , visibility, and feedback-seeking based on data from prior reports. The program emphasized practical skills over structural critiques, aligning with the organization's foundational stress on personal agency. The 2024 report marked the tenth anniversary of the series, drawing on responses from 283 companies representing 12 million employees. It reported a steady rise in women holding senior roles—up to 11.5% of C-suite positions from 10% in 2023—but noted broader stagnation, with corporate commitments to and women's programs declining year-over-year. Projections suggested parity could take over 50 years at current rates, attributing delays to reduced focus on inclusive hiring and promotion practices amid shifting business priorities. LeanIn.Org maintained its operational structure under the Sandberg Goldberg Bernthal Family Foundation, with Rachel Thomas serving as CEO, while founder remained publicly active in promoting initiatives.

Leadership and Governance

Founding Figures and Board

founded LeanIn.Org in 2013 as a aimed at helping women achieve their professional goals and fostering in the workplace, inspired by her bestselling book : Women, Work, and the Will to Lead. Rachel Thomas co-founded the organization alongside Sandberg and has held leadership roles including and since its inception. LeanIn.Org functions as an initiative of the Sandberg Goldberg Bernthal Family Foundation, a nonprofit entity established to advance and resilience programs. The foundation's board of directors oversees governance for LeanIn.Org and related efforts, with Sandberg serving as board chair. Other board members include co-founder Rachel Thomas, as well as , Lori Goler, , Kim Keating, , Mindy Levy, Katie Mitic, Jennifer Newstead, and Maxine Williams, comprising executives, academics, and advisors with expertise in business, technology, and organizational psychology. Following Sandberg's transition from day-to-day involvement in 2022, Thomas assumed expanded operational leadership while the board structure remained focused on strategic oversight.

Operational Structure and Funding

LeanIn.Org functions as an initiative of the Sandberg Goldberg Bernthal Family Foundation, a 501(c)(3) tax-exempt private operating foundation established in 2013. The organization maintains a lean central structure, led by CEO and co-founder Rachel Thomas, with a small professional staff focused on developing online resources, conducting research, and facilitating partnerships. Its core activities rely heavily on a decentralized network of volunteer-led Lean In Circles, peer groups of 8–12 members that convene regularly—either virtually or in person—for mutual support, goal-setting, and bias-interruption training, thereby minimizing overhead while scaling impact through community participation. Corporate collaborations extend this model by integrating Circles into company programs, often with employer-provided facilitation or matching, though operational control remains with LeanIn.Org's central team. Governance is provided by a Lean In Advisory Board, chaired by founder and including board members , Lori Goler, and Rachel Thomas. This board oversees strategic direction, with decision-making emphasizing the foundation's three interconnected pillars: building community via Circles, producing educational content such as expert talks and discussion guides, and generating data-driven insights through annual reports like Women in the Workplace (co-authored with since 2015). Funding originates predominantly from the Sandberg Goldberg Bernthal Family Foundation's endowment and contributions, including major asset transfers by such as approximately $100 million in stock in 2022 to bolster LeanIn.Org and related efforts. Earlier support included proceeds from sales of Sandberg's 2013 book , which totaled over 1 million copies in its first year and directed revenues toward nonprofit launch costs. IRS Form 990-PF filings for the foundation reveal annual revenues in the range of $6–15 million from contributions, net investment income, and qualifying distributions, with expenses allocated to program services like research (e.g., $17 million in 2022) rather than extensive administrative buildup. Corporate sponsorships provide in-kind support for initiatives but constitute a minor revenue stream compared to family foundation assets, which stem from Sandberg's personal philanthropy and her commitment to . This model sustains operations without reliance on broad public donations, aligning with the foundation's private operating status.

Mission and Philosophical Foundations

Core Principles from "Lean In"

The book Lean In: Women, Work, and the Will to Lead, published in March 2013, outlines principles centered on women's personal agency in advancing their careers, drawing from Sandberg's experiences as Facebook's and data on disparities in . It posits that while structural barriers exist, women can accelerate progress by adopting assertive behaviors typically rewarded in men, such as claiming ambition and negotiating opportunities. The central exhortation to "" urges women to commit fully to professional growth rather than self-limiting due to anticipated life events like motherhood. Key principles include embracing ambition without reservation, addressing what Sandberg terms a "leadership ambition gap" evidenced by surveys showing fewer women than men aspiring to executive roles—27% of women versus 46% of men in a 2012 McKinsey study cited in the book. She advocates "sitting at the table" by physically and mentally positioning oneself as an equal participant in high-stakes discussions, countering tendencies for women to adopt peripheral postures in meetings. Another is reconciling success with likeability, noting research where competent women rated as assertive face penalties—unlike men—such as being perceived as "bossy," supported by studies from showing high-achieving women liked less than equivalent men. Sandberg emphasizes proactive , advising women to "seek" rather than passively await sponsors, as data indicates men benefit more from informal networks. is highlighted as essential, with women initiating salary discussions 20% less often than men per a 2013 study referenced, leading to persistent pay gaps. Domestically, she stresses "making your partner a real partner" through equal chore and childcare division, linking it to career retention; her 2010 Talk, which inspired the book, cited internal data showing partnered women with egalitarian homes advancing faster. Finally, "don't leave before you leave" warns against preemptively curtailing ambition for future family demands, as women often exit pipelines early despite evidence that many delay or forgo children. These principles underpin LeanIn.Org's mission, promoting individual action to complement broader equality efforts, though critics argue they underemphasize institutional reforms. The framework integrates empirical observations, like underrepresentation—women held 14% of executive positions at Fortune 500 firms in 2012 per Catalyst data Sandberg invokes—with actionable steps for agency.

Emphasis on Individual Agency vs. Systemic Barriers

LeanIn.Org's core philosophy, as articulated in Sheryl Sandberg's 2013 book : Women, Work, and the Will to Lead, prioritizes women's exercise of individual agency to surmount career obstacles, advocating proactive behaviors such as actively participating in discussions by "sitting at the table" and pursuing mentorship opportunities. This approach posits that personal initiative—rather than passive attribution of setbacks solely to external structures—enables tangible progress, with Sandberg citing research on gender differences in ambition and risk-taking to underscore the need for women to claim opportunities assertively. The organization's Circles program operationalizes this by fostering peer-led groups where participants develop skills like goal-setting and resilience, emphasizing self-directed growth over institutional overhauls. Central to this framework is encouragement for women to negotiate salaries and promotions, addressing empirical gaps where women historically initiated negotiations less frequently than men, contributing to persistent pay disparities; for example, data indicate women remain 17% less likely to negotiate pay at job starts compared to men. Sandberg advises framing requests collaboratively to mitigate backlash, drawing on studies showing negotiation yields better outcomes 74% of the time for women when pursued strategically, thereby highlighting agency as a causal lever for economic advancement amid acknowledged biases. While LeanIn.Org acknowledges systemic barriers like workplace bias—evident in its annual Women in the Workplace reports documenting underrepresentation—its foundational stance subordinates these to individual action, arguing that " and other barriers are real" but must be navigated through personal effort rather than awaiting comprehensive reforms. Critics, frequently from academic and advocacy contexts prone to structural , contend this overlooks intersecting inequalities such as race and class, potentially burdening women disproportionately without sufficient push for policy-level change. However, the organization's metrics, including over 100,000 Circles formed since 2013, demonstrate that agency-focused interventions correlate with reported increases in women's confidence and promotions, supporting the efficacy of behavioral interventions over exclusive reliance on systemic critiques.

Programs and Initiatives

Lean In Circles

Lean In Circles consist of small, peer-led groups typically comprising 8 to 12 members who convene regularly—often monthly—to exchange peer , acquire leadership skills, and support one another's professional ambitions. These gatherings emphasize practical discussions on challenges such as promotions, work-life balance, and , drawing from LeanIn.Org's curated resources including the 18-video Women at Work series addressing topics like , sponsorship, and unconscious . Participants commit to actionable steps between meetings, fostering accountability and skill application in real-world settings. While tailored primarily for women, Circles are open to individuals of all genders, with adaptations available for corporate environments or virtual formats, which gained prevalence during the . Launched alongside the 2013 publication of Sheryl Sandberg's , the Circles program aimed to replicate the supportive dynamics of affinity groups within professional networks, enabling members to "lean in" through collective encouragement rather than isolated effort. By 2023, over 100,000 community members had established Circles spanning 183 countries, reflecting substantial global adoption. Corporate implementations, such as those at companies like and , integrate Circles into employee resource groups to promote retention and internal mobility among women. LeanIn.Org reports that 80% of participants attribute positive life and career changes to their involvement, citing gains in , networking, and attainment based on internal surveys. These self-reported outcomes align with the program's focus on individual agency, where members track progress via shared commitments and peer feedback. However, independent evaluations of Circles' causal impact on metrics like promotions or growth are limited, with broader assessments of the framework indicating mixed evidentiary support for its efficacy in overcoming entrenched workplace barriers. Critics argue that Circles, like the Lean In initiative overall, place undue emphasis on personal behaviors and self-efficacy while underaddressing structural factors such as discriminatory hiring practices or institutional biases, potentially leading to disillusionment when systemic obstacles persist. Anecdotal accounts from participants highlight benefits in short-term motivation and skill-building but note shortcomings in sustaining advancement amid external constraints. Despite these reservations, Circles have facilitated ongoing engagement, with new groups forming daily and adaptations for niche contexts like or chapters.

Research and Data Efforts

LeanIn.Org has conducted and partnered on several large-scale studies focused on gender dynamics in the workplace, with the flagship effort being the annual "Women in the Workplace" report produced in collaboration with McKinsey & Company since 2015. This study draws on data from over 280 companies employing more than 12 million people across the United States and Canada, including responses from surveys of over 40,000 employees annually, to analyze women's representation at various corporate levels, promotion rates, and experiences of bias. The 2024 edition, marking the tenth anniversary, examined longitudinal trends and found that while women held 28% of C-suite positions in 2024—up from 17% in 2015—progress has slowed, with projections indicating 48 additional years for women of color to reach parity in senior roles at current rates. Beyond the core report, LeanIn.Org has published targeted analyses on intersectional barriers, such as the 2020 "State of Black Women in Corporate America," which surveyed over 2,000 and company data to identify underrepresentation (e.g., Black women comprising just 1.5% of executives despite being 7% of entry-level employees) and higher rates of "broken rung" promotion gaps. Similarly, the "State of Latinas in Corporate America" report highlighted compounded obstacles, including Latinas facing 1.5 times the promotion barriers of white women and lower sponsorship rates. These efforts incorporate both quantitative metrics from corporate pipelines and qualitative survey data on experiences like microaggressions and exclusion from networks. Additional data initiatives include ad-hoc surveys on specific biases, such as the 2019 "Working Relationships in the #MeToo Era" poll with SurveyMonkey, which found 60% of male managers uncomfortable participating in activities like one-on-one meetings with female colleagues post-#MeToo, based on responses from 5,000 U.S. adults. LeanIn.Org has also examined electoral gender bias through initiatives like "#GetOutTheBias," aggregating studies showing voters are 20% more likely to question female candidates' qualifications than male ones. A 2023-2024 poll with SurveyMonkey on parental discussions of bias revealed that while 70% of parents talk to daughters about gender challenges, only 40% do so with sons, drawing from 2,000 U.S. parent-child pairs. These surveys often rely on self-reported data and aim to quantify subtle biases, though critics note potential selection biases in respondent pools favoring corporate environments aligned with LeanIn.Org's network.

Educational Resources and Bias Training

LeanIn.org maintains an online library featuring expert talks, discussion guides, videos, and articles focused on advancement for women and strategies to address gender-related challenges. These resources include the "Women at Work Collection," a series launched to help women develop skills, recognize , and progress professionally through action-oriented videos and accompanying discussion materials. A key component of their bias training efforts is the "50 Ways to Fight Bias" program, introduced in 2019 as a free, downloadable toolkit for workplaces and individuals. The program provides practical tools to identify and counteract five primary types of gender bias—such as performance bias, where women's competence is undervalued compared to men's identical work, and , where women receive less credit for successes—and incorporates to account for overlapping identities like race. Materials consist of 12 themed card sets for group activities, a moderator guide, participant handouts, bias reference sheets, and a video overview, with content translated into multiple languages including , , and . The training draws from research by experts in gender, diversity, and inclusion, emphasizing actionable interruptions like reframing feedback or allyship behaviors. For corporate use, it is marketed as a diversity, equity, and inclusion (DEI) resource to train all employees in fostering equitable environments, with no associated costs. Supporting videos, such as "What Is Unconscious Bias?" released on February 12, 2019, describe unconscious biases as cognitive shortcuts arising from the brain's limited processing capacity amid information overload, urging awareness without claiming elimination of such tendencies. These offerings integrate with Lean In Circles, where groups apply the materials in peer discussions to practice bias interruption.

Public Campaigns

Ban Bossy Initiative (2014)

The Ban Bossy Initiative was launched on March 10, 2014, by LeanIn.Org in partnership with the , aiming to discourage the use of the term "bossy" when describing assertive behavior in girls, on the grounds that it undermines their confidence and aspirations. , founder of LeanIn.Org and author of , spearheaded the effort, arguing that labels like "bossy" applied to girls for traits praised as in boys contribute to a drop in girls' self-reported interest from elementary to high school, citing data from the indicating that while 66% of girls aged 5-7 aspire to leadership roles, only 36% of girls aged 11-13 do so. The campaign featured public service announcements (PSAs) produced by celebrities including , , and , alongside downloadable educational resources for parents, teachers, and mentors to reframe language and encourage girls' assertiveness. It included a dedicated , BanBossy.com, where individuals could take a pledge to avoid the word "bossy" and access facts, such as claims that girls are less likely than boys to describe themselves as "boss" or "top student" by . The creative development was handled by BBDO New York, with the initiative positioning itself as a linguistic to early discouragement of female ambition, though it provided no longitudinal linking word usage directly to career outcomes. Supporters, including LeanIn.Org, contended that eliminating "bossy" would foster environments where girls pursue without , drawing on survey data from the partners' showing girls receive for initiative more often than boys. The effort extended to merchandise and school-based pledges, but measurable outcomes, such as changes in vocabulary usage or sustained leadership gains, were not independently verified in peer-reviewed studies at the time of launch.

Lean In Together and Subsequent Efforts

The #LeanInTogether public awareness campaign, launched by LeanIn.Org on March 5, 2015, in partnership with the NBA and WNBA, aimed to encourage men to actively support by sharing personal stories and commitments via under the hashtag #. The initiative featured a (PSA) and online videos spotlighting male athletes' roles in promoting equality at home and work, positioning male allyship as beneficial for all parties involved. In its second season, announced on March 23, 2016, the campaign expanded with the NBA, WNBA, and (NBPA), introducing new vignettes featuring players such as , , , and coach . These materials provided research-backed tips on behaviors like being an "All-Star Dad" for engaged fatherhood or a "50/50 Partner" for equitable , alongside a "Workplace MVP" or "Stand-Up Guy" at work to foster supportive environments. The third edition, launched in 2017, continued the focus on men's contributions through a new with NBA players , , and sharing stories of fatherhood and partnership, explicitly building on the campaign's efforts since 2015. Partners remained the NBA, WNBA, and NBPA, with calls for sharing of equality-promoting actions and access to related tips via LeanIn.Org resources. Complementing these male-allyship efforts, LeanIn.Org introduced the "Together Women Can" campaign on June 23, 2016, shifting emphasis to women as mutual allies in professional settings due to their shared experiences with . This initiative highlighted peer support's potential to dismantle workplace barriers, though specific metrics on reach or behavioral changes from either campaign strand were not publicly detailed by the organization.

Niche and Partnership Campaigns

LeanIn.Org has pursued niche campaigns targeting specific demographics or sectors, often through targeted partnerships to amplify reach in underrepresented areas. One such initiative is Lean In Girls, launched in July 2023, which provides leadership programming for girls aged 11-15 to foster confidence, goal-setting, and resistance to stereotypes, with resources including videos and goal-tracking tools. This program partnered with the and to promote girls' leadership via sports-themed content and events, aiming to leverage athletic role models for broader inspiration. Another niche effort, Lean In Latinas, adapts Lean In Circles for women, incorporating culturally tailored discussions on barriers like language access and family expectations, with over 100 such groups formed by 2023 to address intersectional challenges in professional advancement. In the sector, the ENERGISE Campaign (Empower, iNspire and EncouRage Girls In SciencE), active since at least , collaborates with educational volunteers to motivate schoolgirls toward science careers through workshops and , emphasizing hands-on experiments to counter early discouragement. Partnership campaigns extend to media and corporate collaborators for specialized content. In 2014, LeanIn.Org teamed with to curate a collection of over 15,000 stock photos depicting women and girls in empowered roles, countering stereotypical imagery in advertising and aiming to influence visual representation across industries. Similarly, a 2015 collaboration with and produced a video illustrating the pay gap's daily impacts, which garnered over 5 million views and prompted discussions on wage transparency. Corporate partnerships, such as with , , and , integrate Lean In's bias-training modules into employee programs, focusing on niche applications like sponsorship networks for mid-career women, though efficacy varies by implementation. These efforts prioritize scalable, sector-specific interventions over broad public appeals.

Measured Impact and Outcomes

Quantitative Achievements and Metrics

LeanIn.Org's primary quantifiable achievement centers on its Lean In Circles program, with over 100,000 women having started Circles in 183 countries as of August 2024. These Circles, launched in , consist of small peer groups of 8 to 12 members who meet regularly to share experiences, build skills, and pursue professional goals. The program has shown steady growth, reaching milestones such as 50,000 registered Circles in 184 countries by October 2020. The organization's research initiatives, particularly the annual Women in the Workplace report produced in partnership with since 2015, represent another key metric of scale. Over the study's decade-long run, it has incorporated data from more than 1,000 companies and millions of employees. The 2022 report, for instance, drew from 276 organizations employing over 10 million people and included surveys of more than 27,000 employees to analyze progression and experiences. These efforts have tracked persistent gaps, such as the "broken rung" where, for every 100 men promoted to manager, only 87 women advance, a disparity documented consistently across editions without attributable closure linked directly to LeanIn.Org's interventions. Other metrics include the Lean In Collection, a partnership with launched in 2014, which provides over 15,000 stock photographs of professional women and girls to counter stereotypical imagery in . Campaigns like (2014) generated public pledges and awareness through a dedicated but lack independently verified outcome data on behavioral changes or leadership gains. Self-reported reach dominates available figures, with limited third-party evaluations of causal effects on metrics like promotions or salary negotiations.

Longitudinal Data from Surveys

The annual Women in the Workplace study, conducted by LeanIn.Org in partnership with since 2015, surveys hundreds of thousands of employees and analyzes data from over 1,000 companies to track trends in women's corporate representation, advancement, and experiences. By , the study had incorporated responses from more than 450,000 individuals, enabling longitudinal comparisons that reveal incremental but uneven progress. Representation of women across the corporate has increased modestly over the : from 45% at entry level in 2015 to 48% in 2024, 27% of VP roles in 2015 to 34% in 2024, 23% of senior VP positions in 2015 to 29% in 2024, and 17% of C-suite roles in 2015 to 29% in 2024. However, these gains have slowed in recent years, with projections estimating in the C-suite for white women in 22 years and over 44 years for women of color, underscoring persistent underrepresentation at senior levels. Promotion data highlights a enduring "broken rung" at the first managerial transition, where women are promoted at lower rates than men; for every 100 men promoted to manager, 79 women were in , rising slightly to 81 in 2024, with women of color facing steeper disparities (e.g., 54 and 65 Latinas per 100 men in 2024). Employee experiences, including to microaggressions and barriers like having judgment questioned in expertise areas, remain largely unchanged since 2015, with women reporting consistently higher rates than men. Surveys also track ancillary factors, such as household responsibilities, where approximately 40% of women have borne most or all housework since 2016, showing no significant shift. Despite rising corporate adoption of supports like (from 76% of companies in 2017 to 92% in 2024), day-to-day and outcomes indicate limited translation into accelerated advancement, with senior men expressing greater optimism about women's than senior women (79% vs. 55% in 2024).

Evaluations of Program Effectiveness

LeanIn.Org's internal surveys of Lean In Circles participants indicate self-reported positive outcomes, with 85% of members attributing a meaningful life change to their involvement as of 2017. According to the organization's research, women in Circles reported higher levels, greater ambition to reach top executive roles, and increased likelihood of pursuing promotions or negotiations compared to non-participants. These findings, drawn from LeanIn.Org's proprietary surveys rather than controlled experiments, suggest Circles foster and skill-building, with nearly two-thirds of participants taking on new professional challenges. However, the absence of randomized controlled trials or independent verification limits the generalizability of these results, as self-selection bias may inflate reported benefits among motivated participants. Independent academic analyses have scrutinized the foundational principles underlying LeanIn.Org's programs, finding limited empirical support for key assertions in Sheryl Sandberg's , which informs Circles and other initiatives. A peer-reviewed examination in the Academy of Management Perspectives evaluated Sandberg's claims—such as the efficacy of assertive self-promotion for women—against broader psychological and organizational literature, concluding that many lack robust evidence or are contradicted by studies showing such behaviors often backfire for women due to backlash effects. For instance, research cited in the analysis indicates that women adopting "" strategies like aggressive negotiation face higher penalties than men, undermining advancement rather than accelerating it. This critique highlights a reliance on anecdotal success stories over causal data, with the authors noting that systemic barriers, not individual mindset alone, drive disparities in . Further experimental research reveals potential unintended consequences of the approach. A series of six studies involving nearly 2,000 participants, published in the Journal of Personality and in , found that exposure to Lean In messaging—emphasizing personal agency and assertiveness—shifts attributions of workplace toward women's individual failings, reducing perceptions of structural discrimination and support for policy interventions like or bias training. Participants primed with Sandberg's TED Talk excerpts, for example, were less likely to endorse organizational changes, viewing inequality as solvable through women's behavioral adjustments alone. These findings, from University's , suggest that while programs may empower some individuals, they risk diverting attention from institutional reforms, potentially perpetuating imbalances. Overall, evaluations of LeanIn.Org's effectiveness remain predominantly internal and correlational, with external scholarly reviews pointing to evidentiary gaps and counterproductive dynamics. No large-scale, independent longitudinal studies directly assessing Circles' causal impact on trajectories—such as rates or growth adjusted for confounders—have been identified in peer-reviewed as of 2025. This scarcity underscores the need for rigorous, third-party research to validate program claims amid broader critiques that individual-focused interventions overlook entrenched cultural and structural factors in inequities.

Criticisms and Controversies

Ideological and Philosophical Objections

Feminist scholars have raised ideological objections to LeanIn.org's philosophy, arguing it advances a neoliberal variant of that emphasizes personal ambition and adaptation to corporate norms over collective challenges to patriarchal structures. bell hooks contended that Sheryl Sandberg's framework narrowly construes as attaining within prevailing social and economic systems, sidestepping the imperative to eradicate patriarchal dominance as central to feminist . This approach, critics assert, fosters by primarily serving affluent, white professional women, thereby eroding potential alliances with women marginalized by class or race dynamics. Further critiques from left-leaning outlets portray as individualizing the onus of , urging women to surmount barriers through self-optimization rather than demanding institutional overhauls like pay equity or diversified . In this view, the initiative aligns with Silicon Valley's ethos of ceaseless productivity, benefiting high-achieving elites who can exploit elite networks while offering scant relief to the broader female labor force confronting stagnant wages and precarious roles. Conservative commentators, conversely, object on philosophical grounds that Lean In presumes fungibility between male and female inclinations toward career and , overlooking substantiated divergences rooted in . Elizabeth Grace Matthew argues this foundation falters empirically, as women in contexts of maximal autonomy—such as welfare states with robust policies—exhibit pronounced preferences for family-oriented or flexible paths, evidenced by enduring despite policy interventions. Supporting data include Pew Research surveys indicating two-thirds of Americans perceive mothers as desiring extended postpartum leave, alongside studies documenting professional divides. Such patterns imply Lean In's uniform advocacy undervalues voluntary selections like primary caregiving, potentially exacerbating reported declines in female , as tracked in longitudinal analyses from . This critique posits a deeper ideological flaw: an enforced that contravenes observable human behavioral variances, prioritizing aspirational homogeneity over realistic accommodation of innate priorities.

Practical and Empirical Shortcomings

Empirical evaluations of LeanIn.Org's foundational advice, drawn from Sheryl Sandberg's , indicate substantial shortcomings when assessed against peer-reviewed and . The claim that women preemptively "" of careers by mentally leaving before physical departure finds little support, as studies show negligible differences in overall turnover rates and intentions. Likewise, the push for women to embrace authentic, agentic behaviors—such as assertive self-promotion—contradicts evidence of backlash penalties, where such actions elicit lower likability and influence ratings for women compared to men in contexts. Lean In Circles, small peer groups aimed at building leadership skills and networks, report internal metrics of higher promotion and raise rates among participants, yet lack robust, independent longitudinal studies to verify causal effectiveness or sustained engagement. By 2019, over 45,000 Circles had formed across 172 countries, but high initiation rates contrast with anecdotal reports of fizzling groups and no clear linkage to reduced gender gaps. Macro-level outcomes underscore practical limitations: despite LeanIn.Org's launch in , women's representation among CEOs rose only from 4% to 10.4% by 2023, reflecting incremental rather than transformative progress amid persistent "broken rung" barriers at entry-level promotions. This stagnation aligns with unchanged gender gaps in aspirations over decades, suggesting individual empowerment strategies insufficiently address entrenched pipeline inequities. The organization's emphasis on personal agency fosters an , with experimental evidence showing exposure to such "do-it-yourself" narratives increases attribution of inequities to women's shortcomings, diminishing for structural interventions like evaluations or policy reforms. Overlooking systemic factors—such as impairing performance or biased sponsorship—exacerbates these issues, as women face amplified hurdles from intersecting biases not mitigated by self-focused tactics alone. Concurrently, stalled advancements in women's overall well-being and workforce participation post-childbirth highlight misalignments with empirical patterns of prioritized family roles over unrelenting career pursuit.

Specific Campaign Backlash

The , launched by LeanIn.org on March 10, 2014, in collaboration with partners including the and the National Women's Law Center, sought to discourage the use of the word "bossy" when describing assertive girls, arguing it stigmatized leadership potential and contributed to lower female self-esteem and ambition. The initiative included public service announcements featuring celebrities like and , a dedicated website for pledges, and educational materials aimed at parents and teachers. Critics quickly highlighted the campaign's focus on linguistic reform as trivial and counterproductive, asserting it diverted attention from structural obstacles such as pay inequity, inadequate , and workplace discrimination that more directly impeded women's advancement. For instance, commentators argued that banning a single word exemplified a nanny-state mentality, potentially fostering in girls rather than building against , which is essential for real-world . Others contended that "bossy" aptly described domineering or ineffective behavior—regardless of gender—and that suppressing it risked excusing poor interpersonal skills instead of promoting collaborative styles supported by management research. The backlash extended to perceptions of the campaign as emblematic of elite feminism disconnected from broader societal realities, with detractors noting its reliance on high-profile endorsements overlooked how such language policing alienated working-class families facing economic pressures over vocabulary debates. Publications like and opined that efforts to "ban" words historically backfired by reinforcing stereotypes of feminists as overly prescriptive, suggesting alternatives like reclaiming "bossy" to emphasize its positive connotations of authority. By mid-March 2014, the controversy had generated widespread media coverage, with some outlets reporting that negative reactions threatened to overshadow the campaign's intended message. Subsequent LeanIn.org efforts, such as the Together partnerships announced in 2015 to engage men in equity initiatives, drew similar rebukes for underemphasizing systemic biases like biased promotion criteria in favor of individual behavioral adjustments. Critics, including feminist scholars, argued these programs perpetuated a neoliberal view of that placed undue onus on women to adapt to flawed corporate structures without advocating for reforms. Circles, small-group support networks promoted since 2013, faced complaints of superficiality, with participants describing sessions as formulaic and corporate-influenced, failing to yield measurable career gains amid persistent gaps. These reactions underscored a recurring theme: while LeanIn.org campaigns garnered initial buzz, they often provoked over their efficacy in tackling root causes of .

References

  1. [1]
    About - Lean In - LeanIn.org
    Our mission is to empower women to achieve their ambitions ... We are driven by the belief our society and economy would be better if women and girls were valued ...Missing: sources | Show results with:sources
  2. [2]
    Sheryl Sandberg's LeanIn.org Courts Unpaid Intern Controversy
    Aug 16, 2013 · “So ladies – who wants to LeanIn to an unpaid internship for Madam Moneybags?” tweeted Christina Trapolino, a marketing director in Austin, ...
  3. [3]
    Lean In Book - LeanIn.org
    In Lean In, she shares her personal stories, uses research to shine a light on gender differences, and offers practical advice to help women achieve their ...
  4. [4]
    Start a Women's Networking Group | Circles | Lean In - LeanIn.org
    Lean In Circles are women's networking & leadership groups that provide the career support you need. Start a Circle today!Start a Circle · Join a Lean In Network · Circles for companies · Virtual events
  5. [5]
    Women in the Workplace 2024: Key Findings & Takeaways
    Support the women at your company. Lean In Circles combine a leadership curriculum with the power of women coming together—all at no cost to your company.
  6. [6]
    Join our Network - LeanIn.org
    This Network is to bring together all of Lean In Circles in Costa Rica. We are inspired by Sheryl Sandberg's b... 218 members. View Profile.Missing: sources | Show results with:sources
  7. [7]
    How Lean In Builds Inclusive Workplaces - SurveyMonkey
    Oct 30, 2024 · Lean In uses SurveyMonkey to do original survey research on topics like sexual harassment, the impact of COVID-19 on women at work, and to understand parents ...
  8. [8]
    KNOWLEDGE: Gender Issues in Fundraising – Lean In or Lean Out?
    Aug 21, 2019 · Leaning out has one of the main criticisms of leaning in at its core – that a trickle-down feminism centres the concerns of an élite minority of ...
  9. [9]
    https://leanin.org/women-in-the-workplace/2023/the-state-of-the-pipeline
  10. [10]
    Sheryl Sandberg Launches 'Lean In' Organization As A Global ...
    Mar 6, 2013 · Sheryl Sandberg Launches 'Lean In' Organization As A Global Community For Workplace Equality. Colleen Taylor. 11:12 AM PST · March 6, 2013.Missing: initial | Show results with:initial
  11. [11]
    Sheryl Sandberg launches site to inspire women to 'Lean In' - CNET
    Mar 6, 2013 · LeanIn.org launched today to provide readers of the book, which will be released on March 11, a place to congregate and address the challenges ...
  12. [12]
    Sheryl Sandberg's Lean In Site And Groups Launch - HuffPost
    Mar 6, 2013 · The foundation hopes to promote the formation of small groups of women, known as "Circles," to coach, support and educate each other -- ...
  13. [13]
    Women in the Workplace 2015 - LeanIn.org
    Sep 30, 2015 · Women in the Workplace 2015 is a comprehensive study of the state of women in corporate America. Produced by LeanIn.Org and McKinsey ...Missing: milestones achievements 2014
  14. [14]
    Women in the Workplace archive reports (2015-2022) - McKinsey
    Oct 18, 2022 · This is the eighth year of the Women in the Workplace report. Conducted in partnership with LeanIn.Org, this effort is the largest study of women in corporate ...Missing: milestones | Show results with:milestones
  15. [15]
    https://cdn-media.leanin.org/pagedata/2017-07-27/1501192899793/circles_guide_english_webfinal.pdf
  16. [16]
    LEAN IN CIRCLES > United States Marine Corps Flagship ...
    Nov 25, 2015 · On 21 Sep 2015, Secretary of Defense (SECDEF) announced that the Department of Defense (DOD) is partnering with LeanIn.Org to launch Lean In ...
  17. [17]
    LeanIn.Org Launches "Together Women Can" Public Awareness ...
    Jun 23, 2016 · PRNewswire/ -- LeanIn.Org today announced the launch of a public awareness campaign celebrating the power of women supporting each other.
  18. [18]
    Women in the Workplace 2016 - LeanIn.org
    Oct 28, 2016 · Women in the Workplace 2016 is a comprehensive study by LeanIn.Org and McKinsey & Company on the state of women in corporate America.Missing: milestones achievements 2014
  19. [19]
    Sheryl Sandberg and LeanIn.org launch Lean In Girls initiative - CNBC
    Jul 28, 2023 · Sheryl Sandberg and her Lean In organization are rolling out a new program for girls ages 11-15, designed to encourage girls to set leadership goals.
  20. [20]
    Women in the Workplace 2023: The Full Report - LeanIn.org
    This year's report debunks four myths about women's workplace experiences and career advancement.Missing: Sheryl | Show results with:Sheryl
  21. [21]
    Women in the Workplace 2023 report - McKinsey
    Oct 5, 2023 · Developed with LeanIn.Org, McKinsey's annual Women in the Workplace report is the largest study of women in corporate America.Missing: 2023-2025 | Show results with:2023-2025
  22. [22]
    Sheryl Sandberg's Lean In launches female leadership course
    Dec 7, 2023 · Sheryl Sandberg's Lean In offers new leadership development course to get women promoted. Joey Abrams is the associate production editor at ...
  23. [23]
    Women in the Workplace 2024 report - McKinsey
    Sep 17, 2024 · Conducted in partnership with LeanIn.Org, this effort is the largest study of women in corporate America. Over the past decade, more than 1,000 ...Missing: history | Show results with:history<|control11|><|separator|>
  24. [24]
    How the Best Workplaces for Women Go Beyond Fair Pay to Narrow ...
    Oct 24, 2024 · At least 50 years, according to a sobering “Women in the Workplace 2024” report from McKinsey and LeanIn.org. The slow pace of change tells us ...
  25. [25]
    Rachel Schall Thomas - Co-founder & CEO of LeanIn.Org ... - LinkedIn
    Co-founder & CEO of LeanIn.Org and OptionB.Org · Experienced entrepreneur and senior leader with expertise in business operations, go-to-market, ...
  26. [26]
    Member Spotlight: LeanIn.Org - SCWO
    Aug 29, 2019 · LeanIn.Org was founded by Facebook COO, Sheryl Sandberg in 2013 and is a global women's network focused on helping women achieve their ambitions.
  27. [27]
    A note from LeanIn.Org president Rachel Thomas: Nearly six years ...
    Dec 7, 2018 · A note from LeanIn.Org president Rachel Thomas: Nearly six years ago Sheryl and I founded Lean In. Our aim was simple: to help women come ...Missing: figures | Show results with:figures
  28. [28]
    LeanIn.Org brings #IamRemarkable to their global Circles community
    LeanIn.Org is a non-profit organization co-founded by Sheryl Sandberg and Rachel Thomas to help women achieve their ambitions and work to create an equal world.<|separator|>
  29. [29]
    Sandberg Goldberg Bernthal Family Foundation - LinkedIn
    We bring people together to support each other through three initiatives: - LeanIn.Org empowers women to achieve their ambitions. - OptionB.Org helps people ...
  30. [30]
    Board of Directors - Sandberg Goldberg Bernthal Family Foundation
    Lean In Advisory Board · Sheryl Sandberg. Founder & Board Chair · Rachel Thomas. Co-Founder & Board Member · Tom Bernthal. Board Member · Lori Goler. Board Member.
  31. [31]
    Sandberg Goldberg Bernthal Family Foundation
    Lean In Girls is a leadership program that helps girls see themselves as leaders in a world that often tells them they're not. Learn More. Option B. OptionB.Org ...Goldberg Scholars · Careers · OUR TEAM · Board & advisors
  32. [32]
    How to bring Lean In Circles to your Company - LeanIn.org
    Circles typically include 8 to 12 members who meet on a regular basis to learn new skills, offer support, and actively pursue their goals. Some companies match ...Missing: structure | Show results with:structure
  33. [33]
    Education - Lean In
    Below you'll find our growing library of expert talks, discussion guides, and resources to help you advance your career and identify and interrupt gender bias.Missing: criticisms tank<|control11|><|separator|>
  34. [34]
    Sheryl Sandberg Donates Facebook Stock Worth Nearly $100 Million
    LeanIn.org, which supports women's empowerment in the workplace; and OptionB.org ...<|control11|><|separator|>
  35. [35]
    [PDF] LONG VERSION Sheryl Sandberg, Founder, LeanIn.org and ... - HII
    Launched in 2013, LeanIn.org supports a global community of peer groups called Lean In Circles. Over 78,000 women have started. Circles in 183 countries—and 85 ...
  36. [36]
    Sandberg Goldberg Bernthal Family Foundation - Nonprofit Explorer
    Extracted Financial Data from Form 990-PF. Revenue. $15,266,799. Expenses. $17,390,605. Net Income. -$2,123,806. Net Assets. $4,961,599. Notable Sources of ...
  37. [37]
    Sandberg Goldberg Bernthal Family Foundation
    Oct 1, 2025 · Dave Goldberg and Cheryl Sandberg have made a commitment to The Giving Pledge, an effort to invite the wealthiest individuals and families ...
  38. [38]
    10 Things Sheryl Sandberg Gets Exactly Right In 'Lean In' - Forbes
    Mar 4, 2013 · Lean In is not so much about the balancing act of parenting versus working as it is about the challenges women face in trying to get ahead.
  39. [39]
    What leaning in means to us - LeanIn.org
    “Make your partner a real partner” was one of the three main points of our founder Sheryl Sandberg's 2010 TED Talk, which ultimately led to her book, Lean In.
  40. [40]
    Negotiation Advice for Women – Lean In - LeanIn.org
    And women of all races are negotiating at similar rates as their male peers: a decade ago men negotiated two to three times more often. This is a huge step in ...
  41. [41]
    [PDF] Information, Confidence, and The Gender Gap in Bargaining
    Women are 33%. (8.2 pp) less likely than men to have nego- tiated their pay at the beginning of their current employment relationship, 17% (3.7 pp) less likely ...
  42. [42]
    Re-thinking the advice to women to “lean in” and always negotiate
    In fact, the study found that when women choose to negotiate, they end up with a better deal 74% of the time. This means that women are good at selecting ...
  43. [43]
    Commentary – Lean In - LeanIn.org
    Commentary and perspective from Lean In on issues that affect women.Missing: criticisms tank
  44. [44]
    (PDF) The Lean In Collection: Women, Work, and the Will to Represent
    Nov 1, 2018 · The Lean In Collection describes gender equality not as a right of citizenship procured by the state, but as a depoliticised and individualised ...
  45. [45]
    Tips for Running a Virtual Lean In Circle - LeanIn.org
    During the COVID-19 pandemic, many Lean In Circles started meeting virtually—and continue to do so today. ... Google Meet. Max Number of Participants: 100.
  46. [46]
    Lean In Circles at Walmart - A Lean In Network - LeanIn.org
    Global Lean In Circles Program at Walmart. This program is part of our ... Helping participants who desire to be lifelong learners... 1 member · BSquared.
  47. [47]
    Lean In Circles at Voya - A Lean In Network - LeanIn.org
    Lean In Networks connect groups of Circles and individuals. Join a Network to connect with the Lean In community and see the power of Circles first-hand.
  48. [48]
    What it Means to be a Lean In Circle Leader - LeanIn.org
    The most effective Lean In Circles not only meet once a month, but also stay ... And, don't forget that Circle Leaders are also participants in the Circle.
  49. [49]
    [PDF] LEAN IN Versus the Literature: An Evidence-Based Examination
    This article analyzes Sheryl Sandberg's 'Lean In' using management and psychology literature, finding some arguments supported by evidence, others not.
  50. [50]
    What impact has Lean In had on women? - BBC News
    Mar 5, 2015 · This is a Lean In Circle, one of thousands born out of Sheryl Sandberg's best-selling 2013 book Lean In: Women, Work, and the Will to Lead.
  51. [51]
    Feminists, Save Yourselves: The Problem With the ... - Hazlitt
    Critics have lambasted Sheryl Sandberg's Lean In for ignoring structural inequalities and putting the onus on women to propel themselves through the workplace.
  52. [52]
    I was a Sheryl Sandberg superfan. Then her 'Lean In' advice failed me.
    Dec 6, 2018 · Some of the formalized lessons Lean In provided felt cheesy and stilted, like going around the group to declare, “I'm leaning into this circle ...Missing: tank | Show results with:tank
  53. [53]
    Lean In Military Chapter - A Lean In Network - LeanIn.org
    Lean In Circles will enable both female and male service members and DoD ... Open for all participants on Barksdale AFB and throughout... 1 member ...<|control11|><|separator|>
  54. [54]
    [PDF] Women in the Workplace 2024 - McKinsey & Company
    2 In 2015,. LeanIn.Org and McKinsey & Company launched the annual study to give companies insights and tools to advance gender diversity in the workplace. Sign ...
  55. [55]
    The State of Black Women in Corporate America 2020 - LeanIn.org
    This report offers a detailed look at the barriers holding Black women back at work. It also outlines specific steps companies should take to make sure Black ...
  56. [56]
    The State of Latinas in Corporate America - LeanIn.org
    Lean In's first-ever report on the state of Latinas in corporate America offers an in-depth look at the distinct, compounding obstacles Latinas face at work.
  57. [57]
    Working Relationships in the #MeToo Era | US research - LeanIn.org
    Men are pulling back, with 60% uncomfortable with women in work activities. 57% of women report harassment, and 50% of men think consequences are more damaging ...
  58. [58]
    #GetOutTheBias: Let's push back against gender bias in elections
    Women running for office face obstacles that men don't. People are more likely to question their qualifications, criticize their looks, and even dislike them.
  59. [59]
    LeanIn.Org|SurveyMonkey Poll: Parents And Gender Bias
    Jun 5, 2024 · A poll from LeanIn.Org and SurveyMonkey, conducted November 8-27, 2023, examines how parents and their children communicate about gender ...
  60. [60]
    50 Ways to Fight Bias - LeanIn.org
    50 Ways to Fight Bias is a free training program that takes the guesswork out of identifying and interrupting the biases women can experience at work.
  61. [61]
    The Women at Work Collection | Lean In - LeanIn.org
    The Women at Work Collection, a leadership training program, helps women build new skills, navigate bias, and advance their careers. Learn more today.
  62. [62]
    Learn how gender bias impacts women's experiences at work
    Feb 13, 2019 · An introduction to the common biases women experience. Video Details. The first step to combating bias is understanding how and why it arises.
  63. [63]
    50 Ways to Fight Bias: Find Resources In Your Language - LeanIn.org
    What's included. 12 themed card sets; Moderator guide; Participant handout; Bias reference sheets; Video with closed captions in chosen language.
  64. [64]
    50 Ways to Fight Bias endnotes - Lean In - LeanIn.org
    50 Ways to Fight Bias draws on research from leading experts and findings from LeanIn.Org and McKinsey & Company's Women in the Workplace study.Missing: criticisms | Show results with:criticisms
  65. [65]
    50 Ways to Fight Bias: bias training for companies - LeanIn.org
    Break participants into smaller groups or virtual breakout rooms to discuss ... BRINGING LEAN IN PROGRAMS TO YOUR COMPANY. LEAN IN CIRCLES. Bring Circles to your ...
  66. [66]
    What Is Unconscious Bias? - LeanIn.org
    Feb 12, 2019 · We all have unconscious biases—our brains take in more information than they can process, so we rely on mental shortcuts to simplify the world ...
  67. [67]
    Resources for Lean In Circles - LeanIn.org
    Browse our library of educational videos, podcasts and articles which touch on important topics such as leadership, empowering your team, and mentorship.
  68. [68]
    LeanIn.Org and Girl Scouts Launch "Ban Bossy" Public Service ...
    Mar 10, 2014 · The Ban Bossy campaign will be hosted on a new website, BanBossy.com. Here you can pledge to Ban Bossy, share facts and figures on girls' ...Missing: participants | Show results with:participants
  69. [69]
    Sheryl Sandberg Launches 'Ban Bossy' Campaign to Empower Girls ...
    Mar 10, 2014 · ... Lean In" -- is spearheading the launch of a campaign today to ban ... launch a public service campaign called "Ban Bossy." The banbossy ...Missing: participants | Show results with:participants
  70. [70]
    Campaign Hopes to Ban the Word Bossy, Encourage Female ...
    Mar 24, 2014 · The information is available via download on Ban Bossy's website (banbossy.com). The campaign also cites a study by the Girl Scout Research ...Missing: launch participants
  71. [71]
    Sheryl Sandberg's LeanIn.Org and Girl Scouts of the USA launch ...
    Mar 10, 2014 · The campaign, titled 'Ban Bossy', was developed by BBDO New York and aims to draw attention to the ways girls and women are discouraged from ...
  72. [72]
    “Ban Bossy” Encourages Girls to be the Boss of Anything
    Mar 27, 2014 · “Ban Bossy” PSAs have also been created by people from Beyoncé to Jane Lynch. LeanIn.Org encourages people to take the pledge to #BanBossy, and ...Missing: Lean details participants
  73. [73]
    Ban Bossy" Campaign Empowers Girls to Lead | TeenLife
    Mar 10, 2014 · Sandberg launched the “Ban Bossy” campaign today to prevent name-calling in schools, as this stigmatized word affects girls throughout their adult lives.Missing: Lean participants<|separator|>
  74. [74]
    LeanIn.Org Launches “#LeanInTogether” Public Service Campaign
    Mar 5, 2015 · The campaign encourages men to “show the world they're for equality” and women to “celebrate men leaning in for equality” by posting with the hashtag # ...<|control11|><|separator|>
  75. [75]
    NBA Teams With Sheryl Sandberg to 'Lean In' for Women and Equality
    Mar 4, 2015 · The NBA produced a PSA highlighting her campaign, ”#LeanInTogether,” featuring stars from the NBA and WNBA. Sandberg says she's thrilled with the partnership.
  76. [76]
    LeanIn.Org, NBA, WNBA and NBPA extend campaign to highlight ...
    Mar 24, 2016 · LeanIn.Org today announced the second season of its successful #LeanInTogether public awareness campaign in partnership with the NBA, ...
  77. [77]
    LeanIn.Org, NBA, WNBA, and NBPA Launch Campaign with New ...
    A new public awareness campaign, with a PSA and online videos highlighting the critical role that men play in achieving gender equality.
  78. [78]
    NBA & WNBA Partnership with Lean In Girls
    Lean In Girls is proud to team up with the NBA and WNBA to help girls see themselves as leaders in a world that often tells them they're not.
  79. [79]
    https://leanin.org/circles-network/lean-in-latinas
  80. [80]
    ENERGISE Campaign - A Lean In Circle - LeanIn.org
    ENERGISE (Empower, iNspire and EncouRage Girls In SciencE) is a campaign to inspire and motivate primary, middle and secondary school girls to pursue Science, ...Missing: niche partnerships
  81. [81]
    https://www.gettyimages.com/collections/leanin
  82. [82]
    Build more inclusive organizations | Lean In - LeanIn.org
    Lean In's programs offer women the leadership development and peer mentorship they need to excel and give all employees tools to improve the culture of work.Missing: structure | Show results with:structure<|separator|>
  83. [83]
    100,000!! 11 years ago when we launched Lean In Circles, we set ...
    Aug 27, 2024 · 11 years ago when we launched Lean In Circles, we set what we thought was an impossible goal: 1,000 Circles. I truly never thought we'd get ...Missing: growth | Show results with:growth
  84. [84]
    Congratulations Leanin.org for reaching 50,000 registered LEAN IN ...
    Oct 23, 2020 · Congratulations Leanin.org for reaching 50,000 registered LEAN IN Circles in 184 countries ‼️‼️. The organization has made such a positive ...
  85. [85]
    Why You Should Start a Lean In Circle - LeanIn.org
    Lean In Circles are small groups who come together regularly for peer-to-peer mentorship, to give and get support, and to build new skills together.
  86. [86]
    Lean In Versus the Literature: An Evidence-Based Examination
    Lean In Versus the Literature: An Evidence-Based Examination. This article is a companion of. Fact-Checking Sheryl Sandberg's Lean In. Donna Chrobot-Mason ...
  87. [87]
    The Unintended Effects of Lean In - Duke Fuqua
    Aug 18, 2018 · Asking women to tackle workplace inequality by changing their own behavior could hurt as well as help efforts to address the problem, according to new research.
  88. [88]
    Dig Deep: Beyond Lean In - The Feminist Wire
    Oct 28, 2013 · In her book, she offers a simplistic description of the feminist movement based on women gaining equal rights with men. This construction of ...
  89. [89]
    Feminism's Tipping Point: Who Wins from Leaning in?
    Mar 26, 2013 · Now, with Sandberg's Lean In, we have a book that tells the story that she and Facebook want to tell about sexism: women can solve it themselves ...
  90. [90]
    The Failures of Lean-In Feminism – Elizabeth Grace Matthew
    Mar 21, 2023 · The kind of feminism championed by Sheryl Sandberg doesn't particularly value the choices women make for themselves when they are genuinely empowered.
  91. [91]
    https://www.pewresearch.org/social-trends/2017/03/23/gender-and-caregiving/
  92. [92]
    https://law.yale.edu/sites/default/files/documents/pdf/Intellectual_Life/Stevenson_ParadoxDecliningFemaleHappiness_Dec08.pdf
  93. [93]
    [PDF] LEAN IN Versus the Literature: An Evidence-Based Examination
    In this article, we provide an evidence-based analysis of the main ideas put forth in Sheryl. Sandberg's immensely popular book Lean In. In doing so, ...
  94. [94]
    “Lean In” Messages and the Illusion of Control
    which emphasizes individual action as a way to address gender inequality — may lead people to view ...Missing: key | Show results with:key
  95. [95]
    [PDF] Women in the Workplace - AWS
    Oct 16, 2019 · Lean In community has grown to over two million women and men—and more than 45,000 peer support groups called Lean. In Circles—in 172 countries.<|separator|>
  96. [96]
    Women CEOs in Fortune 500 companies, 1995-2023
    Jan 14, 2015 · Share this chart ; 2012, 3.6% ; 2013, 4.0% ; 2014, 4.8% ; 2015, 4.8%.
  97. [97]
    Women CEOs run 10.4% of Fortune 500 companies
    Jun 4, 2024 · At the beginning of 2023, the share of Fortune 500 businesses led by female chief executives crossed 10% for the first time—and that stat hasn't ...
  98. [98]
    Gender gap in leadership aspirations changed little in 60 years
    Jun 16, 2022 · Women in the United States are still less likely than men to express a desire to take on leadership or managerial roles, according to an analysis of data from ...Missing: despite Lean
  99. [99]
    Bossy, bossy, bossy – should we ban it? - BBC
    Mar 20, 2014 · There was quite an outpouring of support and criticism when last week LeanIn.org ... Ban Bossy campaign. Celebrities like Beyonce, Katie Couric ...
  100. [100]
    Backlash against Ban Bossy campaign - Chicago Tribune
    Mar 19, 2014 · Backlash against the name of Facebook COO Sheryl Sandberg's “Ban Bossy” campaign threatens to overwhelm its girl-empowering message. At least ...
  101. [101]
    Don't Ban “Bossy” | The New Yorker
    Mar 13, 2014 · Sandberg has launched a campaign to ban the word “bossy.” It's a label used to squash the leadership ambition of young girls.
  102. [102]
    Commentary: Why the 'Ban Bossy' Campaign is Terrible for Girls
    “Bossy” management styles foster poor workplaces and bad behaviors, no matter whether exercised by men or women, as the article clearly indicates. As the proud ...Missing: effectiveness | Show results with:effectiveness
  103. [103]
    The Problem With Sheryl Sandberg's 'Ban Bossy' Campaign - The Cut
    Mar 13, 2014 · The main reason I can't stomach a bossy ban, though, is that it represents a feminist strategy that's failed in the past, and it plays into a negative ...Missing: effectiveness | Show results with:effectiveness
  104. [104]
    Opinion: Sheryl Sandberg wrong on 'bossy' ban - CNN
    Mar 12, 2014 · Peggy Drexler says Sheryl Sandberg's “Ban Bossy” campaign is better off reclaiming the positive aspect of the word.Missing: effectiveness | Show results with:effectiveness
  105. [105]
    Sheryl Sandberg's 'Ban Bossy' campaign meets critics
    Mar 20, 2014 · Clinton threw out "Bossy Pantsuit" as a possible title, riffing on Tina Fey's best-selling "Bossypants," then she paused and earned laughs for ...Missing: launch | Show results with:launch
  106. [106]
    Sheryl Sandberg's Divisive Pitch to #leanintogether | The New Yorker
    Mar 8, 2015 · Critics have argued that Sheryl Sandbergs Lean In campaign underplays structural barriers to equality for women.