Is it as easy as 1. 2. 3. ?

Sheryl Sandberg the Chief Operating Officer of Facebook offers potential solutions in order to increase female influence in the work force. She discusses comparisons between male and female genders and inherent societal stigmas that prevent that often prohibit women from reaching their full professional potential. Moreover, she clearly purports that women have more difficulty choosing between “ professional and personal fulfillment.” Each of these claims contribute to her main argument that these perpetual disparities are caused my women dropping out of the workforce. Sandberg recognizes that female opportunity and status has improved, however there is more that can be done to encourage its growth. She directs three solutions toward women who want to continue working while fulfilling maternal roles: 1. Sit at the table, 2. Make your partner a real partner 3. Don’t leave before you leave.

Sandberg asserts that, “ no one gets to the corner office by sitting at the side of room, no one gets a promotion if they don’t believe they deserve success.” Women often do not assert themselves in the moments they should expose their strength and expertise. However, forces work against such empowerment as data shows that “ success and likability correlated positive for men and negative for women.” Though, it is the women who remain steadfast and resilient who reach optimal success. The feminist frame enforces equality between genders, it is crucial to believe in your ability and access to succeed. This is step is the most applicable to my own experiences especially in the classroom.

I noticed in some instances in coursework that I take a greater interest in I participate more, I do all the readings, and interact with my professors more which results in a better grade. In those classes that I lack interest, academic success is more less likely to be obtained or appreciated. In an ideal world, I should try to achieve my ultimate best in all of my academic pursuits. When it comes time to enter the workforce, if it I want to achieve recognition and prove to be a contributing member of an organization. Being subversive in either the board room or classroom will result in professional insubordination and personal dissatisfaction.

Solutions two and three deal with the important choices of women who want to continue working with familial obligations. Sandberg asserts that if you want to stay then stay there is no need to leave. Personal obligations can be relieved when your partner shares equal responsibility. Additionally, when considering having children one shouldn’t consider, retreating from the workplace until after the baby is born. Sandberg recognizes the root causes of professional inequality by pointing out that women have a more difficultly choosing between personal and career goals. She points out that to stimulate change and encourage females to " lean in" rather than "pull back."

Sandberg addresses these points to attack the issue of gender equality in executive positions. Research has shown that women make seventy-nine cents per one dollar men earn. This occurrence is often identified as the Gender Gap Myth. However, it should be recognized as the truth.

Sandberg believes that the world will be at its best when executive positions are equally filled by men and women. Her encouraging tone tells women that in contemporary society it is feasible to have a professional and personal life. Thus, overtime increasing opportunity and pay for women. Sandberg's solutions offer merit, but it will take systemic change and time to institute a dramatic shift to professional culture. However, I do have hope that in my lifetime these numbers will begin to increase.

Sources

1. http://www.huffingtonpost.com/entry/no-the-gender-pay-gap-isnt-a-myth-and-heres-why_us_5703cb8de4b0a06d5806e03f?utm_hp_ref=paving-the-way

2. https://www.ted.com/talks/sheryl_sandberg_why_we_have_too_few_women_leaders