Continuing the Conversation: Questioning the Who, What, and When of Leaning In
质疑《向前一步》中关于女性晋升的个体因素观点，基于性别刻板印象研究指出系统性障碍，认为增加女性高管比例是必要的第一步，并以加拿大联邦政府为例说明。
Lean In has started a worldwide conversation about the representation of women in senior leadership roles. However, the conversation has focused on individual factors that could assist women in their leadership journeys. In this paper, we draw on research about gender stereotypes in three streams (“think manager—think male,” the glass cliff, and childcare) to argue that the who, what, and when of leaning in as presented in this book are problematic. Our synthesis of the literature leads us to conclude that gender stereotypes form subtle systemic barriers to the advancement of significant numbers of women into these roles at the group level. To circumvent these stereotypes, increasing the representation of women in senior leadership roles is a necessary first step, not an eventual outcome. We illustrate our point with an example from the Canadian federal government. To change the numbers of women in top leadership roles, individuals in powerful positions in organizations (mainly men) need to make the proportional representation of women in senior leadership roles a priority—one that is enforced through measurement, tracking, and reinforcement.