This #TakeOnBiasThursday, we are focusing on #OfficeHousework. ⁠ ⁠ Tasks like taking notes, planning events, and onboarding new hires tend to be seen as “women’s work” due to stereotypes that women are more communal and giving than men. When women decline requests for help, they are often penalized for it, while men can say no with less pushback.⁠ ⁠ To ensure every employee takes on the same amount of office housework, you can note who does the office housework on your team. If there are gender, racial, or other disparities, talk to your manager about rotating these tasks so they don’t fall heavily on any one group.⁠ ⁠ Now we want to hear from our Lean In community. What steps have your workplaces taken to redistribute office housework? Tell us your stories in the comments below. ⁠

The #paygap is not about a single paycheck. Over the span of a 40-year career, Asian women lose out on $214,720. This loss of income undercuts Asian women’s ability to provide for themselves and their families, as well as their retirement security. The income loss is also significantly higher for Native Hawaiian and Pacific Islander women: $940,800.⁠ ⁠ To learn more about the pay gap, visit: LeanIn.Org/EqualPay or tap the link in bio.

This #FamilyFriday, we're exposing our unconscious biases against working mothers. We incorrectly assume that mothers are less committed and less competent. And because we think they’re less committed, we’re more likely to penalize them for small mistakes or oversights. As a result, mothers are often given fewer opportunities and held to higher standards than fathers or employees without children.⁠ ⁠ ⁠ At the Sanberg Goldberg Bernthal Family Foundation, flexibility is key for working mothers. We encourage parents to block off time on their calendars for child-care responsibilities like morning drop-offs and afternoon pick-ups. ⁠ ⁠ To all the working mothers out there, we see you and your balancing act. What are other ways your colleagues can support you at work?⁠ ⁠ #LIregram by @shanitahubbard⁠

#TakeOnBiasThursday message from @americaferrera: If we don’t call men bossy, we shouldn’t call women bossy either. ⁠ ⁠ Research shows that gender bias starts at a young age. Boys often get more airtime in class than girls—they are more likely to call out answers and less likely to be interrupted. This behavior takes a toll on girls' confidence. As they get older, girls are 2x as likely as boys to believe that a leadership position will make them seem bossy. ⁠ ⁠ As parents, caregivers, and adults, we must push against sexist language that plagues ambitious women and girls. If you hear someone call a girl “bossy,” tell them you admire her ambition. We need to change the dialogue around ambition and create an environment where every girl can pursue their goals.⁠

This #WomenLeadersWednesday, we are discussing the experience of being the only person of an identity—e.g., gender, race, religion, or sexual orientation—in the room at work.⁠ ⁠ ⁠Sometimes a person can be a double or triple Only—such as being the only woman, Black person, and bisexual on the team. Being an Only makes navigating the workplace more challenging.⁠ They are more likely to face microaggressions that challenge their competence—such as being interrupted, hearing comments on their emotional state, or having their judgment questioned.⁠ ⁠ Click the link in bio to check out our #WomenInTheWorkplace2022 report.

This #CareerAdviceTuesday, we are using the #greenflags trend to celebrate the managers who set their employees up for success. ⁠ ⁠ Our #WomenInTheWorkplace2022 report shows that employees and companies benefit when managers take all the right actions. Employees are happier, less burned out, and less likely to leave when their managers do all of the following: ⁠ ⁠ •give helpful feedback⁠ •help manage workload⁠ •show interest in employees' career⁠s⁠ •check in on employee well-being ⁠ •ensure credit for work⁠ •encourage inclusivity and respect on their teams⁠ ⁠ Which other traits would you add to this list? Let us know in the comments. ⁠

#MondayMotivation message from @RubiesDad and @OptionB: Every girl deserves to shine. ⁠ ⁠ Jamie created RUBIES, a swimwear brand, to design active, form-fitting clothing so that Ruby and girls like her could enjoy the same activities as their friends with the same level of comfort and confidence.⁠ ⁠ RUBIES has now expanded its line beyond swimwear to include undergarments and provides an online space for trans girls, gender-nonconforming kids, and their families to connect. ⁠ ⁠ The world needs more dads like Jamie who celebrate their children and work to eliminate the barriers that keep them from realizing their full potential.

Today marks one year since the Supreme Court’s ruling of Dobbs v. Jackson Women’s Health Organization, which ended the federal right to abortion access and wreaked havoc on our reproductive healthcare system. A majority of people in our country support abortion access, and we know that reproductive freedom is a mobilizing issue: 64% of first-time voters in 2022 said Dobbs is why they came out to vote. Remember: the freedom to make our own decisions, define our own path in life, and safely care for our families and communities is vital to all of us—and we won’t rest until these freedoms are a reality for everyone. We teamed up with @leaninorg to address some questions that you may have surrounding abortion access and actions you can take to support abortion access.

#FastFactFriday stat from our #WomenInTheWorkplace2022 report: LGBTQ+ women experience more othering microaggressions and take more allyship actions than women overall. ⁠ ⁠ Many women experience bias not only because of their gender but also because of their race, sexual orientation, disability, or other aspects of their identity—and the compounded discrimination can be much greater than the sum of its parts. Data from our #WomenInTheWorkplace2022 report shows that #LGBTQ+ women are more likely to experience demeaning microaggressions at work. ⁠ ⁠ Despite their challenges, LGBTQ+ women are powerful advocates for other women with traditionally marginalized identities. ⁠According to our 2021 #WomenInTheWorkplace report, more than half of LGBTQ+ women say they consistently take a public stand to support gender and racial equity, compared to only a third of women overall. ⁠ ⁠ ​​It’s critical that companies are aware of these dynamics so they can more effectively promote equity and inclusion for everyone. Click the link in bio to read our #WomenInTheWorkplace2022 report to learn more about what #LGBTQ+ women are up against.

#CareerAdviceThursday: It’s time to upgrade your circle by starting a #LeanInCircle.⁠ ⁠ Who you spend time with influences who you become and what you can achieve. Lean In Circles are small groups that meet on a regular basis for peer mentorship, skill building, and inspiration.⁠ ⁠ Click the link in bio to create a Circle of women who can help you achieve your ambitions, whatever they may be.⁠ ⁠ #LIRegram via iamarmani_.

Saturday, June 24th, marks the one-year anniversary of Dobbs v. Jackson, the decision that overturned #RoeVWade. One year #AfterRoe, 26 states have already banned or are soon likely to ban abortion. ⁠ ⁠ While these abortion bans harm people from all communities, new data from @NWPF found that women veterans, disabled women, and women with low incomes are disproportionately likely to live in states that have banned or are likely to ban abortions. Black and Native American women are the most likely to live in these 26 states, while Latinas are the largest group of women of color harmed by bans. ⁠ ⁠ For people in these states who become pregnant, the stakes have become dramatically higher: Pregnant people are more anxious than ever about the privacy of their personal health information and face heightened risks of criminalization. This is especially true for women of color, who were already more likely to be subject to disturbing levels of surveillance and overcriminalization.⁠ ⁠ Having a child impacts one’s education, earnings, and economic security — and being able to plan if and when to have a child is an essential aspect of planning for one’s career and future. ⁠

For #TakeOnBiasTuesday, we polled teen girls on gender stereotypes, and here is one of the responses.⁠ ⁠ Bella’s response highlights that girls know that the world views men and women differently and that we don’t often see women as leaders. These assumptions about what women can and can’t do hold everyone back. We must empower the girls in our lives to speak up and push back against assumptions, and pursue the kind of life they want to live. ⁠ ⁠ Now we want to hear from our Lean In Community. How old were you when you started to realize there were gender stereotypes holding women back? Tell us your stories in the comments below. ⁠