Posted: April 20th, 2022

“1% Feminism” by Linda Burnham

“1% Feminism” by Linda Burnham
“1% Feminism” by Linda Burnham
Linda Burnham’s essay critiques Sheryl Sandberg’s lean-in feminism (check with Sandberg’s TED Speak for a
abstract of the primary concepts of lean-in feminism) as a corporatist feminism for the privileged prime 1% of
ladies, and takes explicit difficulty with Sandberg’s declare that lean-in feminism is a motion for all
ladies, no matter what sort of employment they’ve or their class place:
“1% feminism is all in regards to the glass ceiling, by no means in regards to the ground. It addresses the issues, anxieties
and prerogatives of the 1%, ladies who’re at or close to the highest ranges of their professions, the company
world or authorities. Sadly, blind to its personal restricted visual view, it tends to talk within the identify of
all ladies, universalizing that which is profoundly explicit.”
Burnham describes lean-in feminism as a conservative “trickle-down” sort of feminism, which goals to
obtain broader gender fairness via the benevolence and empathy of ladies who make it to prime
management positions. The success of those ladies leaders will inevitably, in keeping with Sandberg, increase
alternatives for all ladies, even these in low-paid service sector jobs. Definitely, ladies typically shared
comparable experiences of gender oppression and inequity and may empathize with one another’s struggles, however
Burnham is just not so positive that the pursuits of ladies on the prime of the financial ladder align with these of
ladies on the backside. As she states, “definitely we ought to think about whether or not ladies within the C-suites – the
CEO’s, CFO’s and COO’s – are those greatest suited to craft coverage for these working the aisles at House
Depot.” For example, if House Depot had a feminine CEO, does that imply that she’s going to essentially make
working situations and compensation higher for the low-waged ladies employees at House Depot retail
shops? (Sandberg herself is the COO or Chief Working Officer of Fb.)
Burnham additionally calls lean-in feminism a “dream-crushing feminism.” She notes that Sandberg desires
ladies to dream huge, however lean-in feminism basically asks ladies to adapt to the corporatist ethos of
getting forward as an alternative of envisioning bolder modifications like mandating paid parental go away insurance policies to ease
the childcare burdens of all working mother and father. “Each progressive social motion worthy of the identify,”
Burnham exhorts, “is in the end a few liberatory mission that extends outward, past these most
affected by a selected type of inequity. It calls on every of us to mix with others and to commit our
higher, extra selfless, justice-loving selves to constructing a society that lifts up the complete humanity of all who
have suffered discrimination, indignities, oppression, exploitation, abuse.” Lowering the broad social
justice imaginative and prescient of feminism to ” tips about profession development is just not a option to jump-start a motion, however
as an alternative cuts away at its coronary heart.”
“Feminism’s Tipping Level: Who Wins from Leaning In?” by Kate Losse
“Feminism’s Tipping Level: Who Wins from Leaning In?” by Kate Losse
Kate Losse, the creator of the article “Feminism’s Tipping Level: Who Wins from Leaning In?” used to work
at Fb, and her time there overlapped with Sheryl Sandberg, who continues to be Fb’s Chief
Working Officer (COO) to today. Ultimately, Losse climbed to the higher ranks of the Fb
company hierarchy the place she received to sit down subsequent to Sandberg and Mark Zuckerberg (co-founder and CEO) at
the “privileged heart of Fb’s operations.” But, surprisingly, as an alternative of continuous to reap the
substantial compensation and advantages of her excessive place at Fb, Losse determined to give up. As she
places it, “I made a decision to go away Fb as a result of I noticed forward of me, by Zuckerberg’s and Sandberg’s personal
fingers, an endless race of pure ambition, the place no sum of money or energy is sufficient and work is
perpetually.”
Losse additionally recounts massive inequities in pay between female and male staff at Fb, which she
skilled herself whereas working there. On the time, Sandberg additionally labored there in a prime place, however did
not problem the wage inequities between women and men at her personal firm. In response to Sandberg
in her e book Lean In: Girls, Work, and the Will to Lead, “Extra feminine management will result in fairer
remedy for all ladies.” If we’re to take Sandberg at her phrase right here, then the gendered pay inequity
skilled by Losse and different ladies at Fb wouldn’t have even existed. The truth that
gendered pay inequities did certainly exist beneath Sandberg’s watch, in keeping with Losse, exhibits that Lean In
would somewhat deal with altering ladies’s presumed inner limitations to profession success than firms’
committing to extra equitable pay buildings for all staff. Definitely, as a number one feminine government
herself, Sandberg appears to be extra invested in educating ladies the way to “lean in” and work even
tougher—which in the end advantages their employers greater than bettering the lot of ladies employees.
Losse does acknowledge that Sandberg’s Lean In “offers some useful recommendation for younger ladies in how
to comply with her.” However she is definite that it’s not a feminist motion geared toward attaining fairer remedy for
all ladies. In the end, as Losse concludes in regards to the e book, “as a handbook for navigating the office, it
teaches ladies extra about the way to serve their firms than it teaches firms about the way to be
fairer locations for ladies to work.”
“The ‘Girlboss’ and the Fable of Company Feminine Empowerment” by Amanda Mull
“The ‘Girlboss’ and the Fable of Company Feminine Empowerment” by Amanda Mull
In 2014 the time period “girlboss” was launched to the American public as a means of celebrating ladies in
management and administration positions and pushing again towards derogatory labels of “bossiness” that
have been leveled at highly effective ladies. Males in positions of energy usually usually are not denigrated for being
“bossy,” whereas ladies with energy over others are extra ceaselessly criticized for appearing like her male
counterparts. Nonetheless, for the reason that onset of the Covid-19 pandemic and the protests towards racism of the
previous yr, there was a backlash towards the celebratory tradition of girlbosses and what Amanda Mull
calls the “fable of company feminine empowerment.” Excessive-profile feminine company leaders and
entrepreneurs–formerly a lot lauded for heading or beginning their very own companies–were more and more
being taken to job for abuses of energy, together with racist discrimination towards staff of colour. Some
of those feminine company leaders, most of whom have been white and college-educated, have been compelled to
step down and apologize for his or her abusive administration practices.
As Mull writes, the widespread struggling and large-scale social issues delivered to gentle by the pandemic
hastened the top of the girlboss period. “For most individuals, an equal-opportunity reckoning for these in energy
provides a glimmer of hope. America’s office issues don’t start and finish with the identities of these
atop company hierarchies—they’re embedded within the hierarchies themselves. Making ladies the brand new
males inside firms was by no means going to be sufficient to deal with systemic racism and sexism, the
erosion of labor rights, or the buildup of wealth in only a few of the nation’s hundreds of thousands of fingers—the
broad abuses of energy that afflict the day by day lives of most individuals.”
QUESTIONS
1
DISCUSSION PROMPT 1: 1% Feminism – Linda Burnham
Linda Burnham’s essay critiques Sheryl Sandberg’s lean-in feminism (check with Sandberg’s TED Speak for a
abstract of the primary concepts of lean-in feminism) as a corporatist feminism for the privileged prime 1% of
ladies, and takes explicit difficulty with Sandberg’s declare that lean-in feminism is a motion for all
ladies, no matter what sort of employment they’ve or their class place:
“1% feminism is all in regards to the glass ceiling, by no means in regards to the ground. It addresses the issues, anxieties and
prerogatives of the 1%, ladies who’re at or close to the highest ranges of their professions, the company world
or authorities. Sadly, blind to its personal restricted visual view, it tends to talk within the identify of all
ladies, universalizing that which is profoundly explicit.”
Burnham describes lean-in feminism as a conservative “trickle-down” sort of feminism, which goals to
obtain broader gender fairness via the benevolence and empathy of ladies who make it to prime
management positions. The success of those ladies leaders will inevitably, in keeping with Sandberg, increase
alternatives for all ladies, even these in low-paid service sector jobs. Definitely, ladies typically shared
comparable experiences of gender oppression and inequity and may empathize with one another’s struggles, however
Burnham is just not so positive that the pursuits of ladies on the prime of the financial ladder align with these of
ladies on the backside. As she states, “definitely we ought to think about whether or not ladies within the C-suites – the
CEO’s, CFO’s and COO’s – are those greatest suited to craft coverage for these working the aisles at House
Depot.” For example, if House Depot had a feminine CEO, does that imply that she’s going to essentially make
working situations and compensation higher for the low-waged ladies employees at House Depot retail
shops? (Sandberg herself is the COO or Chief Working Officer of Fb.)
Burnham additionally calls lean-in feminism a “dream-crushing feminism.” She notes that Sandberg desires
ladies to dream huge, however lean-in feminism basically asks ladies to adapt to the corporatist ethos of
getting forward as an alternative of envisioning bolder modifications like mandating paid parental go away insurance policies to ease
the childcare burdens of all working mother and father. “Each progressive social motion worthy of the identify,”
Burnham exhorts, “is in the end a few liberatory mission that extends outward, past these most
affected by a selected type of inequity. It calls on every of us to mix with others and to commit our
higher, extra selfless, justice-loving selves to constructing a society that lifts up the complete humanity of all who
have suffered discrimination, indignities, oppression, exploitation, abuse.” Lowering the broad social
justice imaginative and prescient of feminism to ” tips about profession development is just not a option to jump-start a motion, however
as an alternative cuts away at its coronary heart.”
What are your ideas on Burnham’s critiques of Sandberg’s lean-in feminism?
2
DISCUSSION PROMPT 2: “Feminism’s Tipping Level: Who Wins from Leaning In?” – Kate
Losse
Kate Losse, the creator of the article “Feminism’s Tipping Level: Who Wins from Leaning In?” used to work
at Fb, and her time there overlapped with Sheryl Sandberg, who continues to be Fb’s Chief
Working Officer (COO) to today. Ultimately, Losse climbed to the higher ranks of the Fb
company hierarchy the place she received to sit down subsequent to Sandberg and Mark Zuckerberg (co-founder and CEO) at
the “privileged heart of Fb’s operations.” But, surprisingly, as an alternative of continuous to reap the
substantial compensation and advantages of her excessive place at Fb, Losse determined to give up. As she
places it, “I made a decision to go away Fb as a result of I noticed forward of me, by Zuckerberg’s and Sandberg’s personal
fingers, an endless race of pure ambition, the place no sum of money or energy is sufficient and work is
perpetually.”
Losse additionally recounts massive inequities in pay between female and male staff at Fb, which she
skilled herself whereas working there. On the time, Sandberg additionally labored there in a prime place, however did
not problem the wage inequities between women and men at her personal firm. In response to Sandberg
in her e book Lean In: Girls, Work, and the Will to Lead, “Extra feminine management will result in fairer
remedy for all ladies.” If we’re to take Sandberg at her phrase right here, then the gendered pay inequity
skilled by Losse and different ladies at Fb wouldn’t have even existed. The truth that
gendered pay inequities did certainly exist beneath Sandberg’s watch, in keeping with Losse, exhibits that Lean In
would somewhat deal with altering ladies’s presumed inner limitations to profession success than firms’
committing to extra equitable pay buildings for all staff. Definitely, as a number one feminine government
herself, Sandberg appears to be extra invested in educating ladies the way to “lean in” and work even
tougher—which in the end advantages their employers greater than bettering the lot of ladies employees.
Losse does acknowledge that Sandberg’s Lean In “offers some useful recommendation for younger ladies in how
to comply with her.” However she is definite that it’s not a feminist motion geared toward attaining fairer remedy for
all ladies. In the end, as Losse concludes in regards to the e book, “as a handbook for navigating the office, it
teaches ladies extra about the way to serve their firms than it teaches firms about the way to be
fairer locations for ladies to work.”
What do you consider Losse’s article and points it discusses?
three
The ‘Girlboss’ and the Fable of Company Feminine Empowerment” – Amanda Mull
COLLAPSE
In 2014 the time period “girlboss” was launched to the American public as a means of celebrating ladies in
management and administration positions and pushing again towards derogatory labels of “bossiness” that
have been leveled at highly effective ladies. Males in positions of energy usually usually are not denigrated for being
“bossy,” whereas ladies with energy over others are extra ceaselessly criticized for appearing like her male
counterparts.
Nonetheless, for the reason that onset of the Covid-19 pandemic and the protests towards racism of the previous yr,
there was a backlash towards the celebratory tradition of girlbosses and what Amanda Mull calls the
“fable of company feminine empowerment.” Excessive-profile feminine company leaders and
entrepreneurs–formerly a lot lauded for heading or beginning their very own companies–were more and more
being taken to job for abuses of energy, together with racist discrimination towards staff of colour. Some
of those feminine company leaders, most of whom have been white and college-educated, have been compelled to
step down and apologize for his or her abusive administration practices.
As Mull writes, the widespread struggling and large-scale social issues delivered to gentle by the pandemic
hastened the top of the girlboss period. “For most individuals, an equal-opportunity reckoning for these in energy
provides a glimmer of hope. America’s office issues don’t start and finish with the identities of these
atop company hierarchies—they’re embedded within the hierarchies themselves. Making ladies the brand new
males inside firms was by no means going to be sufficient to deal with systemic racism and sexism, the
erosion of labor rights, or the buildup of wealth in only a few of the nation’s hundreds of thousands of fingers—the
broad abuses of energy that afflict the day by day lives of most individuals.”
Do you agree with Mull that the demise of the girlboss period is a welcome one?

————–

Linda Burnham’s “1 P.c Feminism”
Linda Burnham’s “1 P.c Feminism”
Critiques of Linda Burnham’s essays Sheryl Sandberg’s lean-in feminism (check with Sandberg’s TED Speak for a abstract of the primary concepts of lean-in feminism) is a corporatist feminism for the privileged prime 1% of ladies, and takes difficulty with Sandberg’s declare that lean-in feminism is a motion for all ladies, no matter employment or class place:
“1% feminism is all in regards to the glass ceiling, by no means the ground.” It addresses the issues, anxieties, and prerogatives of the 1%, ladies at or close to the highest of their professions, the company world, or authorities. Sadly, as a result of it’s oblivious to its personal restricted visual view, it tends to talk in

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