Max, I think you need to read the book. Even though I'd read the Time article and saw her interviews, they really skimmed the surface of what she's trying to say. I was much more impressed when I read the book. It's a very quick read, unless you want to look at every footnote (and just about everything she states that isn't a story or opinion is a fact with a footnote). Yes, the parts about equal pay still make me angry, and yes, the way the genders are still treated in school is agravating, but we can all make it better. I gave the book to my 20 year old daughter, a sophomore in college, as she's getting ready to start making some career and life decisions. I already hear her say things like "in ten years or so when I start my family' and I cringe. Is she already setting herself up to stand back when she should be leaning in.... all the way in?
The best part of Sheryl's philosophy though is something I came to a long time ago. We need to create the time when we no longer use a label, gender or otherwise, to describe people. I can't wait until one's gender is not used in front of Leader, CEO, Owner...
I am reminded of the angst and challenge when Section 125 was introduced in the 80's. Suddenly not only did 'Personnel' have to manage plan design and pricing in new ways, 'Data Processing' had to scramble and figure out how to make now out-dated systems manage deductions and earnings, PTO buy-sell, credits, pre versus post tax all work, and in a rather short period of time. Toss in employee communication and labor reaction and we had a very similar boiling pot. Albeit not as politically charged as the Affordable Care Act, any sweeping change to employee benefits can, and has, been a time for serious discussions, then action to make it happen.
This is a little late isn't it? Most companies on a non-calendar year FSA have already held Open Enrollment and the 'damage is done' isn't it? I can't imagine trying to go back now and communicate something different and hold another OE.