Frequently asked questions about Lean In
Everything you want to know about Lean In, our programs, and how to get involved.
Lean In
What is Lean In?
Lean In is a global nonprofit whose mission is to inspire and equip women to lead. Lean In offers free leadership programs, research, and tools that help individuals grow as leaders and help companies build more equal workplaces. Over 150,000 Lean In Circles have been launched in 180+ countries.
Who founded Lean In, and why?
Lean In was founded by Sheryl Sandberg in 2013, alongside the publication of her book Lean In: Women, Work, and the Will to Lead. After hearing from women around the world who felt isolated in their careers, Sandberg created the organization to give every woman access to the community, skills, and resources she needs to lead — whether she is just starting out or already in a senior role.
Is Lean In only for women in corporate America?
No. Lean In programs are open to anyone who wants to grow as a leader — including students, entrepreneurs, women returning to the workforce, and people at every career stage. Many programs also benefit men and allies. Lean In operates in 180+ countries and designs its content for a global audience.
Is Lean In free to join?
Yes. Lean In's programs and resources are free. This includes Lean In Circles, the Women at Work Leadership Series, Lean In Girls, and the 50 Ways to Fight Bias workshop. Company programs are also offered at no cost to the organization.
How does Lean In create change?
Lean In creates change through four interconnected approaches: free programs and leadership tools available to everyone; annual research on the state of women in the workplace; a global peer community that connects women and allies; and company partnerships that help organizations address bias and build stronger, more equal teams.
Does Lean In offer programs for girls?
Yes. Lean In Girls is a free, research-backed leadership program for girls ages 11 to 15. The 15-session curriculum is designed for use in schools, after-school programs, and community groups. It helps girls build confidence, challenge perfectionism, use their voice, and support one another. 91% of girls said they learned something new about how they could lead.
Getting involved
How do I join Lean In?
There are several ways to join Lean In. You can start or join a Lean In Circle — a small peer group for structured leadership development. You can join a Lean In Network to connect with women in your city or industry. You can join Lean In Connect, the community platform open to all individual members. Or you can explore the Women at Work Leadership Series and other free resources at LeanIn.org. All of these options are free.
I don't have time to start a Circle. Can I still be involved?
Yes. Joining an existing Circle, attending a Lean In Network event, or becoming a member of Lean In Connect are all ways to participate without starting a Circle. The Women at Work leadership series is also available on demand at LeanIn.org and can be used independently, at your own pace.
How can my company partner with Lean In?
Companies can partner with Lean In by implementing Circles for Companies or the 50 Ways to Fight Bias workshop. Both programs are free and come with all the materials and training needed to get started. Visit LeanIn.org to access program materials or get in touch with the Lean In team directly.
Is there a Lean In community I can join online?
Yes. Lean In Connect is Lean In's community platform, built for ambitious women. It includes discussion groups, direct messaging, access to Lean In's full resource library, and connections to Circles and Networks worldwide. You can join as an individual member even without belonging to a Circle or Network.
Lean In Circles
What is a Lean In Circle?
A Lean In Circle is a small group of peers — typically 8 to 12 people — who meet regularly to support each other's personal and professional growth. Circles are confidential, action-oriented spaces where members build skills, set goals, and hold each other accountable. Each Circle uses Lean In's free research-backed discussion guides to structure meetings around topics like leadership, confidence, negotiation, and navigating bias. Circles were designed for women but are open to anyone who wants to build leadership skills.
How is a Lean In Circle different from a book club or networking group?
Lean In Circles are structured around leadership development, not socializing. Every meeting has a specific topic, a research-backed discussion guide, and a closing activity called the "One Action" — each member commits to a concrete step they will take before the next meeting. This combination of peer support, learning content, and accountability is what makes Circles distinctly effective: Circle members are promoted and receive raises at higher rates than the general population.
How do I start a Lean In Circle?
Starting a Circle is free and takes only a few minutes. Register your Circle at LeanIn.org, attend a free virtual Circle Leader Training, invite 8 to 12 women you trust, and host your first meeting using Lean In's step-by-step Kick-Off Guide. You do not need to be a leadership expert — Lean In provides all the materials, training, and support you need.
How many people are in a Lean In Circle?
Most Lean In Circles have 8 to 12 members. This size is intentional: large enough to bring different perspectives into the room, and small enough that every voice can be heard and trust can develop over time.
Do Lean In Circles meet in person or virtually?
Both. Circles can meet in person, virtually, or in a hybrid format. Some Circles meet virtually to make it easier to include members across different locations and schedules. What matters most is consistency — most Circles meet once a month for 60 to 90 minutes.
What do Lean In Circles discuss?
Lean In Circles have access to a library of 120+ research-backed discussion guides covering topics such as building confidence and overcoming self-doubt, negotiating pay and promotions, finding sponsors, setting boundaries, navigating workplace bias, leadership fundamentals, and work-life balance. Circle members can also choose their own topics and use Lean In's Universal Meeting Guide to structure the conversation.
Can men join or start a Lean In Circle?
Yes. Lean In Circles were designed primarily for women, but the programs and materials are available to anyone who wants to build leadership skills. Some Circles are women-only spaces. Others welcome allies. Each Circle sets its own membership guidelines.
Lean In Networks
What is a Lean In Network?
A Lean In Network is an independently run, volunteer-led professional community that connects Lean In Circles and individual members within a shared city, company, or industry. Networks organize events — including speaker series, leadership workshops, and annual conferences — and create opportunities for women to connect beyond their individual Circle.
How is a Lean In Network different from a Lean In Circle?
A Lean In Circle is a small, intimate group of 8 to 12 people that meets regularly for structured peer learning. A Lean In Network is a larger community that connects multiple Circles and individuals, typically through events, campaigns, and shared resources. Circles build deep relationships. Networks build visibility and collective impact. Both are united by the same mission: to inspire and equip women to lead.
Do I need to be in a Circle to join a Network?
No. Anyone can join a Lean In Network based on their location, company, or industry. You do not need to start or belong to a Circle first. To find a Network near you, search the Network Directory at LeanIn.org.
How do I start a Lean In Network?
If there is no Lean In Network in your city or industry, you can apply to start one through the Network Leaders Program. Most Networks begin with a Circle Leader who sees an opportunity to connect multiple Circles in their community. Lean In provides funding of up to $1,000 USD per year, ongoing support, leadership tools, and access to an annual Network Leaders Conference.
Are Lean In Network events open to guests?
Many Lean In Network events are open to guests, especially professional development sessions and public programming. Policies vary by Network, so it is best to check with local organizers in advance. Networks are built on connection, and visitors are frequently welcome.
Lean In Connect
What is Lean In Connect?
Lean In Connect is Lean In's community platform, built specifically for ambitious women. Lean In Connect brings together all of Lean In's resources — including the Women at Work Leadership Series, discussion guides, and Circle tools — alongside community features such as discussion groups and direct messaging. You can join Lean In Connect as an individual member, even if you are not currently part of a Circle or Network.
Who can join Lean In Connect?
Lean In Connect is open to anyone. You do not need to belong to a Circle or Network to join. The platform is designed for women who want access to Lean In's full library of resources and a community of like-minded peers — wherever they are in their career.
What can I do on Lean In Connect?
On Lean In Connect, members can access Lean In's complete resource library; participate in discussion groups organized by topic, industry, or interest; message other members directly; find or connect with local Circles and Networks; and stay up to date on Lean In events and new programming.
Is Lean In Connect the same as a Lean In Circle?
No. A Lean In Circle is a small, structured peer group that meets regularly for leadership development. Lean In Connect is the platform where Circles, Networks, and individual members all connect. Think of Lean In Connect as the community infrastructure — and Circles as one of the most powerful ways to engage within it.
Lean In company programs
What company programs does Lean In offer?
Lean In offers two flagship company programs, both free of charge: Circles for Companies, a peer leadership development program, and 50 Ways to Fight Bias, an interactive workshop on recognizing and responding to gender bias at work. Both programs include ready-to-use materials, training, and ongoing support.
What is Circles for Companies?
Circles for Companies brings Lean In's peer mentorship model to organizations of any size. Employees form small groups that meet regularly to build leadership skills using Lean In's research-backed curriculum. The program is employee-led, self-organizing, and free. It scales across departments, seniority levels, and global locations.
What is the 50 Ways to Fight Bias workshop?
50 Ways to Fight Bias is a 90-minute interactive workshop that helps employees recognize and respond to gender bias at work. Participants work through real-world scenarios — more than 100 in total — to build a shared language around bias and practice concrete responses. The workshop can be run in person or virtually. After completing the workshop, 96% of managers feel better equipped to talk to their teams about bias.
How much do Lean In company programs cost?
Lean In provides all company programs at no cost. This includes program materials, discussion guides, facilitator training, and ongoing support — with no budget required from the organization.
Women in the Workplace
What is Women in the Workplace?
Women in the Workplace is the largest annual study of women in corporate America, conducted jointly by LeanIn.Org and McKinsey & Company. Published every year since 2015, the report tracks progress on gender equality, identifies the barriers women face at each stage of their careers, and provides data-driven recommendations for companies. The 2025 report surveyed hundreds of companies and hundreds of thousands of employees.
What does the Women in the Workplace report cover?
The Women in the Workplace report covers representation of women at every level of the corporate pipeline, from entry-level roles to the C-suite; promotion and attrition rates by gender and race; key barriers such as the broken rung, bias, and burnout; the impact of flexible work, caregiving, and company culture; and practical actions companies can take to make measurable progress.
What are the key findings from the 2025 Women in the Workplace report?
Key findings from the 2025 report include: only half of companies say they highly prioritize women's career advancement; women's ambition matches men's when they receive equal support; and for the 11th consecutive year, women are held back by the broken rung at the first step up to manager.
Who should read the Women in the Workplace report?
The Women in the Workplace report is relevant to HR leaders, executives, managers, and anyone committed to building more equal organizations. It is also a valuable resource for women who want to understand the systemic factors shaping their career and the evidence for what drives change.
Women at Work leadership series
What is the Women at Work leadership series?
The Women at Work leadership series is a structured collection of 12 video lessons and accompanying discussion guides designed to help women develop leadership skills, build confidence, and navigate workplace challenges. The series is grounded in research and informed by practitioners, academics, and women leaders. It is free and available to anyone.
How is the Women at Work leadership series organized?
The series includes 12 core lessons that can be watched independently or used within a Lean In Circle. Members can also follow one of three Learning Tracks — thematic collections tailored to specific audiences: Leadership fundamentals for all women; Navigating workplace challenges; and Leadership fundamentals for working mothers. Each track includes discussion guides to help groups put the lessons into practice.
What topics does the Women at Work leadership series cover?
The series covers practical leadership skills including how to become a transformational leader; building confidence and managing self-doubt; getting recognition for your work; negotiating pay and promotions; finding sponsors; responding to bias; assertiveness; burnout; and returning to work after maternity leave. There are also dedicated lessons for Black women, Latinas, LGBTQ+ women, women with disabilities, and Asian women.
Do I need to be in a Circle to use the Women at Work leadership series?
No. The Women at Work Leadership Series is freely available to anyone at LeanIn.org. However, research shows that learning in a group is more effective — Circle members who use the series together get additional discussion guides, accountability, and peer support that deepen the impact of each lesson.
The broken rung
What is the broken rung?
The broken rung is the gap in promotion rates between men and women at the first step up from entry-level to manager. It is the single biggest structural obstacle women face on the path to senior leadership, according to LeanIn.Org and McKinsey & Company's Women in the Workplace research. For every 100 men promoted to manager, only 81 women are promoted. Women who are passed over at this first step never fully recover the lost ground — which is why the gap in senior leadership is so persistent.
Who identified and named the broken rung?
LeanIn.Org and McKinsey & Company identified and named the broken rung in the 2019 Women in the Workplace report. Before this research, the dominant metaphor for gender inequality at work was the glass ceiling — the barrier blocking women from the C-suite. Lean In's research showed that the more critical and more fixable break in the pipeline is at the very first step up.
How is the broken rung different from the glass ceiling?
The glass ceiling refers to barriers at the top of the corporate ladder — the invisible obstacles preventing women from reaching executive and C-suite roles. The broken rung is the barrier at the very first step, where women are promoted from entry level to their first management role at lower rates than men. The broken rung affects a far larger portion of the workforce and creates a cascading disadvantage throughout the entire pipeline.
Why does the broken rung persist?
Lean In's research points to three main drivers: bias in performance evaluations that holds women to higher standards than men; unequal access to sponsorship and visibility at early career stages; and informal networks that favor male candidates in promotion decisions. These factors compound to produce lower promotion rates for women before they ever reach middle management.
What can organizations do to fix the broken rung?
Organizations can make measurable progress by tracking and publishing promotion rates by gender and race at every level; setting specific targets for equitable promotion at the entry-to-manager step; training evaluators to recognize and reduce bias in promotion decisions; and ensuring that women have access to the sponsors and high-visibility opportunities that accelerate advancement.