男性CEO：我们互相依靠

    《向前一步：女性、工作和领导意志》（Lean In: Women, Work, and the Will to Lead）周一发布获得媒体的极大关注，该书作者、Facebook首席运营官谢丽尔•桑德伯格奇怪的是，男性没有加入到这个公开大讨论之中。这一状况在过去几天发生了改变。太平洋投资管理公司（PIMCO）的CEO默罕默德•埃尔–埃里安就桑德伯格的观点发表了一篇有见地的评论。我就桑德伯格给男性的建议采访了她。下周，我将与你分享我对桑德伯格和美国运通（American Express）CEO肯•切诺特的采访。

    还有，硅谷CEO丹•罗森维格发表的游客发言也在探讨《向前一步》同样适用于男性领导者。这位雅虎（Yahoo）前总裁、现任Chegg负责人在桑德伯格飞黄腾达的职业生涯中曾经扮演过重要的角色：他在2007年举办的一个假日聚会让桑德伯格和马克•扎克伯格得以相遇。这就是Facebook创始人兼CEO向桑德伯格施加影响力，劝说她离开谷歌（Google）。4个月后，她就去了Facebook。

    我不断听到对谢丽尔•桑德伯格《向前一步》这本书的争论。坦率说，我作为两位年轻女性的父亲、已结婚25年的丈夫、单亲母亲的儿子和Chegg的CEO，感到我有责任施加影响，说明我的观点。

    如果你认为缺少女性领导人是上一代人或是没有受良好教育群体才会面临的状况，或者说，至少不是你所处的状况，那你就错了。

    如今，55%的大学毕业生是女性。这个数据很令人赞叹，但是，由于这些女性从她们签第一份就业合同起就比赚得比从事同样工作的男性少，冲淡了这个数字的意义。

    我公司最近调查了公立、私有和营利性大学的本专科各专业男女性自报的收入，结果不太好：男性平均比女性多挣29%。

    美国大学女性协会（American Association of University Women）进行的2012年调查显示，千禧女性获得的报酬仅仅为从事相同工作男性的82%。平均来看，毕业一年后，男性平均比女性多赚近8,000美元。

    我们都应当有责任问一声：这公平吗？合理吗？明智吗？它违背了我们自己的利益，同时也对美国社会造成了伤害。

    女性对美国经济繁荣贡献非常大。让这种男女不同酬的状况长久存在怎么符合我们的最大利益，特别是这在我们的控制之下之时。

    我读了《向前一步》之后，审查了Chegg的政策，发现我们执行了同工同酬，这才如释重负。的确是如释重负，因为事实是：在最近毕业生需求最多的科学、技术、工程和数学（STEM）专业，女性通常与男性同酬。对于科技人才的竞争使得同工同酬成为行业的强制性要求。

    换而言之，受供求所迫，我们的确做了让步。

    但谁都说不好。所以，必须不断检查。

    你的公司能否经受住社交媒体对于你公司政策和薪酬规模的测试？你的雇员会怎么说？如果你发现你的公司不适应未来，那就改变它。

    招聘、留住最好的雇员要求公司要根据价值给予同工同酬，而不是根据性别。谢谢你，谢丽尔，感谢你让我们学会互相依靠。

    In the crazy media buildup to Monday's release of Lean In: Women, Work, and the Will to Lead, author/Facebook (FB) COO Sheryl Sandberg was surprised that men didn't chime into the public discourse. That changed in the past few days. PIMCO CEO Mohamed el-Erian wrote a wise commentary on Sandberg's crusade. I interviewed Sandberg about her message to men. Next week, I'll share with you my interview with Sandberg and American Express (AXP) CEO Ken Chenault.

    Meantime, this Guest Post by Silicon Valley CEO Dan Rosensweig is about how Lean In applies to male leaders. A former president of Yahoo (YHOO) who now heads Chegg, played an interesting role in Sandberg's high-flying career: He hosted a 2007 holiday party where she met Mark Zuckerberg. It was there that Facebook's founder and CEO, um, leaned in to Sandberg about leaving her big job at Google (GOOG). Four months later, she went to Facebook.

    I've been listening to the debate over Sheryl Sandberg'sLean In. And frankly, as a father of two young women, a husband of almost 25 years, a son of a single mother and the CEO of Chegg, a company focused on serving high school and college students, I feel compelled to Lean In myself and add my voice.

    If you think the shortage of women leaders is a problem for a previous generation or for the undereducated or simply not for you, you're wrong.

    Fifty-five percent of college graduates today are women. This graduation rate, while impressive, is diminished by the fact that these same women are paid less than men for the exact same job, starting the moment they sign their first offer letter.

    When my company surveyed recent male and female graduates across all majors at two-year, four-year public and private and for-profit universities about their self-reported salaries, the results were not good: Men earn, on average, 29% more than women.

    The finding is reinforced by the American Association of University Women's 2012 survey, which showed Millennial women are paid 82 cents for every dollar paid to their male peers. And on average, men earn nearly $8,000 more than women do one year after graduating.

    We should all feel compelled to ask: Is it fair? Is it right? Is it smart? It's against our own self interest and it hurts America.

    Women drive a huge percentage of America's economic health. How can it be in anyone's best interest to perpetuate unequal pay, especially when it is within our control?

    After I read Lean In, I reviewed Chegg's policies and was relieved to discover that we pay equal pay for equal jobs. That was a relief, as is this fact: In fields that have the greatest need for recent graduates such as STEM majors, woman are often paid equal to their male peers. Competition for tech talent makes equal pay a business imperative.

    In other words, when forced due to supply and demand, we do Lean In.

    But you never know. And that's why you have to keep checking.

    Could your company withstand the social-media test about your policies and pay scales? What would your employees say? If you find your company is not aligned for the future, fix it.

    Hiring and retaining the best employees requires equal pay based on merit, not gender. Thank you, Sheryl, for getting us all to Lean In.