The event kicked off with Sheryl Sandberg’s 's classic definition of leaning in: "to press ahead, to project confidence, to 'sit at the table' and physically lean in to make yourself heard". In the past decade, leaning in has been a huge corporate phenomenon, conceptualised as a feminist tool for achieving women's equal places in workplaces and at home.

Leaning in is an art of negotiation, a self-confidence tool, and a lifestyle choice. The topics discussed in the workshop included who should lean in and why, ways of leaning in as early career academics and PGRs, and stages of your career when leaning in may not be a good idea. There were opportunities for self-reflections, group discussion and a Q&A session.

So, is leaning in only a feminist manifesto? Almost a decade has passed and some people in the corporate world argue that the enthusiasm around the philosophy has died down. There are also critiques arguing that you cannot always afford to lean in. Some say that in an increasingly globalised world where there is a race to the bottom mindsets amongst employers and organisations alike, following this philosophy only makes you subject to exploitation.

Who should lean in?

Everyone, but some groups may need to lean in more than others: for example, women, ethnic minority groups, people with disabilities and other less visible / underrepresented groups. In academia: early career academics, female academics, women in STEM subjects.

According to HESA data published in 2021, almost half of the academics in the UK are female, but only one-third of them are in professorial roles. Only six Russell group universities have female Presidents / Vice Chancellors. There is underrepresentation of ethnic minority staff in academic roles. There is also evidence of racialised experiences in terms of professional progression, recognition and award (Gabriel and Tate, 2017) which shows us why some groups may need to lean in more than others and push harder to win seats at the table.

I am not claiming that underrepresentation issues will be solved purely by 'leaning in' – that would only mean putting the onus on the disadvantaged / marginalised groups and we all know that problems are much more complex. What I am saying is that by leaning in you create one avenue for the road to equality; you set the process in motion which can then gain momentum from other forces. Whether we like it or not, often we hold ourselves back the most by internalising the negative messages we receive throughout life.

Why lean in?

In academia there are blurred boundaries between work and life, no clocking in or clocking off. To succeed and make yourself visible, lean in. You can be that role model you probably did not have. Fight stereotypes, and as you engage, you stay relevant.

'Leaning in' in academia

In academia, there can be mainly three ways of leaning in: first, you undertake academic leadership roles (though many will lose their popularity in the process); second, you may want to become a leader / expert in your field, so you 'lean in' in research collaborations / knowledge network groups, or in your subject group's journal activities. A third way can be through championing your cause - the social issue you are passionate about. You can do so through organising platforms supporting research and teaching in the area or establishing peer network with similar interests.

Leaning in as a postgraduate researcher (PGR)

There may be some limitations as to how far you are allowed to stretch as PhD students, but a PhD student can still lean in within an academic environment:

• Help to organise academic events such as conferences, seminars, workshops and training – ask for opportunities
• Committee membership – look to join different committees working on HEI issues and where they encourage PGR participation, e.g. Athena Swan / equality and diversity committees.
• Lead group discussions at conferences, ask questions, use social media to stay engaged / lead conversations
• Grow your confidence through disseminating your research findings in the form of guest lectures – ask your supervisors / other academics to give you the platform
• Peer-review for good journals – show citizenship within your subject area and make your presence known to the field experts

Remember

• Identify your own strengths and weaknesses
• Tune into your own style
• Master negotiating: jobs, salaries, research collaborations, co-authorship
• Ask uncomfortable questions relentlessly: at seminars, workshops, conferences; mentors, supervisors - experts will appreciate different perspectives
• Don't think that oratory skill is the only way to get there
• Move on if you've made a wrong choice and lean in again

When not to lean in

Experts say we may not be able to have it all, not at least at the same time.

We need a peer support group and a safe space to share, without that you could be exploited. We shouldn't feel guilty if we can't lean in due to circumstances outside our control, for example having caring responsibilities. For early career academics, there should be a balance between leaning in to academic tasks and developing core competencies of research and teaching, or, in the case of PGRs, meeting the targets of their research degrees. Set your priorities in line with your career ambitions.

The workshop ended with a reminder that while leaning in indeed can be an effective tool to succeed in this endlessly competitive world, we should always put our mental health first and when leaning in, we should not have to make moral compromises.