????《向前一步：女性、工作和領導意志》（Lean In: Women, Work, and the Will to Lead）周一發布獲得媒體的極大關注，該書作者、Facebook首席運營官謝麗爾?桑德伯格奇怪的是，男性沒有加入到這個公開大討論之中。這一狀況在過去幾天發生了改變。太平洋投資管理公司（PIMCO）的CEO默罕默德?埃爾–埃里安就桑德伯格的觀點發表了一篇有見地的評論。我就桑德伯格給男性的建議采訪了她。下周，我將與你分享我對桑德伯格和美國運通（American Express）CEO肯?切諾特的采訪。

????還有，硅谷CEO丹?羅森維格發表的游客發言也在探討《向前一步》同樣適用于男性領導者。這位雅虎（Yahoo）前總裁、現任Chegg負責人在桑德伯格飛黃騰達的職業生涯中曾經扮演過重要的角色：他在2007年舉辦的一個假日聚會讓桑德伯格和馬克?扎克伯格得以相遇。這就是Facebook創始人兼CEO向桑德伯格施加影響力，勸說她離開谷歌（Google）。4個月后，她就去了Facebook。

????我不斷聽到對謝麗爾?桑德伯格《向前一步》這本書的爭論。坦率說，我作為兩位年輕女性的父親、已結婚25年的丈夫、單親母親的兒子和Chegg的CEO，感到我有責任施加影響，說明我的觀點。

????如果你認為缺少女性領導人是上一代人或是沒有受良好教育群體才會面臨的狀況，或者說，至少不是你所處的狀況，那你就錯了。

????如今，55%的大學畢業生是女性。這個數據很令人贊嘆，但是，由于這些女性從她們簽第一份就業合同起就比賺得比從事同樣工作的男性少，沖淡了這個數字的意義。

????我公司最近調查了公立、私有和營利性大學的本專科各專業男女性自報的收入，結果不太好：男性平均比女性多掙29%。

????美國大學女性協會（American Association of University Women）進行的2012年調查顯示，千禧女性獲得的報酬僅僅為從事相同工作男性的82%。平均來看，畢業一年后，男性平均比女性多賺近8,000美元。

????我們都應當有責任問一聲：這公平嗎？合理嗎？明智嗎？它違背了我們自己的利益，同時也對美國社會造成了傷害。

????女性對美國經濟繁榮貢獻非常大。讓這種男女不同酬的狀況長久存在怎么符合我們的最大利益，特別是這在我們的控制之下之時。

????我讀了《向前一步》之后，審查了Chegg的政策，發現我們執行了同工同酬，這才如釋重負。的確是如釋重負，因為事實是：在最近畢業生需求最多的科學、技術、工程和數學（STEM）專業，女性通常與男性同酬。對于科技人才的競爭使得同工同酬成為行業的強制性要求。

????換而言之，受供求所迫，我們的確做了讓步。

????但誰都說不好。所以，必須不斷檢查。

????你的公司能否經受住社交媒體對于你公司政策和薪酬規模的測試？你的雇員會怎么說？如果你發現你的公司不適應未來，那就改變它。

????招聘、留住最好的雇員要求公司要根據價值給予同工同酬，而不是根據性別。謝謝你，謝麗爾，感謝你讓我們學會互相依靠。

????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.