Critically, Shipman (2009) distinguished her approach from earlier feminist workplace models. Unlike the “lean in” philosophy that would later gain prominence, Shipman did not suggest that women needed to adopt more assertive, linear career trajectories. Instead, she championed what she called “smart flexibility”—using economic leverage to create customized roles. She supported this with survey data indicating that over 60% of high-achieving women desired reduced schedules or remote work, but only a fraction felt empowered to ask for it. Her contribution was thus both descriptive (identifying the gap) and prescriptive (providing negotiation scripts and mindset shifts).