As she amassed more and more, she noticed a trend in the way the authors of the letters — almost always mothers — were framing their family’s lives: … - Anne Helen Petersen

Boundaries can, theoretically, work, but only for a privileged subset of your organization. They’re simply not a sustainable option for the vast majority of workers, especially those who aren’t in senior positions, who are women, who are people of color, or who are disabled. For those groups, attempting to maintain them can lead to an office reputation as difficult, aloof, unresponsive, or the dreaded “such a millennial” or “not a team player.” It might mean getting passed over for promotions or, eventually, getting fired. You can’t 4-Hour Workweek your way out of this problem. You need something structural.

Celebrities are our most visible and binding embodiments of ideology at work: the way we pinpoint and police representations of everything from blackness to queerness, from femininity to pregnancy. Which is why the success of these unruly women is inextricable from the confluence of attitudes toward women in the 2010s: the public reembrace of feminism set against a backdrop of increased legislation of women’s bodies, the persistence of the income gap, the policing of how women’s bodies should look and act in public, and the election of Trump. Through this lens, unruliness can be viewed as an amplification of anger about a climate that publicly embraces equality but does little to enact change. It’s no wonder we have such mixed feelings about these women: they’re constant reminders of the chasm between what we think we believe and how we actually behave.

Millennials became the first generation to fully conceptualize themselves as walking college resumes. With assistance from our parents, society, and educators, we came to understand ourselves, consciously or not, as “human capital”: subjects to be optimized for better performance in the economy.