As Darcy Lockman puts it in All the Rage: Mothers, Fathers, and the Myth of Equal Partnership, “Reports of the modern, involved father have been grea… - Anne Helen Petersen

Of course, there have been unruly women for as long as there have been boundaries of what constitutes acceptable “feminine” behavior: women who, in some way, step outside the boundaries of good womanhood, who end up being labeled too fat, too loud, too slutty, too whatever characteristic women are supposed to keep under control.

In the end, matriarchy isn’t the fear. Rather, it’s the idea that women will define their own value, and their own futures, on their own terms instead of by terms men have laid out — put differently, that each gender, and each individual, will have the power to determine their own destiny.

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.