Our aspirations are really for women to be in half the leadership roles and men to be doing half the work of parenting.

At Facebook, we try to be a strengths-based organization, which means we try to make jobs fit around people rather than make people fit around jobs. We focus on what people's natural strengths are and spend our management time trying to find ways for them to use those strengths every day.

Speak up. Believe in yourself. Take risks.

Success for me is that if my son chooses to be a stay-at-home parent, he is cheered on for that decision. And if my daughter chooses to work outside the home and is successful, she is cheered on and supported.

I was grateful that Facebook already had generous bereavement policies . Now Facebook employees receive 20 days paid leave to grieve the loss of an immediate family member and 10 days for an extended family member. I'm proud that we're able to do this and I hope more businesses do the same. Only 60 percent of private sector workers get paid time off after the death of a loved one, and then it's usually just a few days. Workers and families deserve better than that.

No industry or country can reach its full potential until women reach their full potential. This is especially true of science and technology, where women with a surplus of talent still face a deficit of opportunity.

I don't hold myself out as a role model. I don't believe that everyone should make the same choices; that everyone has to want to be a CEO, or everyone should want to be a work-at-home mother. I want everyone to be able to choose. But I want us to be able to choose unencumbered by gender choosing for us.