76 private showers led the big charade

Harvard says masculinity and testosterone are not ‘connected’

“Harvard University Press International is promoting one of its new books, co-authored by Brooklyn College cultural anthropologist Katrina Karkazis. She’s also a senior research fellow with the Global Health Justice Partnership at Yale University.

The book “debunks the commonly held idea that testosterone and masculinity are connected,” according to the academic press.”

Someone should explain that to the people treating female to male trans individuals with testosterone, and the sports authorities who make low testosterone levels a requirement for male to female trans cheaters. It would also help if the permanent developmental effects of in utero exposure to testosterone was explained.

Such explanation might have saved this school district the money spent on this incoherent gesture.

School district to spend $2.4M on gender neutral locker rooms at Pennsylvania high school

“The changes will only impact the high school and will feature 76 private showers and 48 private changing areas.”

If there’s no difference beyond pronouns between transgendered persons and non-transgendered persons, and no biological difference between males and females, one wonders why you’d have to have private showers or changing areas. It’s almost as if they’re acknowledging the possibility of prurience in teenagers.

Prurience, however, is far from the ‘mind’ of facial recognition software.

Facial recognition AI can’t identify trans and non-binary people

“A recent study by computer-science researchers at the University of Colorado Boulder found that major AI-based facial analysis tools—including Amazon’s Rekognition, IBM’s Watson, Microsoft’s Azure, and Clarifai—habitually misidentified non-cisgender people.”

I, for one, welcome our new AI overlords. They won’t need separate showers.

Gentlemen, you can’t say that here!

This is the free speech society!*

Trans row: Man who said ‘women don’t have penises’ banned from free speech society panel

The dogma is settled.

Later, he was removed from his assistant editorship at Durham University’s philosophy journal.
Student editor who retweeted “women don’t have penises” story fired from university journal

Then the Merseyside Police and mayor of Liverpool started looking into the transgression**:
Is it a crime to say ‘women don’t have penises’?

The counter argument to “women don’t have penises” can be summarized with this contemporaneous example from Newsweek:

“Well, since gender identity is not determined by what kind of genitals someone has, a person with a female gender identity might well have a penis. In other words, yes, some women do have penises.”

This is true – if you use the same definition for “person with a female gender identity” and “woman.” And, therefore, it is boringly trivial.

Since the question under consideration is whether women can have penises, simply substituting the word “women” in your conclusion for the phrase “people with a female gender identity” in your premises dishonestly enlists tautology as a defense.

Assuming your conclusion through poorly executed semantic trickery – ‘gender identity’ is exactly the same as ‘sex’ – does not advance your cause. Just because you think (“feel” in the parlance) that your wife is a hat doesn’t mean you can wear her on your head.

Let me clarify Newsweek‘s defense of calling penises female genitalia (changes emphasized): “Well, since gender identity is not determined by what kind of genitals someone has, a person with a female gender identity might well have a penis. In other words, yes, some people with a female gender identity do have penises.

There are women who are objecting to this conflation of ‘gender identity’ with ‘sex.’ I welcome them to the club of those who’ve been objecting since the ’60s, to the idea that sex roles are totally socially constructed. I celebrate the fact we’re all now subject to deplorableness.

I don’t expect the editors at Newsweek to understand logical thinking most of us learned in grade school, but it’s worse than that. That meaningless syllogism emanates from the Ivory Towers of the University of Nottingham, where its author is an Assistant Professor of Philosophy. It’s likely, therefore, she is familiar with the logical requirements of a syllogism. It’s equally likely she rejects logic itself as patriarchal, heteronormative, colonialist, and misogynist; or some combination of all of those.

How did universities worldwide come to be hotbeds of this delusion? I’m working on a post to explain that, which will be published in a day or three.

—–
*With credit to President Merkin Muffley who said, “Gentlemen, you can’t fight in here! This is the War Room!”

**How long before the word transgression is banned?

Immodest proposals

Freedom distributes everything unevenly (diversely). Obviously, Statism does too. The difference is that when the state decrees who should be favored it relies on the opinion of the currently fashionable gang of ‘intellectual’ nannies. They know how we should conduct ourselves. Where we should live; what we can say; how we should eat; the conditions of employment we should desire.

Too many female doctors go part-time or stop working — why that’s a big problem

“Female doctors are more likely than their male peers to shift to part-time work or stop working a few years after completing their medical training, according to a recent study published in the journal JAMA Network Open. Women, moreover, are more likely than men to cite family as a consideration in determining their work status…

“It’s very common for people to see this and say some women are just choosing to put family first — which is wonderful and a great choice for anyone who wants to make that. But in reality, what we’re seeing is that often there isn’t choice,” lead study author Elena Frank, the director of the University of Michigan’s Intern Health Study, said in a statement.

“Medicine has a big opportunity and, really, an obligation to set an example for how to support women and families,” she added.

I think this is confusing “medicine’s responsibility” (whatever that is) with feminist politics. That doesn’t mean women’s preferences don’t present a problem, though:

The U.S. is projected to experience a shortage of between 46,900 and 121,900 physicians in both primary care and specialty care by the year 2032…”

Research shows that hospital patients treated by female doctors are less likely than those treated by male doctors to die or be readmitted within a month of being discharged…

You can project a decline in the quality and quantity of available health care, exacerbated by female M.D.s leaving the work force.

How can “medicine” seize this opportunity? The suggested solution is “[W]ork flexibility, paid parental leave and on-site day care” for female doctors. We’re being told that government has to seize the opportunity on behalf of “medicine:” That these policies would keep female M.D.s on the job, though there’s no evidence presented for that, and there is evidence that women might still respond to motherhood the same way they do now.

It’s not just medicine, either: Why Are Seemingly Satisfied Female Lawyers Running For The Exits?.
Law is mentioned at about 2:23, but watch the whole 13 minutes.
This is really salient:

Even if we apply more resources to support female careers in medicine, work remains attention to other things even while someone else is bonding with/watching your child.

Nonetheless, I’d support Dr. Frank’s options for any woman for whom it would solve the problem. All they have to do is negotiate for it: “Look, I want part-time work where I have significant influence on the specific hours I work. No ‘on-call.’ I want a parental leave savings account matching contribution. And I want you to pay for day care at a nearby provider. I’ll take a salary reduction in order to get that.” That is a choice, but it isn’t the “government as caretaker” idea being promoted. Leadership diversity would not be served.

So, are you surprised women are more likely to cite family? Well, men are more likely to internalize their responsibility – to economically support their family. How, for example, are these female doctors able to quit a lucrative profession they worked hard to get into? Did they marry into the patriarchy?

Even worse, according to Elena Frank, director of the University of Michigan’s Intern Health Study the problems are (emphasis mine) “not just because of the blow to leadership diversity in health care.”

That made me laugh. Sexual-apparatus-based diversity as a leadership credential is more important than health care quality and quantity.

There’s more angst along the same lines. The author proceeds from an assumption that while it may be fine for women doctors to choose family over work, the real problem is that they don’t have a choice because they are forced want to spend time with their children. They are hostages to housewifery and motherhood, lost to the leadership diversity project.

There are some questions we might ask about this. First, “Did Dr. Frank think to search for any female doctors who labor under her recommended conditions?” It’s likely there are some, and would nicely test her hypothesis.

Second, “Assuming approximately the same resources are required to educate each medical student, does that mean women are, on average, a non-optimal use of those investments?” Much of the investment is made by the female medical students, of course, but one can rationally argue that society is worse off because these women later abandon their profession – having occupied a scarce seat in med school.

What to do? Provide “free” female medical school education on the stipulation they must work until they’re at least 60? Somehow I think quality of care might suffer. And why wouldn’t that option be open to males, too?

That’s rhetorical. It wouldn’t promote chromosomal ‘diversity.’ Though now I’m wondering about trans people… First, for which side are they counted, diversity-wise? Anyway…

First, let’s stipulate that women do make different choices than men, including working conditions. See here and here for rigorous proof. In one case there’s a free wheeling entrepreneurial startup from the “woke” era. In the other case there’s a extensive, hidebound rule-set.

It is not arguable that males and females are not treated equally in either case. And they make the same choices.

I know the counter argument will be that the system was set up by males, and so favors a male view of working conditions. But, if you look at the reasons there is a “wage gap” you’ll see it’s just reality that’s in the way, and accommodating women’s choices would require… well, you think about what could be done without dedicating even greater resources exclusively to women.

But, back to female M.D.’s plight. Let’s look at some other possible fixes in order to grant women (for whom a medical career is only temporarily most important) Dr. Frank’s prescription. Can we give them incentives to consider that initial choice more carefully? Or, can we establish disincentives to following their own later anti-leadership diversity choices?

1- We could have the government insist female M.D.s must never marry, or must promise only to become married to a lower earning spouse. This might lock them into their chosen profession, making it sort of equal to most men, who are typically willing to work longer hours in more dangerous and uncomfortable occupations. Choice. For family.

2- Alternatively, I suppose, we could psychologically screen female Med school applicants. We could reject those most likely to care about children (though feminine empathy and compassion probably get lost, too), or we could find those women who will insist their husband be the primary caregiver, or women who agree to sterilization. This isn’t optimal, but it’s surely cheaper than mandating paid leave, on-site daycare, and employee selected work hours. In total, it’s no more or less coercive than making everyone, including the childless, pay for female M.D.s post-partum guilt.

After all, whoever is a stay at home parent gets continual compensated leave, intimately directed day-care, and work hours only constrained by the children’s needs – which seems to cover the whole objective.

3- Or, maybe these potential leadership diversity exemplars could work part time, and/or save up so they can take leave, and/or get together and fund their own day care close by their workplace. Doctors can afford these perks without outside support. Giving female doctors extra money to accomplish this is like requiring taxpayers to pay for Sandra Fluke’s birth control pills.

Taking leave and working part time don’t help so much with the doctor shortage, of course, and I have a suspicion that what’s meant by “work flexibility” (since part time work is readily available already) is fewer hours for the same salary.

None of these remedies solve the economic problem: female doctors not only are a riskier initial investment than male doctors, but would end up costing more for maintenance. If I were a feminist, I wouldn’t be advertising it.

As a species, we might prefer a biological imperative which didn’t require trade offs based on sex. One where men didn’t die from work-related accidents 10 times as often as women, for example, though I’m sure we’d just be exchanging the current trade-offs for other (maybe worse) inequities.

But leadership diversity must be served.

A bridge too close

Every man has a property in his own person. This nobody has a right to, but himself.
-John Locke

And nobody has to accept his claim his rights supercede their rights.

Trans ‘rights’ advocates are pushing past a once distant bridge.  They have the same rights as the rest of us.  Not among those rights is immunity to charges of indecent exposure because of their self-perception.

“[W]hat threat could possibly unite radical feminists and Christian women conservatives?

This: Feminists, Conservatives Join Forces to Oppose ‘Equality Act’

We should tolerate everyone’s perceived personhood. So long as it’s merely psychological, and not infringing.

We can be civil, nothing more is required, without having to agree with their opinion. Or being forced to use their pronouns, share bathrooms with them, or date them.

We should not let a tiny, arguably delusional, minority define personhood as “whatever I think I am at the moment.”

We should not legislate such transitory, whimsical definitions.

Choices

Gender feminist theory predicts we’d see nearly equal employment of males and females in all occupations if we could erase the ‘patriarchy.’

In STEM and managerial positions there would be more women; in health care and K-12 teaching there would be more men (a side effect of no real interest). That this is not the case is indisputable evidence of pervasive discrimination based on sex.  (Except, of course, for dangerous, physical jobs like lumberjack, oil rigger, lineman…)

The intersectionalists leading those feminists (i.e., almost all of them) are quite certain this misogyny results from the evils of capitalism, insufficient government dictation of female-friendly employment rules, and paucity of financial incentives favoring females. In short, any difference in male vs. female outcome results from deep systemic suppression of female choice.  Don’t doubt this.  James Damore did, and look what happened to him.

The root cause is white male privilege – of which capitalism and too little government coercion are but symptoms. I’m sure I’ve left out much else of the intersectionalist potpourri, but life is short.

Drawing lines from every situation ever encountered by humans to meet at a grand conspiracy theory nexus (so long as such drawing elevates your identity group’s oppression quotient) can be lots of fun, I guess. It keeps you occupied, and gives you all the perks of victimhood. Still, blaming everyone else, over all of history, for everything that isn’t perfect in your present society seems like more work than any supposed insight might be worth.

This is the theory upon which the current feminist societal prescription rests. Let’s examine some outcomes where it has been tested.  Emphasis mine.

Countries with Higher Levels of Gender Equality Show Larger National Sex Differences in Mathematics Anxiety and Relatively Lower Parental Mathematics Valuation for Girls
-Plos One, 2016

“We propose that while economic considerations may play a more prominent role in STEM-related interest for individuals living in less developed countries, intrinsic subject-specific interest will play a more important role in educational and occupational attitudes and choices for individuals living in countries with higher levels of economic well-being. When the relative role of interests become more important than the financial drivers, and when men and women have more freedom to pursue their intrinsic interests, the well established sex difference in occupational interests will become more strongly expressed [74–77]. Altogether, these patterns might explain why girls benefit less than boys in terms of reduced mathematics anxiety. For example, in more developed countries in which people engage more in activities that intrinsically interest them, girls might not engage in STEM activities as much as boys, giving them less opportunity to reduce their negative feelings about mathematics…”

In sum, wealthy societies provide more opportunity for choice. This should not be surprising. But, put another way: Free market capitalism is most likely to indulge individual “intrinsic interests.” It is a superior economic system in terms of choice – regardless of sex. And, “the well established sex difference in occupational interests will become more strongly expressed,” suggests men and women pick activities and occupations most appealing to them. Differences in outcome would not, then, appear to be the result of a conspiracy to oppress women.

There is more evidence for this conclusion:

The Gender Scandal: Part One (Scandinavia) and Part Two (Canada)
-Jordan Peterson, 2018

“Given that differences in temperament and interest help determine occupational choice, and that difference in occupational choice drives variability in such things as income, it follows that political doctrines that promote equality of opportunity also drive inequality of outcome.”

When barriers to choice are lowered more choices will be made according to individual preference. Outcomes will then vary according to “temperament and interest.” This is also what the feminists claim. What they don’t like is that the result confounds their prediction. More choice does not appear to make females more nearly identical to males.

In fact, the opposite happens:

Sex differences in personality are larger in gender equal countries: Replicating and extending a surprising finding
-International Journal of Psychology, 2018

Sex differences in personality have been shown to be larger in more gender equal countries. We advance this research by using an extensive personality measure, the IPIP‐NEO‐120, with large country samples (N > 1000), from 22 countries. Furthermore, to capture the multidimensionality of personality we measure sex differences with a multivariate effect size (Mahalanobis distance D). Results indicate that past research, using univariate measures of effect size, have underestimated the size of between‐country sex differences in personality. Confirming past research, there was a strong correlation (r = .69) between a country’s sex differences in personality and their Gender Equality Index. Additional analyses showed that women typically score higher than men on all five trait factors (Neuroticism, Extraversion, Openness, Agreeableness and Conscientiousness), and that these relative differences are larger in more gender equal countries. We speculate that as gender equality increases both men and women gravitate towards their traditional gender roles.”

This next is related (though men and women compete in separate chess tournaments, and for reasons similar to the idea that it is unfair for male and female athletes to compete head to head):

Which countries are best for creating and encouraging women chess players?
-Marginal Revolution, 2019

“To oversimplify only a wee bit, it is the countries with less gender equality which have more female chess players, relative to male chess players. Here is some description:

Denmark is the worst country in our list of participation, with only one female player to roughly 50 males, while the rest of Scandinavia as well as most of western Europe also languish at the bottom.

On the other hand, some of the best countries show evidence of the effect of female role models, and would be no surprise to players familiar with women’s chess history. Georgia (ranked 5th) and China (ranked 4th) both featured multiple women’s World Champions. There are also some high rates from a few unexpected sources: Vietnam (1st), the United Arab Emirates (2nd), Indonesia (8th), and even Kenya (12th) really buck the trend. Interestingly, a lot of the best countries for female chess players are in Asia. Besides Vietnam, there are five other countries in the best ten, and if I am a little more lenient with the chess population cut-offs, Mongolia and Tajikistan would also be in there.

Here is one cited hypothesis:

Could it be that, deep down, women just don’t like chess as much as men?

I consider that to be possible, but unconfirmed. In any case, the lesson is that gender imbalance in a particular field can be correlated with greater equality of opportunity overall.”

Let’s look at the number of women in senior business positions in the most gender equal countries:

Nordic Welfare States Worsen the Gender Gap
-National Review, 2018

“Saadia Zahidi, senior director and head of gender parity and human capital at the World Economic Forum, has stated that “while patterns vary across the Nordic countries, on the whole, these economies have made it possible for parents to combine work and family, resulting in more women in the workplace, more shared participation in childcare, more equitable distribution of labour at home, better work-life balance for both women and men and, in some cases, a boost to waning fertility rates…”

So how are women faring in the modern Nordic welfare states? They’re doing quite well in many ways. Nordic societies have a large share of women active in the workplace, perhaps the most gender-equal attitudes in the world, and a tradition of women’s empowerment in the political sphere.

One might expect this to translate into many women reaching the top of the business world. But this clearly is not the case. In a new policy study for the Cato Institute, I show that the share of women among managers, as recorded by the International Labour Organization, is 43 percent in the United States, compared with 36 percent in Sweden and 28 percent in Denmark.

Comparing the Nordic countries with each other, a pattern emerges: Those with more extensive welfare-state policies have fewer women on top. Iceland, which has a moderately sized welfare state, has the most women managers. Second is Sweden, which has opened up welfare services such as education, health care, and elder care for private-sector competition. Denmark, which has the highest taxes and the biggest welfare state in the modern world, has the lowest share of women in managerial positions.”

So, managerial employment is inversely proportional to gender equity and statism. This is a correlation, not a cause.  But it is not a single example, and requires an explanation.  It does prove that the policy structure demanded by feminists is not producing the results they expect and desire.

Relationship of gender differences in preferences to economic development and gender equality
-Science, 2018

“What contributes to gender-associated differences in preferences such as the willingness to take risks, patience, altruism, positive and negative reciprocity, and trust? Falk and Hermle studied 80,000 individuals in 76 countries who participated in a Global Preference Survey and compared the data with country-level variables such as gross domestic product and indices of gender inequality. They observed that the more that women have equal opportunities, the more they differ from men in their preferences…”

[H]igher levels of economic development and gender equality favor the manifestation of gender differences in preferences across countries. Our results highlight the critical role of availability of material and social resources, as well as gender-equal access to these resources, in facilitating the independent formation and expression of gender-specific preferences.”

More simply, free market capitalism enables a luxury good – a focus on gender equality of opportunity – and when gender equality is maximized the differences in chosen employment increase.

I’m not sure if the intersectional feminists would argue that the reason fewer women choose to play chess, to pursue a career in STEM, or to aspire to managerial positions when its made easier for them to do so, is that they are subjugated by culture from the womb. It seems like one of the few arguments that would explain why their theory has been not just ineffective, but counterproductive.

With that claim, though, they would be hinting that many women in advanced countries are too dumb to see ‘the way’ when it’s shown to them.

Human personality is complex, more so because not every decision is rational, and there may be other explanations than individual interest/temperament/choice. Still, feminism is left to explain why less support, less equity, less freedom for women… results in more parity (as defined by equal outcomes) for women.

Encouraging women to be more like men has backfired if the goal is equal outcomes.

Maybe the definition of “gender gap” isn’t what we’ve been told it is. The science tends to show it’s a choice gap.  That’s very hard to ‘correct.’  You’d need government to enforce it.

So, if we want numerical equality of, say employment outcome, what we’re left with is making men more like women. This is the impetus for the toxic masculinity campaign.

Skills gap 2

Quillette is a gem.

I find this, A Victory for Female Athletes Everywhere, a compelling, thoughtful (fairly long) article from a person highly qualified to comment (emphasis mine):

“As an academic, I appreciate the value of intellectual inquiry that challenges our socially constructed defaults. As someone born into a mixed-race family steeped in the civil rights movement—my father was black and my mother was white—I was nurtured to recognize the harm that social constructions about race and sex can do to subordinated individuals, groups and societies. As the wife of a black man and the mother of two black sons, my radar for both explicit and implied racism is finely tuned. As a woman, a feminist and a lawyer, I have an abiding commitment to anti-discrimination norms, and to race and sex discrimination laws in particular. As a humanist, I believe that each one of us has the right to self-identify.”

She doesn’t even mention her pioneering, elite athletic background. She is highly likely to vote Progressive (‘socially constructed’, ‘implied racism’, ‘subordinated individuals’), so the usual SJW ad hominem counter arguments are blunted – and she deals with them, IAC.

I am struck by the implications for the core political debate about what the word “equality” implies. There’s a faction insisting it means equality of opportunity and a faction insisting it means equality of outcome. Gender feminists have been in the latter group, claiming different outcomes ipso facto prove discrimination based on sex. However, there is some tension (you might say cognitive dissonance) for that subset of those gender feminists (the so-called Trans Exclusionary Radical Feminists) who want to preserve a traditional definition of the word “female” in the face of trans-sexual attack. And attack is the right word… If anyone can decide, moment to moment, that they are female without reference to biology – what’s the point of “Women’s Studies.”

It turns out, in the case of female athletics (a proxy for the ‘real world’), that you can’t even approach equality of outcome without equality of opportunity. No XX has the opportunity if XY is allowed to directly compete, so the outcome is no females on the podium for one definition of “female.”

It’s delicious watching them hoist by their own petard. If they stumble upon a bit of introspection, maybe they’ll apply the lesson to their prattle about the “wage gap.”

James Damore is laughing.

Victimhood competence hierarchies

“Tyrannical pathological hierarchies are based on power…”
-Jordan Peterson

Dr. Peterson sometimes refers to our traditional hierarchies as hierarchies of competence, since they arise organically out of our necessity to act in the world.  To do something is to want to improve the way you do it.  Some people will become better than others in some given action.  Some people achieve higher ability to cook, some become more proficient in math, others in music, or sports.  There are infinite hierarchies in which you may compete.  You can even create your own, like Paul Durand-Ruel, Steve Jobs, or Lee Felsenstein, Efrem Lipkin, Ken Colstad, Jude Milhon, and Mark Szpakowski, and enable millions of others to invent new hierarchies.

While any hierarchy is subject to corruption, they are inevitable, biologically ancient, and not by necessity pathological or tyrannical. Though those based on power usually are.  It’s sort of the point.

Social Justice practitioners are telling us all hierarchies are entirely socially constructed, unfair,  and oppressive – excepting theirs – which they don’t admit to having.  But what else is the jockeying for power in the identity group/victimhood sweepstakes about?

We haven’t yet seen a merger of the many contenders trying to prove they are the biggest victims and the smallest oppressors.  The hierarchy of victim hierarchies is yet to be settled science. The Intersectionalist Progressive Social Justice Cartel is having some nasty fights trying to sort out their pathological hierarchy:

QTIBPOC vs. LGBTQ
Trans vs. feminist
Indigenous group vs. Indigenous group
Black LGBT vs. White LGBT

Given what they insist all the rest of us must believe, I think tyrannical also applies.`  And we don’t even have the comprehensive doublethink manual yet, since they’re fighting over it.

To advance their cause with less embarrassment they need is a kinder, simpler way than Twitter fights to sort it out, preferably based on objective analysis of the victim/oppressor ratio. Because nobody is a perfect victim.

If they did find the perfect victim, they’d have to make him/her/it/zir/xe/Mr. Mxyzptlk the Dear Leader of the world utopia. You might think of it as the ultimate inverse hierarchy, because actual competence in any real thing is a Western, white, colonialist, patriarchal concept.  To be avoided.

I surely don’t understand the intersectional nuances that would allow me to compare a black gay male who hires a fake hate crime attack on himself, with a brown cis-gender (and why do I have to use a made up term now to indicate ‘normal’?) female who spouts anti-semitic drivel in the US House of Representatives.  An objective assessment may well be impossible.

Each individual objecting to someone else’s existence will have their own criteria. We could ask them all their opinion of everybody else and average the results (sort of like Facebook); Throwing out those rated below some arbitrary score – by other voters whose ratio was in the top 1% on the victim/oppressor ratio scale  (sort of like Twitter).

Running, especially enforcing, that system would be the prize for winning the victim/oppressor ratio sweepstakes.

Still, if we were to attempt objectivity, even to arrive at an informed individual opinion, a complex spreadsheet to calculate power rankings might serve. We’re after a way to model other people’s thoughts. We need to place the technology into individual hands, since it is obvious we can’t depend on the SPLC anymore.

Let’s consider the complexities via example. Rate a black, homosexual male, wealthy actor; vs. a white, trans-female, wealthy former Pentathlon champion; vs. a brown, female, anti-semitic, Islamist congressional member; vs. a white, 1/1024th Amerind, biological female, wealthy United States Senator. It’s not easy, and those are only a few of the factors. The enterprise seems very difficult.

victim-oppressor axis

This is the type of analysis intersectionalists demand as a principle of governance.  And, that’s just a poor preliminary attempt to begin to capture the variables currently driving the SJW power struggle. It doesn’t include anywhere near the required profile information. I tried filling it in for a couple of people I thought would help refine scoring. Maybe you can guess who they are.

Complicating this further, just when you might think you have a workable algorithm someone gets offended by something you did not expect. For example, here’s an example of a lesbian, trans, Leftist, female academic in the Humanities you’d expect to score moderately well even if you’re white: A concrete example against which to test our calculation of the victim/oppressor ratio.

Students demand controversial prof be replaced by ‘queer person of color’

That controversial prof is Camille Paglia. You might think this means race trumps homosexuality as a factor on the victim/oppressor scale. I don’t think we can depend on that. From the complainers:

“In recent interviews she has blatantly mocked survivors of sexual assault and the #MeToo movement, and in classes and interviews has mocked and degraded transgender individuals. She believes that most transgender people are merely participating in a fashion trend (“I question whether the transgender choice is genuine in every single case”), and that universities should not consider any sexual assault cases reported more than six months after the incident, because she thinks those cases just consist of women who regret having sex and falsely see themselves as victims.”

Aha! The problem is Paglia’s opinions and outspokenness, which one could at least imagine being held by a “queer person of color.” It isn’t about color.

The entire identity politics internecine war is about thinking the right thing. Thinking correctly is hard to define, though. It depends on the thought processes of the person thinking about someone else’s thoughts. See: Red Guards.

Full circle we have come. When objectivity is thrown out the postmodernist window, objective rankings are simply impossible. And that’s intentional, since any reference to a set of rules could inhibit the exercise of power.

So, it’s back to imagined victimhood points minus perceived privilege points times influencer points divided by the reciprocal of Twitter followers. The factors for race, sexual orientation, biological sex, wealth, income, religion, political affiliation, etc. are left to the student.  If you are intersectionally woke the answer just pops into your head.  Of course, that may not be the same answer another woke intersectional arrives at…

Clarity of thought, rational arguments, philosophical consistency are irrelevant. We don’t need no freaking spreadsheet to identify thoughtcrime. Besides, Excel itself is oppressive because it uses numbers, and its very name is a violent affront to nihilistic mediocrities cowering in their safe spaces everywhere.

It’s not so bad though, those of us not caught up in the victim-identity Olympic trials can eat lots of popcorn while we watch.

Man In Critical Condition After Hearing Slightly Differing Viewpoint

Closing the skill gap

U.S. Women’s soccer team sues for equal pay

There are a couple of ways to look at this. The logical way is that we can agree on “equal pay for work of equal value.” If women’s soccer provides paying customers with value equal to men’s soccer, arguments for higher pay could be put to the customers.

Oh, wait. Those arguments have already been put.  Case closed.

The other way is a lot more fun: Men who identify as women should be encouraged to play women’s soccer. Maybe they could get that group of 15 year old boys who trounced the US Women’s National soccer squad to defect, gender-wise.  (There was a similar result in Australia.) This would raise the quality of “women’s” soccer, though it wouldn’t do much to increase actual women‘s pay.

Alternately, women soccer players could decide to identify as men and compete in the men’s league. We would see how many get hired.

Both of those solutions should easily be approved, since sports organizers are already letting males wrestle, run track, and lift weights in competition with females.

Where’s Bobby Riggs when you need him?

Bait and switch

Google Finds It’s Underpaying Many Men as It Addresses Wage Equity

Here is the core point from that NYT article:

When Google conducted a study recently to determine whether the company was underpaying women and members of minority groups, it found, to the surprise of just about everyone, that men were paid less money than women for doing similar work.

Now, that’s a blockbuster, right? Feminists should be rejoicing. They aren’t. They are still whining, and the goalposts are being adjusted as you read this.

From Google’s point of view these results are a happy thing. If you wanted to spike some private suits, fire a shot across the bow of crazed employees, and stick a finger in the eye of the Labor Department all at once… you might want a study just like this.

For example:

The Labor Department is investigating whether the company systematically underpays women. It has been sued by former employees who claim they were paid less than men with the same qualifications.

However, according to critics, it isn’t enough that Google has been paying women more for equivalent work – they were started at lower salaries.

Google’s critics say it doesn’t come close to matching what a woman would make if she had been assigned to the appropriate pay grade in the first place…

This is a strange objection, because the data imply the opposite: Either men are started at lower salaries than they should be, or women get more substantial raises more quickly. Otherwise, how is it that men at Google are more likely to be underpaid?

Men disproportionately received raises and bonuses. Google apparently found that it’s men who are hired at lower than “equitable” salaries. Italics mine:

The company has done the study every year since 2012. At the end of 2017, it adjusted 228 employees’ salaries by a combined total of about $270,000. This year, new hires were included in the analysis for the first time, which Google said probably explained the big change in numbers.

Those who don’t get that relationship are probably not good candidates for high level software engineering jobs. They do better at diversity consulting.

Joelle Emerson, CEO of a company which profits by convincing its clients ‘increasing diversity’ is so hard it can’t be done without ‘woke’ consultants, explains:

Google seems to be advancing a “flawed and incomplete sense of equality” by making sure men and women receive similar salaries for similar work, said Joelle Emerson, chief executive of Paradigm, a consulting company that advises companies on strategies for increasing diversity. That is not the same as addressing “equity,” she said, which would involve examining the structural hurdles that women face as engineers.

Google, “by making sure men and women receive similar salaries for similar work” is doing it wrong.  It needs to hire Ms. Emerson’s consultants.

You have to admit this is a nice twist on planned obsolescence. The “structural hurdles” will never be exhausted in the search for equality of outcome and the righteous battle to prevent diversity of thought.

A good example of Ms. Emerson’s definition of diversity would appear to be equal pay outcomes for those who can’t code, but only if they are female, or members of some other identity group not white or male.

“Equity” is a code word for equal outcome. In the ’60s, it was equal opportunity that drew sensible people to support changes in how women were treated. That’s all gone.

See also: Asymmetries in the workplace do not necessarily reflect gender discrimination for more examples of denialism from the Feminists:

  1. In countries with little to no institutional barriers to employment on the basis of identity, men and women often make choices (involving their own family and vocational priorities) that result in asymmetries in workplace representation and earnings (whether among Uber drivers or graduatesof prestigious MBA programs).

  2. Men overwhelmingly outnumber women in the most dangerous jobs. This also doesn’t indicate that discrimination has taken place.

  3. While unequal treatment before the law and corruption should not be tolerated, different career and family choices (as well as preferences and aptitudes) that result in asymmetries in workplace representation and earnings neither result from conspiracies nor from oppression.

RTWT.