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Demongodofchaos2 Face me now, bitch! from In a Cultivation World (Ancient one) Relationship Status: 700 wives and 300 concubines
Face me now, bitch!
#11551: Mar 1st 2021 at 3:47:44 PM

So, Twitch is celebrating Women's month...by using the Womxn term....

.....Twitch does realize that Womxn is infamously a TERF term and used as a way to say Trans Women aren't women, right?

Watch Symphogear
AlleyOop Since: Oct, 2010
#11552: Mar 1st 2021 at 4:07:42 PM

Per Dictionary.com, "womxn" was explicitly coined to be inclusive of transgender and nonbinary individuals, though I wouldn't be surprised if TERFs have attempted to hijack the term for themselves.

Historically it's been "womyn" that has traditionally been the pet term of Second Wave radical feminists to exclude any sense of maleness from the language, and which is explicitly motivated by misandry (and its ugly sibling, TERF transmisogyny). This even though it requires a ton of Artistic License – Linguistics to get therenote . It's similar to how some radical feminists have also accused "history" of being misogynistic based on false etymologies, believing it to be derived from "his + story" when it's Greek in origin.

Edited by AlleyOop on Mar 1st 2021 at 7:53:40 AM

LeGarcon Blowout soon fellow Stalker from Skadovsk Since: Aug, 2013 Relationship Status: Gay for Big Boss
Blowout soon fellow Stalker
#11553: Mar 1st 2021 at 4:54:11 PM

If your way of trying to include transwomen and nonbinary women has you creating a separate word for them and not using the word "women" then you're not being very inclusive.

Oh really when?
AlleyOop Since: Oct, 2010
#11554: Mar 1st 2021 at 5:06:31 PM

Yes, and if I'm to be honest? I remember a few years back when several queer posters in the Diversity and Representation thread were suggesting we start using that term to be more inclusive. And though I didn't say anything at that time, I wasn't all that fond of the drive to switch to that term, because it just doesn't seem necessary.

There's nothing wrong with the term "women" itself, despite what some radfems mistakenly think. Even if it may have originated in good faith, it's clear by now that it's got its own weaknesses and is not the superior replacement it was initially touted as.

Edited by AlleyOop on Mar 1st 2021 at 8:21:35 AM

Aleistar Since: Feb, 2018 Relationship Status: Hugging my pillow
AlleyOop Since: Oct, 2010
#11556: Mar 1st 2021 at 5:26:42 PM

Yeah, "womxn" was coined specifically to avoid the issues "womyn" traditionally had, although it fails to understand that most trans women would rather just be called "women" without the added garnishes, while most nonbinary folks (though not all, such as some demigirls) would probably not want to be called "women" at all.

Edited by AlleyOop on Mar 1st 2021 at 8:27:18 AM

Demongodofchaos2 Face me now, bitch! from In a Cultivation World (Ancient one) Relationship Status: 700 wives and 300 concubines
Face me now, bitch!
#11557: Mar 1st 2021 at 5:50:27 PM

Latinx has a similar issue, with Latine being seen as a better alternative.

Watch Symphogear
eagleoftheninth Shop all day, greed is free from a dreamed portrait, imperfect Since: May, 2013 Relationship Status: With my statistically significant other
Shop all day, greed is free
#11558: Mar 1st 2021 at 7:24:52 PM

I imagine the term is doubly weird for blind/low-vision people who hear it through their screen reader.

One day, we will read his name in the news and cheer.
Murataku Don't Feed The Plant from Straya Since: Jan, 2015 Relationship Status: Who needs love when you have waffles?
Don't Feed The Plant
#11559: Mar 1st 2021 at 7:35:47 PM

Not to mention, how do you even say it out loud? Do you say it exactly the same way? If so, what's the point?

You need blood and he's got more than enough!
eagleoftheninth Shop all day, greed is free from a dreamed portrait, imperfect Since: May, 2013 Relationship Status: With my statistically significant other
Shop all day, greed is free
#11560: Mar 26th 2021 at 8:04:50 AM

New Zealand Approves Paid Leave After A Miscarriage.

    Article 
New Zealand's Parliament has approved legislation that will provide three days of paid leave after a miscarriage or stillbirth, without needing to use sick leave.

"The bill will give women and their partners time to come to terms with their loss without having to tap into sick leave," said member of Parliament Ginny Andersen, according to Reuters. "Because their grief is not a sickness, it is a loss. And loss takes time."

Andersen, a member of the ruling Labour Party, initiated the bill. She said that one in four women in New Zealand have had a miscarriage.

A year ago, New Zealand decriminalized abortion, allowing the procedure up to 20 weeks into a pregnancy, changing a law that had been in place since 1977.

"The passing of this bill shows that once again New Zealand is leading the way for progressive and compassionate legislation, becoming only the second country in the world to provide leave for miscarriage and stillbirth," Andersen said.

The other country that provides such leave is India, which allows women to take six weeks of leave after a miscarriage, CNN reports.

A miscarriage is defined as a pregnancy loss earlier than 20 weeks of gestation. Pregnancy loss after that point is called a stillbirth. About 10-20% of known pregnancies end in miscarriage, according to the Mayo Clinic — most occurring before the 12th week of pregnancy. The CDC says that about 1 in 100 pregnancies at 20 weeks or later is affected by stillbirth.

Washington, D.C., recently expanded its bereavement leave for public employees who lose a child, including those mourning a stillborn baby, The Washington Post reported.

The move to change the city's policy began with the situation of public school teacher Liz O'Donnell, who gave birth to a stillborn daughter in December. O'Donnell lost nearly a liter and a half of blood during 48 hours of labor, and the epidural aggravated pre-existing scar tissue, leaving her in constant pain.

"O'Donnell requested eight weeks for recovery through the city's paid family leave program for government workers," NPR member station WAMU reported. "But D.C. Public Schools told her the policy no longer applied to her because her baby had not survived."

D.C.'s new policy offers two weeks of paid leave to city employees who lose a child under the age of 21, including stillbirths.

In New Zealand, some say the country's new policy does not go far enough.

"You get three days' paid leave, maybe you bury your baby or you have a service, and then you go back to work, and you carry on — and then what? That's my concern," pregnancy loss educator Vicki Culling told The New York Times.

"I'm celebrating it," she said, "but I want to see us keeping this compassion going, and looking further into the needs of these parents."

One day, we will read his name in the news and cheer.
tclittle Professional Forum Ninja from Somewhere Down in Texas Since: Apr, 2010
Professional Forum Ninja
#11561: Mar 31st 2021 at 7:08:02 AM

World Economic Forum: the pandemic has pushed back gender parity by a generation.

    Article 
Another generation of women will have to wait for gender parity, according to the World Economic Forum’s Global Gender Gap Report 2021. As the impact of the COVID-19 pandemic continues to be felt, closing the global gender gap has increased by a generation from 99.5 years to 135.6 years.

Progress towards gender parity is stalling in several large economies and industries. This is partly due to women being more frequently employed in sectors hardest hit by lockdowns combined with the additional pressures of providing care at home.

The report, now in its 15th year, benchmarks the evolution of gender-based gaps in four areas: economic participation and opportunity; educational attainment; health and survival; and political empowerment. It also examines the drivers of gender gaps and outlines the policies and practices needed for a gender-inclusive recovery.

The deterioration in 2021 is partly attributed to a widening political gender gap in several large population countries. Despite over half of the 156 indexed countries registering an improvement, women still hold only 26.1% of parliamentary seats and 22.6% of ministerial positions worldwide. On its current trajectory, the political gender gap is expected to take 145.5 years to close, compared to 95 years in the 2020 edition of the report, an increase of over 50%.

The economic gender gap has seen only a marginal improvement since the 2020 edition and is expected to take another 267.6 years to close. The slow progress is due to opposing trends – while the proportion of women among skilled professionals continues to increase, income disparities persist and few women are represented in managerial positions.

Although these findings are sobering, gender gaps in education and health are nearly closed. In education, while 37 countries have reached gender parity, it will take another 14.2 years to completely close this gap due to slowing progress. In health, over 95% of this gender gap has been closed, registering a marginal decline since last year.

“The pandemic has fundamentally impacted gender equality in both the workplace and the home, rolling back years of progress. If we want a dynamic future economy, it is vital for women to be represented in the jobs of tomorrow. Now, more than ever, it is crucial to focus leadership attention, commit to firm targets and mobilize resources. This is the moment to embed gender parity by design into the recovery,” said Saadia Zahidi, Managing Director, World Economic Forum.

COVID-19’s impact on women

The pandemic has had a more negative impact on women than men, with women losing jobs at higher rates (5% vs 3.9% among men, International Labour Organization), partly due to their disproportionate representation in sectors directly disrupted by lockdowns, such as the consumer sector. Data from the United States also indicates that women from historically disadvantaged racial and ethnic groups are worst affected.

Data from an Ipsos survey suggests that when care establishments closed, housework, childcare and eldercare responsibilities fell disproportionately on women, contributing to higher levels of stress and lower levels of productivity.

As the job market recovers, Linked In data shows that women are being hired at a slower rate in multiple industries. They are also less likely to be hired for leadership roles, resulting in a reversal of up to two years’ progress.

Women’s representation in emerging jobs

Sectors with historically low representation of women are also those with fast-growing “jobs of tomorrow”. In cloud computing, for example, women make up 14% of the workforce; in engineering, 20%; and in data and artificial intelligence, 32%; and it is more difficult for women to switch into these emerging roles than men. The report offers new metrics for tracking progress on closing gender gaps in the jobs of tomorrow. While care and education roles also offer areas of future growth and women have stronger representation, they are often lower-paid roles than other jobs of tomorrow.

“Women aren’t well represented in the majority of fast-growing roles, which means we are storing up even bigger gender representation problems as we emerge from the pandemic. These roles play a significant part in shaping all aspects of technology and how it is deployed in the world. We simply have to have women’s voices and perspectives represented at this foundational stage, especially as digitization is accelerating. Companies and governments need to build diversity, equity and inclusion into their plans for recovery. Assessing candidates on their skills and potential, and not just their direct work experience and formal qualifications, is central to that. Skills-based hiring is key if we’re going to make our economies and societies more inclusive,” said Sue Duke, Head of Global Public Policy, at Linked In.

“The pandemic has exasperated the inequities on household responsibilities, compensation mechanisms and employment opportunities, even more so among specific groups of women including care-givers and those in part-time and inflexible work environments. The challenge for organisations is not just how to recover from the pandemic but to address the long-term systematic issues that create inequity across the workforce”, said Natalie Lacey Chief Operating Officer, Global Affairs, IPSOS.

How to shape a gender equal recovery

The pandemic’s combined effect of accelerated automation, the growing “double shift” of work and care, in parallel with other labour market dynamics such as occupational segregation, are likely to have a long-term impact on economic opportunities for women, risking inferior re-employment prospects and a persistent drop in income.

The report offers ways for countries to work towards closing their gender gaps. These include further investment in the care sector and equitable access to care leave for working men and women, policies and practices that proactively focus on overcoming occupational segregation by gender, effective mid-career skills-development policies for women, and managerial practices that embed sound, unbiased hiring and promotion practices.

The global gender gap in 2021

For the 12th time, Iceland is once again the most gender-equal country in the world. The top 10 includes:

The five most improved countries in the overall index in 2021 are Lithuania, Serbia, Timor-Leste, Togo and United Arab Emirates, having narrowed their gender gaps by at least 4.4 percentage points or more. Timor-Leste and Togo also managed to close their economic gap by at least 17 full percentage points in the year. Three new countries have been assessed this year for the first time: Afghanistan (156th), Guyana (53rd) and Niger (138th).

Western Europe continues to be the best-performing region and has further improved, with 77.6% of its overall gender gap now closed. At this rate, it will take 52.1 years to close the gender gap. Six of the top 10 countries in the index are from this region and 2021’s improvement is driven by the fact that 17 of the 20 countries in the region have at least marginally improved their performance.

North America (76.4%), comprising Canada and the United States, is the most improved region, with an increase of almost 3.5%. As a result, it will take 61.5 years to close the gender gap here. A significant part of this year’s progress is related to improvements in the political gender gap, having narrowed from 18.4% to 33.4%.

Latin America and the Caribbean (72.1%) has seen 15 of the 25 countries in the region improving their overall scores. Belize, El Salvador and Suriname stand out for closing their gender gap by over 2.3 percentage points in one year. At this rate, it will take the region 68.9 years to close the gap.

Eastern Europe and Central Asia (71.2%) lags behind Western Europe not only on the proportion closed but also on the pace of progress. As such, the estimated time to close the gender gap is 134.7 years, more than twice that of Western Europe (52.1 years). The regional average also masks large disparities between countries on closing the political gender gap. While Serbia, Lithuania, Albania and Latvia have closed at least 30% of this gap, the Russian Federation and Azerbaijan have closed less than 10% of their gaps.

East Asia and the Pacific (68.9%) is one of the three most-improved regions, having narrowed its gender gaps on three of the four sub-indexes (economic, education, health) but regressing on the political gender gap. On its current trajectory, it will take another 165.1 years to completely close the gap, almost 30 years longer than the global average.

Sub-Saharan Africa (67.2%) has made slow progress, such that it will take 121.7 years to close the gender gap. More than half of the countries in the region (20 out of 34) made progress towards gender parity in the past year, though only Namibia and Rwanda have closed at least 80% of their gaps.

South Asia is the second-lowest performer, with 62.3% of its overall gender gap closed and progress going into reverse in the past year. A decline of 3.8 percentage points means that it is now expected to take 195.4 years to close the gender gap. With its large population and poor score, India’s performance has a substantial impact on the region’s overall score.

The Middle East and North Africa region continues to have the largest gender gap (39.1%) yet to be closed. Despite a slight improvement (+0.5 percentage points), progress is slow, and it will take 142.4 years to close the gender gap, due in large part to the wide economic gender gap, with just 31% of women taking part in the labour force.

How the Forum is working on closing the gender gap

The Global Gender Gap Report is a publication of the World Economic Forum’s Centre for Shaping the Future of the New Economy and Society. The centre supplements its research into gender gaps with a growing portfolio of initiatives to drive progress.

Closing the Gender Gap Accelerators work with advanced and developing economies to create public-private collaborations for rapid acceleration to economic parity, focusing on increasing women’s participation in the workforce, closing the gender pay gap and helping more women advance into leadership roles and develop in-demand skills. The Hardwiring Gender Parity in the Future of Work initiative works with business to embed parity into the fastest growing emerging professions.

Working together, stakeholders deepen their understanding of complex issues, shape new models and standards and drive scalable, collaborative action for systemic change. Over 500 of the world’s leading companies, international, civil society and academic organizations, and governments currently work with the centre, aiming to reach 1 billion people with improved economic opportunities.

"We're all paper, we're all scissors, we're all fightin' with our mirrors, scared we'll never find somebody to love."
TotemicHero No longer a forum herald from the next level Since: Dec, 2009
No longer a forum herald
#11562: Apr 22nd 2021 at 10:51:36 AM

The MLB is struggling with handling female employees. An excerpt:

VIDEO ANALYSIS IS a vital part of the game. During spring training three years ago, a female league operations analyst, then working as an intern, set out to develop that skill. But after she sat down to begin her session at the video station, located in the coaches' locker room, she received a text message from her supervisor.

"Hey, the other intern is going to come and switch spots with you," the text read.

"Did I do something wrong?" she texted back.

The explanation she received: One of the coaches was uncomfortable with a woman sitting in his locker room — which also happened to be the only place to receive the video training. She was pulled from the session, never getting the chance to develop a skill she had expected to use for the entire season. Instead, the training went to a man.

"I was just like, 'How the f—- is that my problem?'" she said. "No one stuck up for me. That was the hardest part. It was my first few weeks, and I very quickly did not feel like I was being looked after by the people who had just hired me and asked me to move across the country for them."

The women who talked to ESPN echoed this sentiment, noting that it's typical for front offices to discount the experience of being the only woman in the room. Many described a pressure they felt to remain quiet for their first year in order to feel accepted. Others spoke of increased anxiety in meetings, where their ideas often receive more scrutiny than those of their male counterparts. Multiple women expressed the need to exert additional emotional energy when considering their outward appearance, hoping to avoid harassment while at work.

Major League Baseball has created programs in an attempt to create a top-down cultural shift in the sport's workplace attitude toward women, launching employee networks such as the MLB Women Business Resource Group — an internal networking group — and the Katy Feeney Leadership Symposium, a developmental program for women in baseball that has drawn more than 140 participants since 2017.

The league has also created diversity programs, including the Pipeline Program — which seeks to identify and develop women and minorities for baseball operations and on-field roles, with women making up 46 of 220 people so far hired from the program — and the Fellowship Program, which recruits women and minorities for roles in the commissioner's office, with women making up 45% of the candidate pool to date.

But even as MLB attempts to create more pathways for women, a culture persists that makes them feel unwelcome. A National League front-office staffer described the daily anxiety she feels simply driving up to her own team's facility, worried — based on past experiences in ballparks across the country — that security won't believe she works for the team. This has become a regular occurrence, where security doubts her credentials, or ignores them entirely, spending extra time double-checking them regardless of whether she's at her home team's facility or visiting another's.

"They checked me through security five times, more than they did any of the men," she said of one incident. "Some of my co-workers saw that, and they were like, 'Oh my God, we didn't realize that this actually happened.'

"You really have to be a tough cookie because you go through a lot of s—-." she said. "And it's not just people giving you bad looks, but it's sexual harassment, it's guys touching you inappropriately, it's ticket guys not giving you your ticket, it's being kicked out of your seat."

Really not a good look for them.

Edited by TotemicHero on Apr 22nd 2021 at 1:53:33 PM

Expergiscēre cras, medior quam hodie. (Awaken tomorrow, better than today.)
A-random-guy A-random-guy from Looking for some woman's heart Since: Sep, 2020 Relationship Status: Awaiting my mail-order bride
A-random-guy
#11563: Apr 23rd 2021 at 3:43:21 PM

And we don't have equality, in the US at least. Not even only in unnoticeable areas. We don't have equality in super obvious areas. We don't have equal rights in the Constitution

How exactly? I suppose you're saying that law enforcement agents don't enforce them, right? Or the Constitution seriously gives more rights to men?

what rights we have are situational depending on the state of our body
Yeah unfortunately, there are people who don't get this.
we don't have wage parity
Okay, I think it's actually more fair to treat wage as an individual case-by-case basis, not every employee has the same skills, so paying the best the same that you pay the worst doesn't sound fair to me, as a consequence, there will be differences in wage, and these differences will affect the women's average vs men's average, I think most people will agree with me on this. But pointing out when these differences are results of prejudice against women is a task to be made, I agree.
we don't get researched as much in medical trials.
Again I think cases like this should be examined more closely, there might be legitimate reasons for this, we should treat people according to their differences also, MR As complain the same way about how there are very few shelters for men, but they need to realize that women make the majority of domestic violence cases acording to various sources, so it makes perfect sense to invest more in them (it may be true that there should be more shelters for men than there are today, but at the end women will still have more). A similar thing might be happening here, or not.
Not even taking into account how women are punished economically for having kids.
Didn't understand, sorry.

Unoriginalusername3 from Nimmermeer Since: Apr, 2019 Relationship Status: Who needs love when you have waffles?
#11564: Apr 23rd 2021 at 3:53:38 PM

I would say medical research and shelters are very different situations. Men have a lower chance of being abused, so it makes some sense that there are less shelters for men. However I don't think that women have a lower chance of getting sick or needing medicine. Therefor medical test should not just focus on men. Especially since some medicines have different effect on men than on women.

Silasw A procrastination in of itself from A handcart to hell (4 Score & 7 Years Ago) Relationship Status: And they all lived happily ever after <3
A procrastination in of itself
#11565: Apr 23rd 2021 at 4:08:32 PM

Yeah, unless a medicine is for a condition that is more common in men then you should be doing equal testing (or if it’s more common in women perhaps female slanted testing).

Okay, I think it's actually more fair to treat wage as an individual case-by-case basis, not every employee has the same skills, so paying the best the same that you pay the worst doesn't sound fair to me, as a consequence, there will be differences in wage, and these differences will affect the women's average vs men's average, I think most people will agree with me on this. But pointing out when these differences are results of prejudice against women is a task to be made, I agree.

There are actually two wage parity issues. There’s what you’re talking about, where women tend to do jobs that are undervalued or are given less support/education and thus have less skills. Then there’s also the direct discrimination issue, where if you send in a CV with a man’s name on it you’ll get a higher wage offer then if you sent the exact same CV with a women’s name on it (incidentally this also works with names associated with particular racial groups).

How exactly? I suppose you're saying that law enforcement agents don't enforce them, right? Or the Constitution seriously gives more rights to men?

For an example picked at random, no state in the US outlawed marital rape until 1975, and it wasn’t until 1993 that it was illegal across the entire US. South Carolina continues to have special rules around marital rape, with the sentence for a rapist being lower if the person they rape is their spouse and the victim having to report the crime within 30 days.

Now, marital rape doesn’t only happen to women, but they are by far the more common victims.

Didn't understand, sorry.

Women who either have children or are expected to have children are often passed up for promotion, training opportunities or simply jobs in general. That’s before we get to how the job market is structured such that taking multiple years off work (such as to be the primary care giver for a child, as women are often expected to do) is incredibly harmful for ones career.

Edited by Silasw on Apr 23rd 2021 at 12:10:06 PM

“And the Bunny nails it!” ~ Gabrael “If the UN can get through a day without everyone strangling everyone else so can we.” ~ Cyran
A-random-guy A-random-guy from Looking for some woman's heart Since: Sep, 2020 Relationship Status: Awaiting my mail-order bride
A-random-guy
#11566: Apr 23rd 2021 at 5:13:58 PM

I would say medical research and shelters are very different situations. Men have a lower chance of being abused, so it makes some sense that there are less shelters for men. However I don't think that women have a lower chance of getting sick or needing medicine.

Yeah I also find the scenario unlikely but who knows? I'm at least open to the idea that this might be the case, a doctor's opinion would be very cool, and the opinion of who fund these things in the first place.

Then there’s also the direct discrimination issue, where if you send in a CV with a man’s name on it you’ll get a higher wage offer then if you sent the exact same CV with a women’s name on it (incidentally this also works with names associated with particular racial groups).

Do you have some example? I'm already a bit informed about education, there are some fields considered men's fields, and this is bad for women pursuing such fields, people should be more open-minded, and this reflects the job market. But now looking only at the job market, what do you know about in a larger scale?

Carolina continues to have special rules around marital rape, with the sentence for a rapist being lower if the person they rape is their spouse and the victim having to report the crime within 30 days.

Fair.

Women who either have children or are expected to have children are often passed up for promotion, training opportunities or simply jobs in general. That’s before we get to how the job market is structured such that taking multiple years off work (such as to be the primary care giver for a child, as women are often expected to do) is incredibly harmful for ones career.

I'm sorry but my opinion is that there's nothing wrong with this, each decision you have on your life might impact the others, and they should not feel obliged to make you feel better. Having children will affect the woman's productivity on work, and it offers greater risk to the company, so it makes sense for the company to avoid such risk, the burden should be on who makes the decision of having children, not on the others, I see nothing wrong in your situation.

What I see as wrong is the idea that women are more responsible for the children than their husbands, some families think like that, which leads to more damage in women's career, but I do not agree with saying that companies are doing something wrong by taking into account that their female employee is pregnant.

Edited by A-random-guy on Apr 23rd 2021 at 5:20:41 AM

NativeJovian Jupiterian Local from Orlando, FL Since: Mar, 2014 Relationship Status: Maxing my social links
Jupiterian Local
#11567: Apr 23rd 2021 at 6:16:41 PM

I'm sorry but my opinion is that there's nothing wrong with this

Even if you're hardcore lassez-faire, the problem here is that a woman who does not plan to have kids and will in fact never have kids still gets paid less than a man, even if the man is going to have kids and that will affect their work performance. It's not a problem of "well you have five years less work experience because to put your career on pause to start a family, so we're paying you less than if you've worked that whole time", it's a problem of "you get paid less as a woman because of the entirely theoretical possibility that you may, at some unspecified point in the future, decide to have children".

Basically, it's discriminating against women for being women rather than people's personal life choices having consequences for their professional prospects.

Really from Jupiter, but not an alien.
A-random-guy A-random-guy from Looking for some woman's heart Since: Sep, 2020 Relationship Status: Awaiting my mail-order bride
A-random-guy
#11568: Apr 23rd 2021 at 6:29:29 PM

I understand, but I remain in my position, I see a logic being followed in this discrimination, an intelligent business management might not seem fair to some people.

Actually I think that pressuring these companies to completely ignore their female employees having babies will be worse for women, because it will be even riskier to hire women, for those women already hired, they might be beneffited, the ones looking for a job, not so much.

Edited by A-random-guy on Apr 23rd 2021 at 6:36:20 AM

Imca (Veteran)
#11569: Apr 23rd 2021 at 6:40:49 PM

... So what, I should be paid less my entire life for something I am unable to do, just because I was born a woman?

No, that isn't "logic" thats malice.

A-random-guy A-random-guy from Looking for some woman's heart Since: Sep, 2020 Relationship Status: Awaiting my mail-order bride
A-random-guy
#11570: Apr 23rd 2021 at 7:24:55 PM

If the company judges that your circumstances are bad for them, then they're the ones deciding your salary, it's unreasonable to demand the same things as everyone else just because you were born that way, at the same time, I'm a short guy, is it unfair for basketball teams to treat me differently just because I was born this way? I didn't ask to be short, do you think this is fair?

There are some circumstances where I will oppose, like companies overestimating what a child will affect on the woman, and then firing them right away just because they're pregnant, I would call that an asshole move, still not illegal (should not be is what I'm saying, in my country this is illegal, but should not be), but I find that fucked up. But now demanding that it should be paid the exact same as the other employees, even if she is not working, and even demanding the company to pay for the medical bills, that I do not agree, I think it's unfair to the company, sorry.

Edited by A-random-guy on Apr 23rd 2021 at 7:35:10 AM

Imca (Veteran)
#11571: Apr 23rd 2021 at 7:32:40 PM

https://static.tvtropes.org/pmwiki/pub/images/1618372067932.png

Dude, they shouldn't pay you less because your short either, that's also malice... companies are not your friend, you should quit treating them like they are.

Besides, with how mechanized sociotiy is, physical attributes are about pointless for work

minseok42 A Self-inflicted Disaster from A Six-Tatami Room (4 Score & 7 Years Ago) Relationship Status: Wishfully thinking
A Self-inflicted Disaster
#11572: Apr 23rd 2021 at 7:33:28 PM

[up][up]Basketball teams don't treat you differently just because of your height, but based on your performance in tryouts or actual games. In the same vein, it would be completely unfair for businesses to pay women less just because of their gender.

Edited by minseok42 on Apr 23rd 2021 at 11:33:50 PM

"Enshittification truly is how platforms die"-Cory Doctorow
A-random-guy A-random-guy from Looking for some woman's heart Since: Sep, 2020 Relationship Status: Awaiting my mail-order bride
A-random-guy
#11573: Apr 23rd 2021 at 7:37:24 PM

[up] But they still will treat me differently because of my height, since my height directly affects my performance. I do not find that unfair, it's a fact of life that might affect people, if there's something in me that will not please the others, then it doesn't matter if this something is something I was born with, instead it should be analyzed why this is not pleasing the others, and if it makes some sense.

Edited by A-random-guy on Apr 23rd 2021 at 7:55:37 AM

Bur from Flyover Country (Living Relic) Relationship Status: Having tea with Cthulhu
#11574: Apr 23rd 2021 at 7:41:20 PM

No. I refuse to accept that I have to be lesser than based on my Schrodinger's Uterus. That's dumb.

A-random-guy A-random-guy from Looking for some woman's heart Since: Sep, 2020 Relationship Status: Awaiting my mail-order bride
A-random-guy
#11575: Apr 23rd 2021 at 7:50:56 PM

[up] Okay, but as I said, I think that if you put the burden of that on the company, they'll not mysteriously start ignoring that you might become pregnant, they'll continue putting the same value on that as they do today, if that affects their profit, they'll continue putting importance on this, so they'll just consider riskier hiring women.

And also, I think you guys are overestimating how much importance they put on that, there are a number of reasons for women being paid less, some very misogynistic, others not so much, and the Schrodinger's uterus is only one of them.

My solution to this is more about giving the man the same responsibilities as the woman, until he becomes in equal level of her of "what's the chance of this guy having a kid? Let's decide his wage taking that into account". Just saying "Well the company should just suck it up and pay everything for her" is not my position on the matter.

Edited by A-random-guy on Apr 23rd 2021 at 7:52:39 AM


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