#gender

Valentine’s Day according to Google Trends

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Gender stereotypes? Google Trends just threw a spanner in the works in a study on Valentine’s Day gift searches for a loved one. It seeems like women are far more proactive and engaged in searching for gift ideas than their boyfriends appear to be. What could explain it?

Could it be that men simply are too hard wired/unimaginative? Many women could attest to their men sticking with boring flowers, chocolates, and dinner reservations through experience or a sense of duty.

Tales out of school. At my old firm I used to buy 120 individually wrapped cakes for my female clients on Valentine’s Day and spend all morning delivering them personally. Never did I receive more sincere thank you’s for thinking more creatively than dropping off boring chocolates. So a note to the lazy men out there – women seem more likely to praise the “effort” over the “result” – hopefully ladies can confirm this so we can get “equality” back into Valentine’s search engines.

Could it be that males are harder to shop for causing women to have to search harder? Could it be that women are kinder and more thoughtful souls than men?

Most women get that men probably don’t want flowers or chocolates, but what will he like? Season tickets to watch his favourite team? A sports magazine? Golf balls (dangerous territory if he’s a keen golfer), motorcycle parts (extremely high risk)? A tie? Socks? iPhone goods? Underwear? Don’t laugh. Studies show that women are behind 80% of the purchases of men’s undies. Indeed it may well be that men are pickier (or lazier) about gifts causing women to search 2-3x more.

If we look at the above chart it seems that women searching for gifts for their boyfriends keeps making higher highs as the deadline approaches. Men too albeit at a flatter trajectory.

Maybe the devil in the data is what Google could really do for men and women. Instead of judging a partner’s devotion by the scale of money dished out on such a grossly commercial day, perhaps Google could let one know how much they meant to their significant other by the timeline on when the Valentine’s Day search began and to avoid gaming the system informing hours spent online during the process.

There are millions of factors which trigger Valentine’s decisions but isn’t that what diversity is all about – freedom of choice.

Midwives, check your white privilege

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The Code of Conduct from the Nursing and Midwifery Board of Australia has some interesting clauses regarding nurses acknowledging our colonialist past and check our white privelege. Who knew that bringing people into the world requires nurses to undergo such PC nonsense and reeducation on something they do out of love and passion? What happened in all the child births to date that required professionals to pass identity criteria before ‘helping’? What if the selected midwife that ticks the boxes comes down with the flu and the patient goes into emergency labour due to an unforeseen complication? Does the baby’s life or the identity of the replacement midwife take priority? See below.

3.2 ​Culturally safe and respectful practice

Culturally safe and respectful practice requires having knowledge of how a midwife’s own culture, values, attitudes, assumptions and beliefs influence their interactions with women and families, the community and colleagues. To ensure culturally safe and respectful practice, midwives must:

a. understand that only the woman and/or her family can determine whether or not care is culturally safe and respectful.

b. respect diverse cultures, beliefs, gender identities, sexualities and experiences of women and others, including among team members.

c. acknowledge the social, economic, cultural, historic and behavioural factors influencing health, both at the individual, community and population levels.

d. adopt practices that respect diversity, avoid bias, discrimination and racism, and challenge belief based upon assumption (for example, based on gender, disability, race, ethnicity, religion, sexuality, age or political beliefs).

e. support an inclusive environment for the safety and security of the individual woman and her family and/or significant others, and

f. create a positive, culturally safe work environment through role modelling, and supporting the rights, dignity and safety of others, including women and colleagues.

When my second daughter was born not for one second did the midwife’s identity play any role. Yet somehow we must now indoctrinate PC lunacy inside our hospitals. Surely safe deliveries are 100% of the mission. Not submitting to the whims of someone who subjectively sees themselves as something they’re not. Why can’t we just evaluate nurses on their abilities rather than search for ways to make them tick all the identity boxes to fit a structure that has not been required for millennia?

Oxford giving extra time in exams to help women

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In the fight for equality, Oxford University is allowing students ‘extra time’ during exams to help more females pass The only thing that rings in the mind is what an insult to women to think they need a leg up to make up for their supposed shortcomings in dealing with time pressure. More cultural Marxism pervading schools. The Telegraph reports

exam times were increased in a bid to improve the low scores of women, it has emerged…Students taking maths and computer science examinations in the summer of 2017 were given an extra 15 minutes to complete their papers, after dons ruled that “female candidates might be more likely to be adversely affected by time pressure”. There was no change to the length or difficulty of the questions...It was the first time such steps had been taken. In previous years, the percentage of male students awarded first class degrees was double that of women and in 2016 the board of examiners suggested that the department make changes to improve women’s grades.”

One wonders why Oxford  bothers with extra time and hand women first class degrees with a simpler test. What is the male to female ratio of students? Is that a factor? If men graduated with first class honors at double the rate of female students and it happened that men outnumbered women 2:1 then the system is surely showing no perceived bias.

What next? Give LGBT students an extra 30 minutes? Deduct 15 minutes for Caucasians? Or if you’re a disabled transgender aboriginal Muslim do you get as long as you like with the answer booklet to make sure of 100%? Sound extreme? 10 years ago if someone said women should get 15 minutes extra time people would think you’re mad. Anything goes. The ability to shut down freedom of speech and freedom of thought are rife through the education system. Full marks to them. Afterall we’ve happily submitted to accepting this nonsense.

It is utter lunacy to think that the only way to address equality is by stopping it dead in its tracks by blatant acts of educational vandalism. For Oxford to woefully submit to such stupidity speaks volumes about its future as a reputable institution that wants to foster free thinking.

One has to question why girls need a leg up when, as an example, the NSW HSC results for 2017 revealed:

76 girls snapped up first place certificates compared with 44 boys.”

Surely the boys have a right to 15 minutes extra to address this imbalance!

What next?

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The Queensland Government has decided to remove ‘gender’ from licenses going forward after ‘pressure’ from the LGBTI community.  In what can only be described as a politically correct own goal by the Dept of Transport & Main Roads, surely the best way to pander to all of those minorities would have been to offer the choice of the 63 genders that are available. Imagine the amount of tax dollars we can waste on new sensitivity training for police to make sure that the can ‘protect and serve’ feelings. Or maybe that is the aim to create more state jobs?

What is a poor highway patrol officer (usually operating alone) who pulls over a driver over for speeding on the highway to do? What if he thinks the driver is over the limit when questioning him/her/zie? The bearded driver who looks male can pull out the genderless card and accuse the officer of using the wrong pronoun and request that an LGBT police officer administer any breath test procedure. In fact the driver might just claim an injustice has been served.

So will highway patrols be forced to carry a male, female and LGBT officer on pursuits with a fourth ‘independent observer’ from the Australian Human Rights Commission to ensure that feelings of drivers aren’t hurt?

We keep on being told diversity is our strength. Indeed it would be true were it not for repeated state indoctrination. We only need to look at how celebrating diversity works in places like California where one can be jailed for simply using the wrong pronoun. Welcome to the slippery slope.

Iceland legislates equal pay for women

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Google statistics on the gender pay gap and you can find an endless supply of stats supporting women earning a fraction of that of men. Iceland has now made it law. Companies with 25 members of staff and over are obliged to obtain government certification of their equal-pay policies or face being slapped with financial penalties. It makes absolute sense to pay equally for identical work but we all know from our own experiences that all workers don’t perform equally in the same role. That goes for both genders.

Take two salespeople (ignore gender for now). They both work the same hours, are both the same age and have exactly the same qualities. Over whatever time period set the first outsells the second person on a 2:1 basis. Competition in their industry is rife and the employer is worried that it might lose one of is better performers if it can’t reward them appropriately.

In a previous role as head of a sales department, the top saleswoman was paid considerably more than male counterparts for “performance”. Same role, same rank, similar age and tenure. Better pay. It was rational. Gender was irrelevant. Performance was what mattered. Would the Iceland law makers censure the gender discrimination against the men in the team? Not likely. Surely it would turn a blind eye and inwardly celebrate an overturn of decades of perceived injustice!

Companies will get tied up in irrelevant, costly and onerous red tape to defend common sense. That is time consuming. Companies will need to hire a whole department to protect them from behaving too commercially or rationally. All of a sudden instead of dealing with customers staff and management spend a growing amount of time ticking internal boxes so the company doesn’t get into any trouble. Customers lose and ultimately the company becomes less profitable as a result. Lose lose.

Take it a step further. If companies could hire one group for 20% less than another for exactly the same output why would they bother paying a premium for it? Makes no sense. So the argument that women are paid less for the same role is nonsense. Why would companies bother to hire men?

Take the world of super models. The top 20 females get paid north of $1mn per annum. There are two males that achieve it. Where are the masculinists screaming for equal pay? Is it not the corporation that sees more value in having Giselle Blundchen’s sultry looks than some 6-packed dude from the Polo Ralph Lauren catalogue? Same work? Not same pay! Still Giselle’s agents know her value to the ultimate revenues of a cosmetics company that Joey Sixpack simply can’t generate. Is that unfair? Surely if Giselle has her pay capped at 1/10th current pay she might refuse to work.

Regardless of the debate over gender balance, it is not strange to see men dominate the numbers in the military, emergency services and construction. These are workplace choices. If 80% of the people who want to apply for a particular industry are men or women then why force gender balance? Doesn’t the sheer number of men or women applying for a particular type of job speak volumes about real interest? Should army recruiters in Australia face demotion if they don’t hit gender targets? Should we want our military to be a social experiment or the most capable force of defending a nation? If more men are willing and capable to serve in artillery battalions why should we deny them? Isn’t motivation a desirable trait?

Another flaw in the gender pay argument is that of classification. Stanford Professor Thomas Sowell suggested personal and workplace choices account for much of the gap…perhaps the biggest reason is biology. Women make up 50% of the workforce but give birth to 100% of the babies. And if women choose to have children, their incentives change and this affects their choices of jobs, careers, continual service and hours spent on the job…and data compiled from the Census Bureau, unmarried women who’ve never had a child actually earn more than unmarried men…according to the Labor Department, “of men and women who work 30 to 34 hours a week, women make more, 109 percent of men’s earnings.

Of Sowell’s points, continual service is important. If a woman takes 10 years out of the workforce to raise kids while her husband is able to continue in his job one would imagine prospects for promotion would be on balance higher than hers if she returned to the workforce after a long absence. It doesn’t preclude women couldn’t climb a ladder or overtake her hubby but on balance this is but one factor.

The gender pay gap is a statisticians dream. One could slice and dice it to get the result one wants. However isn’t it an insult to women to think they need a regulated leg up in life? Some of the most successful women Known to CM are determined and the last thing that crosses their mind is that being a women is an impediment. Their drive and determination was an inspiration.

The left leaning Fairfax Media is already pointing fingers at Australia to adopt Iceland’s lead. Just what Australian industry needs. More red tape.

Let’s hope the Feds don’t take the same biases in investigations

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Here we go again. The slippery slope of ‘diversity’ which does everything else other than promote inclusivity because by its very nature it is all about singling out exclusivity. The Australian Federal Police (AFP) brazenly states in its recruitment campaign that they want to get to 50/50 women. Of course there is no issue with hiring women. No ifs or buts. If you are a male, your chances of joking the AFP will be diminished no matter how qualified you might be. What has gender got to do with work performance, let alone the desire to ‘protect and serve’? In most police forces around the world the split is 70/30 men/women. Maybe it is just reflective of individual choices in careers rather than women being selectively discouraged?

The AFP wrote in response to their post,

There’s been a lot of commentary on the fact that we’re targeting women with this recruitment. We’d like to clarify a few things.

In the AFP, women currently comprise 22% of sworn police and 13.5% of protective security officers. Our goal is to increase this proportion to 35% in both streams by 2021.

Today’s ‘special measure’ recruitment action is designed to supplement our current recruitment process – we already have a pool of suitable male and female candidates who applied recently.

This action we’re taking will provide us with additional female candidates. It’s not going to displace existing recruitment pools and it will require applicants to meet all the existing gateways.

Under Section 7D of the Sex Discrimination Act, the special measures we’re taking to achieve substantive equality between men and women in this organisation are legal.”

This lame excuse is yet another spineless rolling over to pander to political correctness. If. 20 candidates apply for 10 positions and there are 10 men and 10 women, wouldn’t it be best to hire 10 women if they were better qualified for ability than the 10 men? Or vice versa? So hire 5 extremely qualified women and 5 inept males just to keep a balance?

Last month CM spoke of the same garbage ‘diversity’ argument in the army.

Recruiters at the ADF have been told they must hire women or face relocation if they don’t comply. The recruiters say there are no jobs available for men in the in the infantry as a rifleman or artilleryman. But these positions are marked as ‘recruit immediately’ if a female applies. If a 50kg woman is in the artillery a 43.2kg M-107 shell is over 80% of her weight. An 80kg man would be lifting the same shells at around half of his weight. This is basic physics.

The West Australian newspaper reported one recruiter who said, “This is political correctness gone mad. I don’t care if it is a man or a woman – I just want to get the best person for the job.”

Yet the political correctness is promoted from the top. Defence chief, Air Chief Marshal Mark Binskin, stressed the importance of diversity for the ADF. “A diverse workforce is all about capability. The greater our diversity, the greater the range of ideas and insights to challenge the accepted norm, assess the risks, see them from a different perspective, and develop creative solutions.”

So once again we are told to view this nonsense as completely acceptable. That the AFP puts gender above ability. Ability and passion are all that matters. Shame on the AFP for having a blonde white woman instead of one from a coloured background for maximum virtue signaling mileage. For all of the AFP’s expertise in forensic science it is an embarrassment to see them use a most flawed identikit for recruitment.

So what is next after the 50/50 target is hit? After all the AFP seeks to match society. Surely what follows is balance in sexual orientation, faith, race and other irrelevant aspects which should be irrelevant to job performance – all in the name of diversity – what a joke. Let men and women chose the AFP of their own volition and take the best of the crop.

Welcome to the nanny state.