#genderpolitics

Comparing gender fluidity in the military vs this 77yo telegram

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While the gender neutral PC brigade strives to prevent hurt feelings by way of compelling correct pronoun usage in the military, perhaps they might reflect on how Lt. Norman Martin Peterson was feeling at the time he telegrammed his wife in 1941. Only true veterans can possibly understand how precious life is when living day in and day out under live fire against people sworn to kill them. They never knew when their number might be up. Yet our top brass want to cloak our soldiers in imaginary verbal flak jackets.

75 years ago, this is what Lt Peterson of the 1st Australian Field Ambulance had to say about the people who took for granted the very freedoms he and his mates sacrificed so much to provide. The military is no place for snowflakes.

“Well on reading about some of the women you were telling me about I feel a loathing for such hypocritical parasites. Is this what men are laying down their lives to protect? I sometimes wish that they could see how a bloke looks like when he is unburied for a couple of months, a skeleton with boots and clothes on, eaten by ants. A grinning skull and shirt black and stiff with congealed blood. Or a few Japs scattered around a shell hole with leg bones protruding from their boots…

…I wonder and think that these bones were a few months ago living people, with their loves and hates, wives and mothers, and sweethearts, posted as missing, they are frequently seen in the jungle, unburied until found. Then I think of the mongrels safe in Australia and having a great time the bastards – pardon my eloquence but I really get worked up over the mongrels that are not worth the little finger of the boys on the job defending their pseudo honour and their miserable little lives.”

When a man can see sadness and pity even for his sworn enemy, it makes one reflect on the horrors of war and why we should spend much more time honoring our military’s  bravery rather than protect cowardice by hiding behind compelled speech indoctrination.

#ThinkAboutIt

Cartoon of the Day

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Chinese military to crush Australia with a microphone & speaker

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Here is a thought. If you get easily get triggered by gender bullying don’t join the military. Command Sgt. Maj. Edward Mitchell of the US Army said, “War doesn’t distinguish between gender and age. You can be 20 years old on the battlefield, or you can be 50, and you’re going to have to accomplish the same mission.”

China must be laughing. Instead of buying state of the art weapons to combat the Australian Defence Forces (ADF) it’d be better off popping down to its local consumer electronics store and investing in a microphone and a ghetto blaster so it can gender bully our overly sensitive LGBT soldiers into surrender. Never has the Knights who say Ni! scene from Monty Python’s Holy Grail summed up our leaders’ pathetic pandering to turning our military into a laughing stock.

However is it even true that all LGBT soldiers to a lesbian, gay, bi, trans and queer individual feel in any way triggered by this garbage? Odds on the majority probably don’t but the top brass actively undermines them by classifying these individuals as a homogeneous group. The DoD and ADF probably consulted a few outside activists and drew a conclusion rather than ask those it directly affected. Canada made this very same mistake over Bill C-16.

Let’s be real. The majority of our troops join the military for love of country and sense of purpose. CM had drinks last week with a brave veteran who is setting up a technology to help the 10s of millions who suffer PTSD to cope. It is such a noble quest and CM will be an active member driving it.  He said he is sick to death of burying his mates from PTSD related suicide. It is a hard life in the military. Like CM wrote last week, the military shouldn’t be actively hiring spent cartridges. It is up to all people who join to fall under one purpose rather than expect preferential treatment. If corporates were to adopt the biased recruiting practices of the ADF they’d be fined, jailed and outed.

Yet our Minister for Defence is pushing for a “let’s turn our armed forces into a social experiment”agendaThe ADF has rolled out a “100 days for change” programme to encourage indoctrination of social diversity. Not diversity of thought or skill but identity. The Navy even painted finger nails pink to celebrate they were doing our bit. What a slap in the face of those who have served/currently serve.

As written last week, the ADF’s own gender study showed that half the female troops it was  designed to help think its pointless. Morale is skipping along at all time lows and people wishing to quit the military keeps climbing. Why does the military top brass not see that boosting morale won’t come from investing in magic pixie dust body armor to protect against hurt feelings? Yet the Department of Defence wants the ADF to double down on this stupidity.

Those that serve in the military just want to know that the person next to them is the most capable and solid individual both physically and mentally. In the pitch of battle, someone who will get feelings hurt when a commander gives an order will likely cost lives. Soldiers even have red cards they can pull on their commanding officers if they feel triggered during training. To that end soldiers know that gender, sexual orientation, race or religion play next to know part in a fire fight. Skill, courage and bravery do.

If the PC brigade has its way the next thing we know, LGBTQI battalions will march in rainbow camouflage. Sexual orientation and gender are irrelevant. The tasks don’t change on the field of battle.

If only CM’s grandfather Lt. Norman Martin Peterson – who served from 1939-45 – was able to read this nonsense! He was an eloquent and graphic writer from the battlefields of Crete, North Africa and the Pacific Islands but something tells me he would launch a verbal barrage to smash these PC fools into surrender.

Minister Payne should wake up and show the type of “pride” in the armed forces as one that is feared and respected. Is it any wonder we are among the most desired peace keepers because of our record of not being trigger happy cowpeople? As Gen Mattis once said of Aussie SAS troops, “I wish we had more of you sons of bitches among our allies!

The way we are politicizing the military shows the real enemy resides within our barracks. China is writing anti-PC taunts as we sleep. Maybe they don’t even need the speakers. Just make a YouTube video and stream it direct to hacked cellphones.

Diversity in the ADF – lower targets missed by even wider margin

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What sort of defence force can Australia rely on if our military brass blathers on about the importance of “diversity”? The irony is that the Australian Defence Force (ADF) reduced the actual female recruitment target and missed it by an even wider margin. Instead of respecting the pure vocational choices of men and women somehow the military seems to think ever higher levels of discrimination will overcome it. Military morale is not high.

Navy News reports that,

100 Days of Change, running from July 1-October 8, aims to strengthen the momentum for individuals to improve our operational effectiveness by committing to gender equality and equity at all levels.

There is only one thing a military needs to do – be capability effective. It should focus on candidates who fit that requirement. Nothing else matters. Yet RADM Mark Hammond said,  “We must do this as one Navy, regardless of age, rank, race, religion, sexual orientation, ability or gender,” Indeed he should but such outcomes do not come through blatant discriminatory practices.

Shouldn’t a military focus on capabilities of the individual – whether he/she meets the “same” minimum fitness requirements (women have easier standards to pass), can hit enemy targets or whatever objective is set out. If 100 women are better than 100 men for the specific role then the military should hire 100 women and vice versa. Imagine if 100 men proved to be more capable than 100 women for a particular skill? In order to to hit targets, 25 men would be shunned to make way for inferior skills. If 100 women were better in this hypothetical situation, imagine the outrage if only 25 were selected for the 100 positions to keep the diversity target? It wouldn’t and shouldn’t happen.

Is discrimination, where recruiters face demotion if they don’t hit gender based targets, the way we want to run a military? Let’s take a look.

In the 2015-16 Women in the ADF report we see the Navy wishes to have 25% women by 2023  it stands at 21.3% today, up from 19% in 2016.

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If we were to look at actual vs target, it seems that the path is diverging. Isn’t that indication that women are less interested in the military as a career choice? Yet the Navy is forced to discriminate against males in order to hit targets.

So has the Army  it wants 15% by 2023 and is tracking marginally ahead with the ultimate aim of 25%. Could it be that 15% is the “natural” rate of women wanting to join the armed forces?

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The Air Force is also aiming for 25% by 2023 but is tracking below target.

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We should reflect on a study conducted around the world covering over 100,000 subjects which revealed that the countries with the biggest push/policy provision for equality and diversity cause the opposite to occur when choices are exercised. Scandinavia is the perfect example. Men and women don’t sort themselves into the same categories if we leave them alone to do it of their own accord through policies that tend to maximize equality. In Scandinavia it is  20 to one female nurses to male and approximately the same male engineers to female engineers,

Yet look at the lengths the Royal Australian Air Force goes to in order to hit diversity through blatant discriminatory practices.

“In support of this growth path Air Force has implemented, or is in the process of implementing, a number of recruitment and retention initiatives such as:

  • specific female recruiting target
  • Women in the Air Force marketing campaign
  • continuation of embedded specialist women recruitment team in Defence Force Recruiting
  • the trial of a reduction of Initial Minimum Period of Service (IMPS)
  • introduction of the Graduate Pilot Scheme (GPS) for women
  • changes to direct entry female pilot return of service obligations
  • continuation of experiential camps for girls (technical and aircrew focussed programmes)
  • release of an Air Force produced recruitment guide, ‘PropElle’, to support female pilot candidates through the recruitment process.

No such programs are available for men.

Despite all these programmes, surely any squadron leader with any common sense wants the most effective fighting force. Once the canopy closes, they depend on each other.

What an insult to women to think they need all these artificial prop ups to get ahead. Every ambitious women CM has ever met has never relied on free kicks but sheer determination, grit and above all ability.

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It is clear in the table above that all three military branches missed female recruitment targets in 2015/16. The irony is even after lowering the numerical targets of female hires in each military branch over 2014/15, recruiters missed by an even bigger margin. Evidence that on balance women are less likely to join the military when driven by personal choice!

The ADF paper also notes that women quit at higher rates than men, especially at the trainee stage. Men are also much more likely to remain in the military than women after 18mths of parental or maternity leave.

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In terms of gender pay gap there are marginal differences. In the senior ranks – Commodore (Navy), Brigadier (Army) and Air Marshall (Air Force) – women are paid more than men on average. Although the ADF “determines work value and subsequent remuneration proposals based primarily on capability delivery. Where there is a direct or similar civilian (non-military) occupation, market relativities may contribute to remuneration determinations. One example of this is in Defence’s technical trades, where there are measurable market influences and relativity for trades such as vehicle mechanics.

In terms of effectiveness of these diversity programmes,  the data is also telling  a little more than half of women think it makes  difference. 45% of men also agree. Hardly overwhelming evidence.

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When addressing morale, only 40% of men and women feel positive. Confidence in senior leadership was around 63%. Not exactly the figures that make a war fighter. 22% of women are actively planning to leave the military and 25% of men. If the military keeps it up perhaps male  resignations will help boost the percentages of female recruits that don’t seem keen to join.

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The military is the last place that social experimentation should be conducted. Let’s be clear that China, Australia’s most realistic threat in the Asia-Pacific, doesn’t practice diversity in the PLA. It projects capability.

Should our frigates be sunk, our fighters shot down or our artillery troops shelled to smithereens, at least we can say they didn’t die in vain but won the war of diversity. Await the rainbow camouflage to broaden our “wokeness”

Diversity in Japan

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Mizuho Bank was one of the first Japanese companies to openly embrace diversity and LGBT in a pride parade it promoted around 6 months ago . All the placards of ‘diversity is our strength’ and ‘inclusive society’ were displayed. The bank says it is the first in Japan to offer products which include housing loans that can be taken out jointly by same-sex partners, as well as principal guaranteed trust products — under which assets can be passed on to a same-sex partner.

According to an online survey by Dentsu in 2015, 7.6% of the population identified as LGBT. LGBT is not necessarily frowned upon at all. In fact many celebrities make a small fortune for being so. Matsuko Deluxe is a great example. She maintained her top spot in last year’s edition of the Nikkei Entertainment’s annual “Talent Power Ranking“.

For a culture that appears on the outside excessively conservative, variety shows embrace the very characters that shatter that myth. In such an orderly, consensus driven society their popularity stems from the fact they so brazenly buck the cultural stereotypes. After 20 years living here there would seem to be little evidence of blanket ‘discrimination’ against LGBT communities. Japan has existed more on a “don’t tell” mentality.

In the workplace more Japanese companies are embracing ‘nadeshiko’ to promote women. It was not uncommon to have a Japanese company look to marry off females to the legions of salarymen. So women were often overlooked for promotion for fear they’d raise kids and quit. While a terribly weak excuse to be sure one would hope that Japanese managers today  focus on hiring the best talent rather than hit predetermined gender quotas. There are plenty of talented Japanese women who can comfortably be selected on ability not gender. Although some will argue hard quotas will be needed so as to make companies feel comfortable they aren’t seen as ‘behind the times.’ Having said that government guidelines saw 90% of corporates adopt independent directors on their boards. Peer pressure seemingly works here.

However following ‘guidelines’ for the sake of it makes little sense. Were females more competent than the similarly ranked males on a 3:1 ratio in one company why not promote on that basis rather than a state suggested 2:1? If another company saw men 3:1 more skilled than women why wouldn’t a company want to rationally promote on those grounds? Indeed if companies look to succeed they should make decisions based on what is best for profitability and shareholders.

One corporate was asked this question of hiring more women at the AGM.  The CEO said he’d be only to glad to do so provided he could source suitable candidates. Hard to hit targets if the slew of applicants is 99% male. Indeed the company hires based on what it perceives as best fit for the business.

Things are changing in Japan on many fronts.

With marriage rates dwindling and childbirth nudging the 1mn mark per annum, more women are choosing to put the career first and have kids later and later.  Shotgun weddings now number 25% of all marriages and several companies are capitalizing on this trend by offering express matrimonial services. Society is changing. Note the report we wrote on the breakdown in the ‘nuclear family’ which tables in detail those seismic shifts.

Diversity in Japan. Far from wearing pussyhats and protesting with hostility there would seem to be many awaiting some centralized guidelines. While most would expect CM to tear strips off Mizuho for lining up for politicizing the workplace for once I’d credit it for “PROACTIVITY”. Indeed it wasn’t so long ago that then PM Koizumi had to tell corporate Japan that it was ok to take ties off in sweltering summer with power shortages in what was coined as “cool biz”.  Such a decision of common sense couldn’t be formulated by proactive management.

Mizuho’s credit doesn’t so much revolve around its appeals for more diversity rather for making a bold step to decide to do something like this without waiting for external guidance. With more internally driven open mindedness like this it paints a better role model for creating change.

This does not call for indoctrination of social ideals in the workplace. By all means provide hiring managers with better training on identifying talent but do not force identity politics in the office. Individual ability trumps identity every time.

So full marks to Mizuho. The message for Japan Inc to grasp from it is proactivity and common sense, not awaiting to be told what to do by some bureaucracy that is probably a worse offender of the guidelines it will inevitably seek to push.

One of the best interviews on identity politics you’re likely to see

Probably one of the best interviews of liberal logic being tipped on its head. The interviewer Cathy Newman defines everything about why identity politics is so divisive. From 22 minutes on you can see the guest, Jordan Peterson, utterly (but politely) destroy her illogical and hypocritical arguments after enduring 22 minutes of her nastiness. A joy to watch.

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.