Open Side Menu Go to the Top
Register
Citations Needed: Links to Interesting Research Citations Needed: Links to Interesting Research

11-29-2019 , 05:58 PM
You’ve deleted like 10 of my posts across multiple threads within the last 24 hours ftr but I guess I don’t really care. Didn’t mean to be such a bother.
Citations Needed: Links to Interesting Research Quote
11-29-2019 , 06:02 PM
Or maybe I’m just butthurt from all the abuse I’ve taken for being your so-called “friend” when you’re literally never friendly to me here. Or just that I’m having a shitty day. Or I’m having pregnancy #femaleemotions. Layers probably.
Citations Needed: Links to Interesting Research Quote
11-29-2019 , 07:48 PM
Quote:
Originally Posted by well named
So it's a complicated topic and you can approach it from a number of different angles. But I'm lazy today so I'm going to just pick one: I think you're being shortsighted in your evaluation of harm. In particular, you might be overlooking the possibility that the harm will actually -- in the aggregate and over time -- be done to minority groups, and not whites. To the extent that this behavior is unnecessarily reinforcing a framing of the issues which makes accomplishing anti-racist goals more difficult. In a way, it's sort of the flip side of arguments about whether racist speech is actually harmful, when any given isolated incident probably does put the "micro" in microaggression. The problem is in ignoring the the larger cultural dynamics in the aggregate.
I don't disagree in principle. It's not shortsighted though as it's the sort of concern I have about a lot of things - for example I think the judgemental name calling approach causes a lot of harm overall - including to the people it's supposed to help - even though it seems seems superficially good.

But I disagree after many years of much consideration of the dynamics. As with everything it's just about all dynamics to me and I usually strongly oppose static political considerations i.e I generally hate the view we should support the left being centrist even if it increases the chances of them winning.

Quote:
The unrealistic assumption, which is necessary to conclude that harm is not being done, is that you can get everyone to understand and buy into a very nuanced historical understanding of the issues which might justify the strength of the distinction you're making between offensive speech being tolerable towards whites but not other groups. Without trying to review the entirety of social movements research since the civil rights era, I think that's highly unlikely, and the position your taking is unnecessarily counterproductive. I mentioned framing because I think the literature on social movement framing and counter movements is really valuable.
I'm not even assuming that. I do believe that the meta concern doesn't outweigh the benefits of being PC but being PC just worries about the more direct harm to vulnerable groups.

There's no requirement to be offensive to white people so there could be a non-PC reason to avoid it. Maybe it would be better for all (and disproportion the vulnerable) if we were more respectful to all - I don't think so but it's certainly possible.




Quote:
That said, your position is also based in some ideas that I think are completely valid. I've often said what matters is harm. I've often said that we have good reasons to care more about harm to traditionally marginalized groups than harm to whites. There are legitimate critiques about "abstract liberal" takes on racism and "color-blind racism" (and I highly recommend the book). I just think you're extrapolating from those valid points to a problematic conclusion.

The "abstract liberalism" that Bonilla-Silva describes deserves to be critiqued, and I think it's those critiques that lead to the kind of logic you're using. But that same "abstract liberalism" is also quite clearly an improvement on Jim Crow style racism, and I don't think we should be too quick to abandon some of the norms that the civil rights movement fought so hard to establish (the "I Have a Dream" speech being the paradigmatic example). Too much tolerance for over-generalized anti-white prejudice does jeopardize those norms, IMO, and also makes establishing useful social movement framings in support of anti-racist goals more difficult, and not less.
That sounds very sophisticated. My views stem from the meeting of two very standard approaches in the UK. PC as we've had for decades (as often explained by Stewart Lee) meets punk. If I had to drop one I drop the punk but being offensive seems a very valuable tool when aimed at the right groups. It's also fun.

But I accept the point about norms. Which leads into:

Quote:
Too much tolerance for over-generalized anti-white prejudice does jeopardize those norms, IMO,
I pick this bit out because I totally agree. Being ok with offense towards white people doesn't imply there's no limits. There's also a time and a place - serious politics and policy making is greatly harmed by being offensive and that's a disaster for the most vulnerable. So we need to,and do, have stronger rules in parliament for example.
Citations Needed: Links to Interesting Research Quote
11-30-2019 , 02:29 PM
Quote:
Originally Posted by chezlaw
Yes I'm saying it's okay to say offensive things about white people - the pale arsed mother****ers. I appreciate some want to call that racist but then they're saying that some racism is harmless.

It's all about harm. Being offensive about 'white rich' people doesn't result* in discriminatory harm to individuals. Being offensive about 'white poor' people does. The later is a problem which we avoid by being PC even if we don't intend any harm and the former isn't so we are free to enjoy ourselves.


It has no meaning value but some people enjoy being offensive and if it's harmless then that's fine. It can also have some rhetorical value - if some pompous prick of a rich white person, let's say prince andy as an example, is offended by having a go at rich white people in general then good.
Well, on some other forum somewhere I bet some people are arguing that they're not causing harm by calling some other skin color names. But maybe, just maybe, a major component of racism's survival is to allow skin color relevance as a category.

I once asked a brother of mine, when he was 22, what his plans were. We had recently re-united and didn't really know each-other well at the time. He responded that he didn't have any. I asked if he didn't want an education or had dreams of a career, and he just stated that he was "white trash", those things apparently where for other people. Like me, he'd grown up poor, but I suspect with worse teachers. Education, career or plans were not a thing, because of what he had come to identify as. And we live in a country, where unlike the US, poverty is in itself not at all a hindrance to getting a good education. So powerful is identification that it can make completely open doors seem closed.

So yeah, I do take great offense to people who speak of white privilege as a magical thing that excuses lack of nuance in commentary or categorization. That doesn't mean systematic racism vs non-whites have not occurred or that vulnerable groups do not exist as a result.

But just look at the train-wreck that ensued in this thread. People who don't realize it is possible to have several ideas, and that talking about one of them doesn't mean denial of the other.
Citations Needed: Links to Interesting Research Quote
11-30-2019 , 02:51 PM
Quote:
Originally Posted by Crossnerd
I’d remark on your last post but WN will just keep deleting me out of existence while you post white privilege apologetics
You gotta be careful here, he definitely bans people who complain too much about the ninja-deletions.
Citations Needed: Links to Interesting Research Quote
11-30-2019 , 03:48 PM
Quote:
Originally Posted by tame_deuces
Well, on some other forum somewhere I bet some people are arguing that they're not causing harm by calling some other skin color names.
Without a doubt. There will also be some who think it does harm and don't mind.

Quote:
But maybe, just maybe, a major component of racism's survival is to allow skin color relevance as a category.
That's definitely possible. Then again maybe the reverse is true at the moment. for example, I support positive discrimination because I thinks it's needed to get us to the days when it wont be needed as much, if at all.

Quote:
I once asked a brother of mine, when he was 22, what his plans were. We had recently re-united and didn't really know each-other well at the time. He responded that he didn't have any. I asked if he didn't want an education or had dreams of a career, and he just stated that he was "white trash", those things apparently where for other people. Like me, he'd grown up poor, but I suspect with worse teachers. Education, career or plans were not a thing, because of what he had come to identify as. And we live in a country, where unlike the US, poverty is in itself not at all a hindrance to getting a good education. So powerful is identification that it can make completely open doors seem closed.
I've no doubt that the idea of 'white trash' is definitely harmful. Poverty and the attitudes to poverty are also very harmful. I don't think my use of 'pale arsed mother****ers' was though but the case is there to be made if people want to pursue it. PC has become more encompassing over the year exactly as people have begun to recognise harm that they never used to. Just on these forums sexism and mental illness have fallen more into the harmful language realm, and the work continues.

Quote:
So yeah, I do take great offense to people who speak of white privilege as a magical thing that excuses lack of nuance in commentary or categorization. That doesn't mean systematic racism vs non-whites have not occurred or that vulnerable groups do not exist as a result.

But just look at the train-wreck that ensued in this thread. People who don't realize it is possible to have several ideas, and that talking about one of them doesn't mean denial of the other.
I'm not sure we're disagreeing that much. I agree that nuance and context are always very important. There's also a group determined to cause trainwrecks.
Citations Needed: Links to Interesting Research Quote
11-30-2019 , 03:56 PM
The whole term 'white trash' is intra racial discrimination.... 'Non trashy' white people have wealth, class, and dont live in modular homes. That is a term not generally used by minorities when referring to whites because it is obviously disrespectful. Imagine prejudice and perception toward poor non-whites. Even white trash feel it appropriate to distinguish themselves above poor extra-racial rabble based on the fact that they are at least born white.

Class warfare is alive and well within the minds of people even within the same race. If USA was only whites there would be new divisions ready to be played upon while people would undoubtedly take the bait and fight amongst themselves for whatever power base would be taking advantage of the situation, most likely corporations still.
Citations Needed: Links to Interesting Research Quote
11-30-2019 , 09:29 PM
Wow much intersectionality
Citations Needed: Links to Interesting Research Quote
12-03-2019 , 10:02 AM
Question for kelhus, I will ask some questions at the end and I would like to hear your view on this.

https://www.researchgate.net/publica..._of_Censorship

liberal participants supported censorship more when the passage indicated that Islam was
violent than that Christianity was violent

Examining the interaction another way, in the condition in which Islam was said to be
violent, more liberal ideology predicted more support for censorship (b = .20), t = 3.21, p = .001.
In the condition in which Christianity was said to be violent, this relationship was reversed, with
more liberal ideology predicting less support for censorship

In another thread, you showed a poll that showed that 52% of British Muslims believed that homosexuality should be illegal. You then asked the question of what people in that thread thought about it, there immediate response was that you are over-generalizing. Now, had you showed a poll that showed 52% of British Christians think homosexuality should be illegal, do you think there response would be that you are over-generalizing? I personally don't think so.

Another question I have is this, why do you think they have this double standard/bias with Christianity/Islam? Is it just intellectual dishonesty? Is it maybe just unconscious tribalism, more specifically, are they protecting the tribe unconsciously?
Citations Needed: Links to Interesting Research Quote
12-03-2019 , 06:06 PM
Quote:
Originally Posted by matt hirschhorn
Question for kelhus, I will ask some questions at the end and I would like to hear your view on this.

https://www.researchgate.net/publica..._of_Censorship

liberal participants supported censorship more when the passage indicated that Islam was
violent than that Christianity was violent

Examining the interaction another way, in the condition in which Islam was said to be
violent, more liberal ideology predicted more support for censorship (b = .20), t = 3.21, p = .001.
In the condition in which Christianity was said to be violent, this relationship was reversed, with
more liberal ideology predicting less support for censorship

In another thread, you showed a poll that showed that 52% of British Muslims believed that homosexuality should be illegal. You then asked the question of what people in that thread thought about it, there immediate response was that you are over-generalizing. Now, had you showed a poll that showed 52% of British Christians think homosexuality should be illegal, do you think there response would be that you are over-generalizing? I personally don't think so.

Another question I have is this, why do you think they have this double standard/bias with Christianity/Islam? Is it just intellectual dishonesty? Is it maybe just unconscious tribalism, more specifically, are they protecting the tribe unconsciously?
I saw this, and have some ideas, but don't have time to get to it now. Will later.
Citations Needed: Links to Interesting Research Quote
12-03-2019 , 06:17 PM
Quote:
Originally Posted by matt hirschhorn
In another thread, you showed a poll that showed that 52% of British Muslims believed that homosexuality should be illegal. You then asked the question of what people in that thread thought about it, there immediate response was that you are over-generalizing. Now, had you showed a poll that showed 52% of British Christians think homosexuality should be illegal, do you think there response would be that you are over-generalizing? I personally don't think so.

Another question I have is this, why do you think they have this double standard/bias with Christianity/Islam? Is it just intellectual dishonesty? Is it maybe just unconscious tribalism, more specifically, are they protecting the tribe unconsciously?
I just wanted to respond to this bit.

Yes you're right that some horribly misuse data in a highly partisan manner when it supports their case/side but it's people from both sides and just because some misuse data when it suits them doesn't make it correct to misuse it when it supports anyone else - unless it's also for partisan purposes.

People ticking a box on poll is binary (or sometimes slightly more than that) whereas beliefs are extremely complicated as are the reasons people answer the way they do. Anyone from any side that extrapolates from simple polls to strong claims about beliefs is horribly misusing the data.

So if your point is about partisanship then you have a case. If you're point is about the specific poll providing strong evidence about actual beliefs then your case is very weak.
Citations Needed: Links to Interesting Research Quote
12-03-2019 , 06:20 PM
Quote:
Originally Posted by chezlaw
People ticking a box on poll is binary (or sometimes slightly more than that) whereas beliefs are extremely complicated as are the reasons people answer the way they do. Anyone from any side that extrapolates from simple polls to strong claims about beliefs is horribly misusing the data.

So if your point is about partisanship then you have a case. If you're point is about the specific poll providing strong evidence about actual beliefs then your case is very weak.
Stuff like this just grinds my gears, it's also completely disrespectful to the gays/females that have to deal with this oppression in the middle east.
Citations Needed: Links to Interesting Research Quote
12-03-2019 , 06:26 PM
Quote:
Originally Posted by matt hirschhorn
Stuff like this just grinds my gears, it's also completely disrespectful to the gays/females that have to deal with this oppression in the middle east.
In Iran, we don't have homosexuals!!!



-That being said, if you are really so concerned about the plight of vulnerable groups in the Middle East, I am sure there are some charities you could devote time and money to help the cause.
Citations Needed: Links to Interesting Research Quote
12-03-2019 , 06:34 PM
Quote:
Originally Posted by Kelhus999
-That being said, if you are really so concerned about the plight of vulnerable groups in the Middle East, I am sure there are some charities you could devote time and money to help the cause.
The fact that you think this is an intelligent snarky comment is hilarious. What? Did mentioning the fact that most players on this sub-forum are losing poker players hurt your feelings or something?
Citations Needed: Links to Interesting Research Quote
12-11-2019 , 12:04 PM
The Old Boys' Club: Schmoozing and the Gender Gap (full text)

Quote:
Abstract

The old boys’ club refers to the alleged advantage that male employees have over their female counterparts in interacting with powerful men. For example, male employees may schmooze with their managers in ways that female employees cannot. We study this phenomenon using data from a large financial institution. We use an event study analysis of manager rotation to estimate the causal effect of managers’ gender on their employees’ career progression. We find that when male employees are assigned to male managers, they are promoted faster in the following years than they would have been if they were assigned to female managers. Female employees, on the contrary, have the same career progression regardless of the manager’s gender. These differences in career progression cannot be explained by differences in effort or output. This male-to-male advantage can explain a third of the gender gap in promotions. Moreover, we provide suggestive evidence that these manager effects are due to socialization between male employees and male managers. We show that these manager effects are present only if the employee works in close proximity to the manager. We use survey data to show that, after transitioning to a male manager, male employees spend more time with their managers. Finally, we study a shock to socialization within males, based on the anecdotal evidence that employees who smoke tend to spend more time together. We find that when male employees who smoke switch to male managers who smoke, they spend more of their breaks with their managers and are promoted faster in the following years. Moreover, the effects of these smoking manager switches are similar in timing and magnitude to the effects of the gender manager switches.
I think this is a cool research design and would love to see it replicated in other places with other large companies.

Background:

Quote:
While we cannot explicitly randomize employees to male and female managers, we can exploit quasi-experimental variation in manager assignments generated by the rotation of managers within the organization.

Our identification strategy relies on the timing of manager switches, as well as on the comparison between different types of switches. Consider for example two teams that are led by a female manager. One of those teams transitions from a female manager to a male manager, while the other team transitions from a female manager to a different female manager. The old boys’ club prediction is that, relative to switching to the new female manager, switching to the male manager should be beneficial for the subsequent career of the male employees; in contrast, the differential effects of this transition should be absent, or at least less pronounced, for the female employees.
Quote:
We collaborated with a private commercial bank in Asia. To keep the identity of the firm secret, we refrain from providing exact information about its characteristics. This bank has millions of customers, billions of dollars in assets and in revenues, and thousands of employees.

While we do not want to claim that the evidence is representative of the world, it is still useful to understand whether this context is out of the ordinary. The firm may be unusual for the financial sector in that a majority (65%) of its employees are female. Besides that, however, the gender gaps at this organization are quite average by U.S. standards. The gender pay gap at this firm (26%) is close to the average of similar sized firms in the financial sector in the United States (31%). Moreover, the firm is also typical in that female and male employees within a given position get paid about the same. The bulk of the gender pay gap, thus, is due to difference in the positions that female and male employees hold. For example, while 75% of employees at entry-level are female, that fraction falls to 61% at middle management, 25% at C-Suite and 0% at CEO. Data for U.S. corporations suggest a similar drop, from 48% of female employees at entry-level to 38% at middle management, 22% at C-Suite and 5% at CEO (McKinsey & Company, 2019).
Quote:
We have rich sources of administrative data spanning four years (2015-2018) and 14,736 unique employees, 1,269 of whom had a managerial role at some point. We focus on manager switches that are largely out of the control of the employee. The typical case is a manager rotating laterally to a different team.2 Our data comprises 10,101 events involving 6,536 unique employees and 751 unique managers. Events are uniformly distributed across the four years, and they affect employees at every level. Whether the employee has an event and the type of event (e.g., switching from a female to a male manager) are generally uncorrelated to the characteristics of the employees and the managers involved.
Headline results:

Quote:
We show that male employees are promoted faster after they transition from a female to a male manager: at 10 quarters after such a manager transition, male employees increased their pay grades by an additional 0.53 points (p-value = 0.005), roughly equivalent to 13% higher pay, compared to male employees who transitioned from a female manager to a different female manager. On the contrary, female employees had the same career progression regard- less of whether they transitioned from a female manager to a male manager or from a female manager to another female manager. The triple-difference is consistent with a male-to-male advantage: male managers (relative to female managers) improve the career progression of male employees (relative to female employees). The triple-difference in paygrades (0.50 as of 10 quarters after the event, p-value=0.003) is not only highly statistically significant, but also economically large: removing this advantage would reduce the gender gap in pay grades by 38%.
Investigating alternative explanations:

Quote:
We provide two main robustness checks for our identification strategy. First, we analyze the opposite types of transitions. In the baseline results, we look at employees who “gain” a male manager (i.e., switching from a female manager to a male manager versus switching from a female manager to a different female manager). In this robustness check, we look at employees who “lose” a male manager (i.e., switching from a male manager to a female manager versus switching from a male manager to a different male manager). The expectation is that the effects of gaining a male manager should mirror the effects of losing a male manager, in terms of both timing and magnitude. This is a sharp test, in the sense that the coefficients are identified by a disjoint set of switch events and thus there are no “mechanical” reasons why the results should mirror each other. Indeed, we find that the effects of losing a male manager are in the opposite direction of the effects of gaining a male manager, but are similar in terms of timing and magnitude. Male employees who transition to a female manager (relative to transitioning to another male manager) end up with a pay grade 0.38 points lower 10 quarters later, whereas the evolution of pay grade for female employees is unrelated to the manager’s gender.
Quote:
The second robustness test introduces placebo events. We reproduce the whole analysis, but instead of focusing on gender as the relevant characteristic of managers and employees, we focus on a characteristic that we know ex ante should not be relevant: whether someone was born on an even or odd date. For example, we compare switches from an odd-birthday manager to an even-birthday manager among odd-birthday and even-birthday employees. As expected, we find that all effects are close to zero, statistically insignificant, and precisely estimated.
Quote:
Another potential mechanism is that male employees work harder and are more productive under male managers than they would be under female managers. For example, male managers might be better than female managers at motivating and monitoring male em- ployees. To test this hypothesis, we exploit data on two measures of effort (the number of days worked and the number of hours spent in the office) and one measure of output (sales revenues). Contrary to this mechanism, we find no significant evidence of a male-to-male advantage in any of these measures of effort or output.
Evidence for the role of socialization:

Quote:
The timing of the male-to-male advantage is informative about the plausible mechanisms: only after the first year do we begin to see a gap in the promotion rates between men and women. This gap cannot be entirely due to the spacing between promotion events, as some males became eligible for promotion right after the event. The delayed timing highlights the potential role of slower mechanisms. For example, socialization involves developing affinities through spending time together during breaks or other activities, which requires a meaningful amount of time to develop. The timing of the male-to-male advantage is less consistent with other mechanisms, such as statistical discrimination or chauvinism, that are more likely to show up immediately after an event, when the first promotions of male employees arise.

We provide three additional pieces of evidence in favor of the socialization mechanism. First, we show that the advantage conferred to male employees by male managers stems from positions where the manager and employee work in close proximity, and this advantage is not significant in positions where the manager and employee often work apart. Second, we use survey data on the socialization between managers and their employees to show that, for a male employee, having a male manager increases the share of breaks taken with that manager. Third, we show that within the sample of male employees and male managers, a shock to socialization increases the subsequent promotion rates.
Citations Needed: Links to Interesting Research Quote
12-12-2019 , 05:53 AM
I read all of that. Here’s how I feel about it:


Last edited by Crossnerd; 12-12-2019 at 06:03 AM.
Citations Needed: Links to Interesting Research Quote
12-12-2019 , 06:54 AM
An interesting historical article on the history of the US colonization of the Philippines, and the Philippine representation in congress:

https://history.house.gov/Exhibition...e-Philippines/

The language was refreshingly frank, not just puff. Given where it was published, that was nice to see. A look back at the "manifest destiny" movement is interesting in itself, even though this article does not go into specific detail on that, it certainly tells a tale of its consequences. The US imperial dreams might have died out, but "manifest destiny" still hides between the lines of various modern US policy.
Citations Needed: Links to Interesting Research Quote
12-12-2019 , 08:29 AM
Quote:
Originally Posted by well named
The Old Boys' Club: Schmoozing and the Gender Gap (full text)



I think this is a cool research design and would love to see it replicated in other places with other large companies.

Background:

Headline results:

Investigating alternative explanations:

Evidence for the role of socialization:
I would hypothesize that in female dominated industry/businesses where the management and the majority of workers were female the exact reverse would tend to happen for the same reasons. But maybe not. Female socialization might have different dynamics, that don't lead to similar outcomes.
Citations Needed: Links to Interesting Research Quote
12-12-2019 , 10:42 AM
Yeah, someone should really study a company that is majority female with a majority of female managers. Oh wait:

Quote:
The firm may be unusual for the financial sector in that a majority (65%) of its employees are female.
and
Quote:
This organization is typical in that female representation drops off at higher levels of the corporation: 75% of entry-level employees are women, which falls to 61% in middle management
It is possible things might be different in other industries but this study shows that it is not simply a result of a male dominated workplace.
Citations Needed: Links to Interesting Research Quote
12-12-2019 , 10:59 AM
I think kelhus' hypothesis is at least plausible if we're talking about a majority of senior management being female. And I think it may be more plausible in a counterfactual where that was true across most companies and not just the one in question. These effects probably depend on cultural norms that are established on a larger scale than a single company.

Obviously that's conjecture, but the reason I think that conjecture is plausible is because it fits with an idea that I've repeatedly emphasized in discussions about inequality, which is the tendency for social configurations to be self-reproducing in subtle ways. In this case, the effects of within-gender socialization (dependent on larger cultural context) act to reinforce gender disparities in management, but it follows that if you broke the cycle somehow then the effects would diminish, because it's a feedback loop. That is the important political implication, I think.

You can draw similar conclusions from research on the effects of neighborhood on economic mobility, particularly with regard to the social effects of concentrated poverty which can't be explained by appealing only to the attributes of individuals.

And that, I think, gets to an important larger point. When we see stable social configurations, it's intuitive to think that they are stable purely because of underlying attributes of the participants. This is grasping at the "nature" side of the supposed nature/nurture dichotomy. But kelhus' hypothesis, and the results of this study, the Chetty study, and others, show the importance of the other side as well, that social configurations can be self-reproducing in part because of the social structures and dynamics involved. I say in part because the study does not find that 100% of the gap can be accounted for in this way, but it's highly significant.
Citations Needed: Links to Interesting Research Quote
12-12-2019 , 11:00 AM
Quote:
Originally Posted by Crossnerd
I read all of that. Here’s how I feel about it:



I'm sure that cowboys fans are used to that feeling though
Citations Needed: Links to Interesting Research Quote
12-13-2019 , 03:36 AM
Quote:
Originally Posted by well named
The Old Boys' Club: Schmoozing and the Gender Gap (full text)



I think this is a cool research design and would love to see it replicated in other places with other large companies.

Background:







Headline results:



Investigating alternative explanations:







Evidence for the role of socialization:

What would be interesting is, what has been the impact of feminism on socialization of opposites in the work place. I don't think the impact would be all positive.

----


I'm in a training class today, and the trainer (a female) asked which was harder to raise, boys or girls, then talked about girls were harder, and they were hell raisers, and other derogatory stuff (in a playful way). Some of the ladies pushed back, rightfully so, but not a single guy said one ****ing word.
Citations Needed: Links to Interesting Research Quote
12-13-2019 , 05:11 AM
Quote:
Originally Posted by itshotinvegas
What would be interesting is, what has been the impact of feminism on socialization of opposites in the work place. I don't think the impact would be all positive.

----


I'm in a training class today, and the trainer (a female) asked which was harder to raise, boys or girls, then talked about girls were harder, and they were hell raisers, and other derogatory stuff (in a playful way). Some of the ladies pushed back, rightfully so, but not a single guy said one ****ing word.
Well, in large part due to feminism, you actually have socialization between the genders at the workplace.

If that is a positive impact or not is up for you to decide. Personally I think keeping about half the populace out of most workplaces was a pretty damn stupid idea.
Citations Needed: Links to Interesting Research Quote
12-13-2019 , 11:52 AM
Quote:
Originally Posted by tame_deuces
Well, in large part due to feminism, you actually have socialization between the genders at the workplace.

If that is a positive impact or not is up for you to decide. Personally I think keeping about half the populace out of most workplaces was a pretty damn stupid idea.
I'm curious why you would go straight to a dichotomy, as if everything about it is either positive, or negative.

Quote:
I don't think the impact would be all positive.
Besides, you are talking about participation, not socialization, and there is more to feminism than women's right to work.
Citations Needed: Links to Interesting Research Quote
12-13-2019 , 03:18 PM
You poor pitiful thing
Citations Needed: Links to Interesting Research Quote

      
m