More glass ceilings, Pt. 1

If you have not read it already, Vox Day's superb book, SJWs Always Lie: Taking Down the Thought Police is one that you need to get your hands on right now and read. Vox wrote it to give ordinary folks like you and me a fighting chance when standing up to the openly totalitarian thought-policing tactics adopted by social justice warriors in our workplaces, our neighbourhoods, our churches, and our charitable organisations.

However, it turns out that this book is immensely helpful when dealing with an even more common, invasive, and potentially deadly infestation that has proliferated throughout the workplaces of the world:
The Female Colleague
If you are a straight, well-educated, highly competent man who has been working in any reasonably challenging field that involves problem-solving- whether blue-collar or white-collar, it matters not- then you have unquestionably come across one of these. You may have one in your team right now, working right next to you. You may well have a woman reporting to you. You may even- God help you- have a woman as your boss.

If any of those situations are true for you- or if, by some twisted machination of the evil Elder Gods, you are faced with all three simultaneously- then pay close attention to what I have to write next. It could save you from making some very costly mistakes.

The Realities of Women in the Workplace

No matter how you look at it, the moment you have a woman in your workforce in any capacity, you are exposed to massive risks- with precious little reward providing the incentives to take those risks.

The following are all known facts about women in the workplace:
  • They work fewer hours than men do, exhibiting far stronger preferences for time spent with family and friends than men even when presented with significant incentives to work harder;
  • They work much safer, less demanding, and less strenuous jobs than men do, out of personal preference;
  • They are given far more leeway to make mistakes at work than men are- often by men themselves;
  • They are vastly more sensitive to criticism, regardless of whether it is personal or professional, than men are;
  • When- not if, but when- they screw up, they not only expect but demand to be bailed out by more competent and skilled male colleagues;
And now you will immediately see the danger that women can potentially pose to your career and well-being as an individual. If you ever give a woman in your professional circle any reason to think that she is not up to standard, she will use every means at her disposal to ensure that you suffer for holding that opinion.

The Exceptions that Prove the Rules

Now obviously, not all women in the workplace are like this. I have been fortunate enough to work with several women in my time who were and are truly exceptional people.

I trained one of them personally, turning her from a grass-green recent college graduate who had no idea what a swap is, into a confident and skilled product controller running a book with a $4B balance sheet in the space of a few months.

I've worked with another one who is about the only woman anywhere in my organisation that I genuinely believe could do my job better than me. She's also one of the only women I have ever come across who is willing to work just as hard as her male colleagues- it was not uncommon for her to get in earlier than anyone else and leave later than everyone else, for years on end.

And I'm fortunate to be working with a woman who is a genuine pleasure to interact with, and with whom I have a very strong professional bond based on deep mutual respect and very similar (and thoroughly offbeat) senses of humour.

But they are very much the exceptions. In reality, having a woman on your team, working for you, or- worst of all- as your boss, is likely to prove to be a huge mistake.

What the Hell Happened?!

There was a time- only about a generation ago, or thereabouts- when, even if women were not up to snuff, they could be carefully eased out of the roles that they were patently unsuited for in favour of more qualified candidates (usually, but not always, male). And back then, it was possible to tell a woman what you thought of her performance without potentially risking your career and your reputation and future employment prospects in the process.

What changed?

Quite simply, the power of the HR department over you has greatly increased in the time since- due directly to the impact of women upon local, State, and Federal legislative processes. And that in turn has happened in no small part because of women's suffrage- which has inexorably and inevitably led to massive expansions of government power and intrusions into the private sphere.

Anti-discrimination laws have gotten far more strict and onerous. But laws by themselves are not sufficient; a law that cannot be enforced is no law at all. In order to give these laws teeth, the HR department within almost any large company has been given heretofore unprecedented powers over the management of personnel within an organisation.

Whereas previously, individual managers would be responsible for who gets hired and fired in the teams of people working for them, today HR gets involved at almost every point of that process.

Part of this is necessary in order to protect the company from those very same and very stupid anti-discrimination laws, and that is the usual justification given for such meddling. But ultimately, the decisions about who gets hired and fired in an organisation should have to do with the intrinsic merit and skills of the individuals involved, not the race, gender, ethnicity, or any other such nonsense.

In the cold light of day, what matters to an organisation, especially a commercial organisation, is the end-goal. And if women get in the way of that goal, then they should not be there.

The New Normal

No matter what happened and how it happened, ultimately the reality is that, as a working man, you take your career in your hands every time you deal with a woman as a peer in your workplace.

Now, most of the time you will be just fine. Most women are, fortunately, quite benign to work with- as long as they're not in your team, that is. However, there is always going to be a small number of female colleagues with whom you will NEVER see eye-to-eye. They will not be able to do the work as well as you can. They will not be able to figure out problems as quickly. And they will assuredly not be as capable of handling criticism as you will be.

This is the reality with which you are faced as a working man. The question you must now ask, therefore, is: what can be done about it?


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