Whether e.g. women on average tend to take more parental leave is only a small subset of those sorts of situations in society.

I (a man) took a months-long parental leave fairly recently which surely hurt my job prospects, how could it not? But I chose to do it anyway. Should other men that didn't make that choice be forced to do the same to even things out?

A relevant argument is made strongly here: https://www.youtube.com/watch?v=KBSUkDXekMM

My household absolutely derives value from my wife's labor. What is impacted here is earning potential; if my wife were to need to seek employment outside the home in order to earn income, her income would be substantially less than it would have been if she had been gaining relevant experience during this time in our lives.

The analysis is at the macro level, with a view to why/how a society can pursue reforms towards fairer socioeconomic reality, instead of being submissive to the prevailing order. Slavery, for one, seemed unmovable too at one point in history.

If you are a mere 'Salaryman' there's no way your loss of income is worth more than the experience and relationship you gain.

For instance, the opportunity for a desirable job may be the result of earlier experience attained, which may be the result of choices about how much time to spend on work versus family or other pursuits.

It gets even more complex when you take this back to the time of birth. Differences among parents represent a huge difference in opportunity for their children. But it's hard to imagine this changing dramatically: parents work very hard to give their children whatever kinds of benefits they possibly can -- social, financial, cultural, educational. If you could ever truly prevent parents from giving their children benefits that not all children have, it would remove almost all of the incentive for most kinds of success, and the consequences would be unimaginable (and probably dystopian).

Commenting on this & the thread at large though there's a general confusion here between the narrow question of whether the right way to subsidize e.g. parental leave should be done at the employer level, and whether it's worthwhile to do so at all.

Many here are assuming that an objection to the former is equivalent to an objection to the latter.

That's not the case at all. It's possible to be a proponent of radically progressive social policies that would massively benefit parents raising children and be 100% against those policies having any negative downstream impact on companies trying to hire them as workers in the future.

E.g. one way to do that (just spitballing here) would be to recognize that a new individual in society is likely to have a long-term positive revenue impact for the government. Some percentage (e.g. 10%) of their taxes would be paid directly to their parents, and this amount could be paid on birth on the basis of median income in the country and adjusted past the age of 18 accordingly.

This would give parents a massive subsidy lifetime subsidy, and a huge incentive to steer their children towards lucrative careers which would have a positive impact on economic growth.

As I'm raising my kid I'm amazed at how important just keeping her curious and oriented towards the unknown is. Just teaching her how to manage her own emotions and external frustrations. Even at a very young age I see parents conditioning their male children to physically _push_ through problems and frustrations but the girls are so often taught to communicate and understand their feelings _before_ acting. This then seems to really influence the types of activities they are introduced to and ultimately excel at.

If I'm being honest with myself when my emotional intelligence finally caught in my 30s it was a bit embarrassing. I just didn't have a good skill set for dealing with frustrations which weren't physical.

</ramble>

Maybe I'm coming from a place of privilege but that point of view makes me incredibly sad.

I can't imagine being able to discriminate based on parental leave

Does this feel unfair in some sense? Yeah. But would it be less unfair to artificially punish the person who didn't take time off? Questionable...

It's not even about punishment. Calling it discrimination is like saying that hiring based on years of experience discriminates against younger people. It's the wrong point at which to solve the problem.

We know that taking a year off impacts employment prospects. If we want to compensate for it, what should we do?

The implied solution is to force employers to hire less experienced workers. But that has all kinds of known problems. The quality of their work will be lower. It creates an incentive for businesses to cheat and benefits the ones that do. The cost is not uniformly distributed, which creates risk and surprise for smaller businesses that may not be able to absorb the sudden cost.

What problem are we trying to solve here? We want to encourage parenting and help parents, so do that. Have a social insurance program for parental leave equivalent to unemployment insurance. Have a generous tax deduction for dependent children that compensates for the resulting lower salary. Do things, in general, that spreads the risk across all taxpayers rather than creating asymmetric costs for the employers who happen to employ parents, so that we avoid giving employers a perverse incentive to find ways to offset the cost.

It's not a problem if you make $5000/year less in salary if you also pay $5000/year less in taxes. Or $10,000/year less in taxes.

There is some nuance. For example, a $5k tax credit might help me level the playing field today, but that $5k difference still exists for social security calculation.

Sure, so identify the problems and fix them. The way social security works is illogical. It's supposed to be a safety net, so why do we pay in proportion to past income rather than giving everyone the same amount? Do the affluent somehow need a larger safety net? If anything they should be expected to have more of their own savings.

Of course, there's also ramp-down and ramp-up time on each side of the leave. I'd expect a leave of 12 months is probably closer to a total productivity loss of 18 month, which will drag pay down further if there's a reduction to a second merit increase. If you take years off, as many do, staying home until the kid enters kindergarten, then you're probably looking at a massive relative gap when you start back.

But yeah, taking a year for parental leave is not a death knell for most professionals' careers. It will realistically result in a long-term salary depression relative to peers, though.

Most women also reasonably choose to prioritize family over career when their children are very young further inhibiting them from advancing their career during that time.

I can assure you looking after a baby the first year is not leisure time.

Of course in reality human nature being what it is, some people probably do actually care. And rarely are "all other things exactly equal". I'd guess most employers would be more favorable towards someone who took a year off to raise a baby, as opposed to taking a year off just to lounge around.

Gender aside, this is still discrimination based on a persons “experience”, as you call it, or very simply: their employment status.

This is against the law. Plain and simple. Look at some of the laws enacted over the years, starting in 2011 [1].

[1]: http://www.ncsl.org/research/labor-and-employment/discrimina...

I'm not a lawyer, but that doesn't sound right to me.

Consider four people who graduated at the same age, then took different paths:

* Experienced Eric worked for the same company for 11 years, is still there, and is considering a new job.

* Younger Yenina worked for the same company for 10 years, is still there, and is considering a new job.

* Late Larry searched for a job for 1 year, worked for the same company for 10 years, is still there, and is considering a new job.

* Unemployed Ursula worked for the same company for 10 years, got laid off, and has been looking for 1 year.

The law you quoted appears to say it's illegal to discriminate against Unemployed Ursula for being currently unemployed, so she should have the same shot as Younger Yenina and Late Larry. It doesn't say her year of unemployment must be considered equal to Experience Eric's extra year of work.

(There are also age discrimination laws that say you can't prefer Younger Yenina simply for being younger, gender discrimination laws that say you can't prefer Late Larry simply for being male, etc.)

The argument made prior to this is not that an unemployed person is equal to a continuously employed worker but merely that unemployment should not and cannot affect your qualifications for position X. The law is pretty general as it states an employed person is anyone who does not have a job, is able to work, and is seeking work.

If Eric, Yenina, Ursula, and Larry are all able bodies, placing Ursula in her own category based solely on a gap year is in itself discriminatory.

The parent comments are taking the gap year into account—something that can be elaborated on, but should never be a deciding factor. The general consensus ITT is that Eric automatically is a better fit for position X than Ursula based solely on their employment history.

That argument in itself shows biases toward length of employment and current status, with the latter being something that should be irrelevant in a hiring process.

Edit: to show an example, most job postings on P&G have this disclosure:

>Qualified individuals will not be disadvantaged based on being unemployed.

That one line is what everybody is arguing againat, that unemployment automatically declines your qualifications.

Isn't it? Maybe that's not what you meant to say, but even now as I re-read your earlier comment I think that's what you said. Based on the downvotes and jimjansen's reply, I'm not alone. jimjansen's reply in fact seems to have taken you to mean that you simply cannot consider someone's experience at all, which is a totally unreasonable position and consistent with your wording. I tried to be more generous in my interpretation but simply can't interpret your earlier comment in way that's consistent with the (correct) idea that one can legally hire Experienced Eric rather than Unemployed Ursula because of his additional experience.

(By the way, unfortunately I think these discrimination laws are basically toothless because in real life there are many factors that legally can be considered, they're all subjective, and employers are under no obligation to explain their reasoning. So you can almost never prove discrimination unless they are dumb enough to tell you about it.)

The commenter clearly stated their point. Businesses don't care why you have a one year gap. They only care that you have a one year gap.

In no way did they call having a baby a vacation.

Looking at the bigger picture we should be doing everything we can to encourage family growth within our own ranks. I'd argue that most people on HN etc would make excellent, above average parents if only because they are so engaged.

Sorry to go further off topic.

We’ll see in Japan in the next two decades. Europe is next.

I don't think it'd be difficult to let people enjoy the benefits the company has agreed to provide without punishing them, indeed, this strikes me as the only reasonable way for the company to behave. Ideally, as time goes on, all employees with avail themselves of the full suite of benefits making this discrimination againts those who use their benefits will become moot.

Why?

It makes me sad that anyone would want to force business to take on risk that it wouldn't otherwise in the name of "equality".

Choices have consequences, if you choose to stay out of work for a year to raise your child then you will be less employable.

2. The word 'choice' is not really apposite here, given that one sex, by the mere lottery of birth, carries the burden of pregnancy (and, culturally - with a similar determinacy - women are expected to rear their children in their early years).

In one negotiation book I read, they call "fair" the "F" word. It means different things to different people, and throwing the word around doesn't further discussions much.

Getting to the C++ dev position, as a person who hires, I've never cared how much experience a person has. I care about how much skills and knowledge he can demonstrate. And an extra year doing C++ is information-free. It tells me nothing that sets him apart from another candidate who has one less year.

I mean, seriously - in my former C++ job if I ranked people by their C++ coding abilities (which includes SW design, etc), there was probably no correlation with years of experience. My manager even complained to me privately that people who had over a decade of experience were performing noticeably worse than those who had 5 or less years.

I've never actually encountered a case where a few months off, or even a year, made any real difference. In my company people occasionally take a few months off every so many years (sabbatical). Their performance does not degrade. A former coworker of mine left the job and wandered the world for 10 months, and got rehired back to his old job. His performance was not impacted (in fact, they prioritized him over someone else external to the company because he was already familiar with the job, whereas an external person would slow things down as he ramped up). I've seen people change careers (e.g. transition to marketing), do it for 1-2 years, and decide to return to engineering/software - no measurable impact.

This is like saying a year of attending a trade school to become a plumber is equivalent to being a first grade teacher for a year.

1 year of experience + 1 year of experience is already more years of experience than 1 year of experience + 1 year of parenting. And it isn't too rare that it becomes 3-5 years of professional experience being more valuable to a company than 1 year of experience + the last 2-4 years of parenting when a parent tries to re-enter the work force.

You either have an impressive resume beforehand or accept that you traded career advancement for having children. Children are a choice and it isn't fair to people who chose not to have kids to further their careers to be brought down to "fair ground" by people who chose to have kids instead of furthering their careers.

if you're in a position where you can afford to shoulder the financial burden of having children, that's great and I wish you the best. if not, don't expect the small sliver of childfree folks to make up the difference for you. if we actually get to the point where society can't replace itself, maybe we can talk again.

It's exactly as rigorous as your argument. We've both submitted opinions to be considered. I'm not expecting more rigor nor inclined to offer more because I think we've both put out enough worth considering. But if you want to bring more rigor I'll read it.

When this is this is the case let me know. All I see is system pumping out special snowflakes that only know how to bitch and complain and scream at the slightest amount of discomfort or offense.

https://news.ycombinator.com/newsguidelines.html

Welcome to life, it isn't equal, and never will be. Maybe we should stop trying to make the playing field level and just appreciate and celebrate the differences.

Right, that is 'life' in the sense that it is, to some partial extent - and I say partial because women regularly successfully reintegrate back into the work force, and many employers don't have your dim view of things - the existing state of things. But humans, if you had not noticed from the ideological and political revolutions of the last three-hundred years, can change and improve society. It is simply factually and politically absurd to say that X is reality at the moment, so X should or must always be reality. You would not say that of the various inequalities - of sex, race and class - of the past, so why say it now?

'Maybe we should stop trying to make the playing field level and just appreciate and celebrate the differences.'

There is nothing intrinsically valuable in 'difference', e.g. a master is different from his slave, but that hardly justifies the difference. So no, I don't think we should bathe in the glory of our inequalities, and chastise people who think we could do better.

There is nothing intrinsically valuable in equality.

FTFY

I was arguing against your suggestion that inequality - and the ways in which society is gendered to the disadvantage of women in particular - is a natural part of 'life' that we should just fatalistically reconcile ourselves to. Maybe I was wrong, and you don't object to equality on empirical grounds (although perhaps they were never serious, anyway), but because you're an anti-egalitarian reactionary.

Funny how I never heard this argument when the anti-poaching agreements between tech giants were revealed. Maybe we ought to have celebrated the unfair differences between man and employer?

HN's capacity for empathy seems rather limited until they (we?) are at the pointy-end of the stick. Drifting back towards the topic, I believe in the hacker spirit of experimenting/striving towards how things could be, instead of being satisfied with the stolid status quo.

You said I have fluffy unicorn ideology in another thread here, and I think that's bullshit, especially in the resource-rich 21st century. As resource-rich as we are now, the future's gonna be even brighter.

If you just want to recreate the "life is unequal" structures in the 22nd century, why fucking bother at all?

But it is completely and utterly stupid to "fight for equality". If you want to waste your time and energy, feel free. But people are born differently, some have better bone density, some have a high metabolism, some can build muscle faster. Some people are stronger, faster, smarter, etc. than others.

This makes the world INTERESTING. I am glad there is resistance. I am glad that people need to fight for a better job, or higher pay. How rewarding is it when you finally get that better job, or get the raise. How fucking proud and good do you feel when you claw your way to the top and reap the reward? You want take that away and just hand out the same rewards to everyone? Nah, sounds like a great way to have a dull life and meaningless world.

"Completely and utterly stupid to fight for equality."

"I'm glad people need to fight for a better job."

Retrograde and sad, and a recipe for a continually miserable world.

Give everyone enough, give everyone what they need, and let's see what humanity is actually capable of. Any other attitudes, any other goals belong, rightly so, in the dustbin of history.

Most are owned by individuals who have families, employ individuals with families and cumulatively small businesses such as these employ a rather large percentage of the labour force.

For many individuals and their families, the fact they can put up a small amount of capital and start a business is the only way they can ensure a future for themselves and their children.

Not all business owners are already rich SV venture capitalists or multi-millionaires. And his point is valid - how much risk do you force upon blue-collar small business owners who are already operating on small margins?

I think the conflict is between those who value people more or businesses more. In the US, businesses are often seen as a core and fundamental part of a society. In many other countries, it is not. That's why you get responses like "Businesses exist to serve people, not the other way round".

>Choices have consequences, if you choose to stay out of work for a year to raise your child then you will be less employable.

There really are not many jobs where things change fast enough in one year that your ability to do the job is adversely affected. Including SW. I've looked, and it's hard to find a SW job that involves cutting edge technology (AI may be the exception these days).

I get the sense a number of people feel that the person who worked instead of taking the time off should be given extra credit for that work, but I do not find the argument compelling. At least where I work, he does get something extra for it - a higher pay. People who go on parental leave in my company do not get the same income while they are off as they did at work - they get a percentage of their salary (I think it is tax free so it's "about the same" as their salary). But everything extra (i.e. bonuses) is prorated - they get nothing for the time they are off.

Looking around my office there is a person here who's about a year younger than me but I don't think it's a given that this one year difference makes them somehow less experienced than myself. We're both adults in our forties with many years of experience each, quibbling over a year hear and there strikes me as pointless and counter productive. There are other, more important, differences between us.

Even having less time off from sports activities - broken legs from five a side foot ball cost a surprising number of days off.

Also, companies can get insurance on an employee death (although limited to X% of highest paid employees): https://dealbook.nytimes.com/2014/06/22/an-employee-dies-and...

I might be wrong, but I don't think a company can get insurance on an employee getting pregnant.

Sure, businesses in principle don't value employees that are parents, it's a pure cost for them. But from a higher vantage point, life is not just about commerce. Parenthood may be a problem for business, but it is a critical function for both nations and societies. Unless you propose that the primary driver for society should be accumulation of wealth by whatever means necessary, this is one aspect where capitalism should not be allowed to reach its natural endgame.

Trying to protect business, to me, has always seemed like a problem of personal greed being leveraged over the community's interests. Those who are individually benefiting by the current systems don't want to change it because they could potentially lose their current advantages or be superseded by others who are more willing to do more.

If you want to live in a libertarian fantasy world with no safety net, you are free to create one, and try to attract citizens to your country.

Even in prehistoric times, it was generally understood that there was societal benefit to letting women take care of children when they were extremely young and that perhaps letting a new mother skip some of her normal chores so she could breastfeed would be better for the tribe as her baby could grow up to be a hunter and help bring in more food and resources.

Note that I do support strong parental leave policies, and advocate for such wherever I work.

While you're obviously right that one can plan to become pregnant, that doesn't make unplanned pregnancies a non-issue. So, that safety net is beneficial.

Is that an easy moment for you? If she has an abortion, then chances are higher that she could never have a child again. It's not just a "choice". Christ.

In prehistoric times a village raised a child, not an individual.

For better or worse, you just described the early industrial United States. And people flocked from all over the world to come to it.

I'm out of this conversation. Immediate downvotes because I don't agree with the toxic alt-right views that seem to dominate conversations like these.

I'm done with this discussion; seems we can't have a meaningful one.

Please.

You're being intellectually dishonest here. You expect to be able to share your point of view without critical response but you insult others for expressing theirs.

Also, I'm not sure votes count as moderation. Moderation is generally something that exists at a level above community feedback.

I express anything not patently left and i'm instantly vote brigaded into oblivion. You're living in a fantasy world if you think anything here is "alt right".

As we build and refine our society, it's entirely up to us to determine how best we want to put businesses to work, to improve society.

Anyone who wants the benefits of owning a business can be subject to those rules. Anyone who doesn't want to play by those rules can go solo or work for someone who does.

Oh, those benefits of running a business. You know, like working more hours than everyone else, putting your own money on the line, being the last to get paid. Here's some hard facts:

1. Most businesses are small businesses

2. Most people are employed in small to medium businesses

3. Most businesses fail because they lose money

If you push for more and more requirements of businesses to fulfill, only the biggest corporations will be able to survive, because those are the companies that can deal with all the regulation, all the legal risk, who figure out all the tax loopholes, who have the best standing with banks, etc.

You'll eventually kill all the competition from the bottom. There won't be any more artisan bakeries or coffee shops, there will be McDonalds and Starbucks. Everywhere. No more innovative software startups, only Facebook, Google, Microsoft, IBM and Apple.

> Anyone who doesn't want to play by those rules can go solo or work for someone who does.

Good jobs don't fall from the sky. Big corporations also happen to be really good at making people redundant.

The financial resources required to buy and run an McD franchise are pretty hefty, so it's not exactly going to first timers, or people who don't already know how to run a franchise.

What would you change to encourage, empower small businesses?

We're living in an era where, resource-wise, we could be post-scarcity, but politically, it's all locked up in a shitty, shitty system.

I want to keep imagining a world in which people are truly free, and not just free to keep grinding away at a job because the alternative is starvation or privation.

Do YOU want to have surgery from a surgeon that hasn't performed in year?

Your idea is fine utopian, fluffy unicorn, ideology. But practically it just won't work. This doesn't have anything to do with politics or a shitty system. It is just the facts of reality, if you are out of practice of your profession for year your skills won't be as sharp as someone who hasn't taken a year off.

There can be something like a transition period. The world is not binary. Surgeons get sick. They get injured. They take time off. Just like everyone else. The reason they took time off should not be relevant.

The fact that they did could be (in some cases), IMO.

I feel like what is being done here is to [ironically] force an equality of outcome on every metric _except_ the one that swings the argument.

The very nature of equality of _opportunity_ means to me that it doesn't matter at all that I took time off. Am I qualified? Do I have demonstrable expertise? References? Education? A unique perspective?

You may be generally curious about my year off but the idea that it somehow invalidates _any_ of my other qualifications feels silly and limits my opportunity based on external factors which don't impact my ability to do the job. It's just that you don't seem to fit the world view of others so it's suspect.

_This_ is the complaint: that a talented professional coming back to the work force loses out not because of ability but because of violating social norms.

A pilot with 5K hours of experience is more experienced (in the pilot job market) than one with 4K. I don't care that you could have had that extra 1K hours if you'd worked an extra year instead of doing something else. I only care whether you do or don't (as it pertains to this dimension of the evaluation).

There doesn't seem to be room in your opinion or examples for a pilot with 3k hours flying commercial vs someone with 5k hours flying as a hobby on the weekends. 3k is simply less that 5k, right? You don't care _how_ they spent those 5k hours...simply that they have them?

If you agree that this is a ridiculous over simplification in order to prove my point then we may be on the same page.

The very nature of your comments makes me envision a women on the other side of your hiring decision wondering why she couldn't get you to focus on the _quality_ of the work and stop fixating on the _quantity_ of time spent doing it. Because that is exactly what I'm trying to do now.

I didn’t go deep, because this isn’t an aviation forum, but sure the quality of hours matters. Retract, multi, instrument, PIC, dual given, high-performance, turbine, jet, 91, 135, 121, etc all matter. Smash-n-goes in a 172 aren’t the same as flying the line/signing for a transport jet.

Anything past the FAA ATP 1500 hour mark, the quality matters. Before that, quantity dominates for airline candidates.

This example, along with ones others have given, all reduce to the same thing: You are not interested in determining the skills of your candidate - you are interested in determining experience. Presumably with a dubious belief that your metric is a good proxy for those skills.

>I am curious about your experience and competency

Yet your example only addresses one of these.

Of course everyone tries to evaluate absolute competency (ceteris non paribus) in an interview. I’m not suggesting that anyone stop doing that. I am stating a belief that experience is positively correlated and perhaps a necessary precondition of competency. If that's the case, considering experience as a component of the overall evaluation is indicated.

I also find it deeply depressing that "a person should be able to take a year off work" is now utopian, fluffy unicorn ideology on a forum for forward-thinking technologists.

If you want to take a decade off work, you certainly have that right. But that doesn’t mean employers should pretend that you have an extra decade of experience, just as your choice to forgo a degree doesn’t mean an employer should pretend you earned a doctorate.

Presumably we should discriminate against all 4 year graduates as they took an extra year to graduate's who do it in 3.

We do. All things being equal, the person hired a year earlier will have higher pay. As they should, since they have an extra year of experience. Assuming equal candidates, the one with more experience will do a better job (second system syndrome notwithstanding).

And here people are arguing the exact same thing!!! One extra year of time working means higher pay!

That's exactly what a lot of union pay scales are structured like, but that's evil unions; this is somehow just right???

Also HN, despite the meme, is not a hive mind. Some here are in support of unions and don’t consider them evil.

Are companies that short-term-oriented?

Publicly traded ones. There are only 3 months between Earnings Reports.

There is nothing stopping you from taking a year off work. Go right head. You won't get paid, and they won't hold your job, and you will have gap to explain when you are interviewing for a position when you want to return. Don't expect the world to bend backwards and ignore realities so you can take a year off.

The Scandinavian economic model relies heavily on high work life participation for funding, so encouraging people to take time off for other reasons would not make sense.

I’m debating with myself about that statement. Is the goal of society a high amount of productivity, or stable, happy families and relationships? It seems means and ends are getting mixed up.

Stable, happy families are those that don't need to worry about the necessities of life, don't need to worry about their income stream going up in smoke. This is where productivity enters the picture, because a given society can lose the productivity race, and therefore its prosperity. It results in negative impacts on the population of that society.

This paints the financial crisis in new light, where a societal function has been so rotted from the inside that it is able to damage every globalized society on earth. These people should be made examples of, but sadly, the power is so indirect, and the nepotism so strong.

I think all the other answers to this have been arguing either yes/no, but it's really the wrong question.

If you have 2 candidates, you should take into account their experience, but you shouldn't otherwise penalize the parental leave taker. So by taking parental year you put yourself one year back in the experience cohort.

There is nothing discriminatory or gender specific about this. If it turns out that women take more parental years than men, we return to your question of incentives and equality of outcomes, to be decided separately.

That's quite the rhetorical pretzel you are tying yourself into there.

Professor Iris Bohnet of Harvard wrote a great book called "What Works" that offers some creative solutions to the issue. Here's an interesting article about a small change implemented by orchestras in the 1970's discussed in the book: https://www.theguardian.com/women-in-leadership/2013/oct/14/...

Finally, on a personal level, I've found that even the most well-reasoned argument will be ignored when the person making it comes across as an asshole. I'm not saying you're an asshole and I'm certainly not saying that your argument is well-reasoned. But I am saying it's something you should take into account next time you feel compelled to air your opinion.

As far as the actual object level goes, we're likely far more in agreement than you think. I absolutely want a fair system for everyone, and I'm well aware of the efficiency involved in market processes and price discovery. "Equality of Opportunity" is a lofty goal with relatively few pitfalls (we certainly don't want to punish parents for fair attempts at providing their children with opportunities), but I think we're basically on the same page here. And outright sexism is obviously unacceptable.

I think a big point of divergence between my opinions and mainstream feminist thought here is what we believe is behind differences in group outcomes. In my view, prices as a signal of supply and demand has much more explanatory power. Higher paying jobs are higher paying for a reason - they are more competitive, require longer hours, are more dangerous, more risky, require more intensive training, are less fulfilling, or otherwise less desirable in some way. The wage market is certainly not perfectly efficient, and discrimination does happen, but supply and demand plays a huge role in my opinion.

As far as I can tell, feminism tends more to see differences in group outcomes more as evidence of discrimination and other systematic problems in the system. While these problems aren't 100% solved, in my view they're getting a grossly disproportionate amount of attention.

Your comment is written in such an off putting manner that I wonder if it must be satire.

You've dictated, generalized, and disparaged with every sentence.

Even if I wanted to agree with the presentation is so ugly that I recoil.

Every time someone says this, they follow up with something about a feminist agenda that no woman I've ever talked to actually follows.

what they actually want in practice

Which is what?

Instead of becoming frustrated with feminists for not defending mens' rights, why don't we get together and start to demand safer work environments, shorter workdays, less competitive roles, and fewer sacrifices?

We all would benefit from this. It serves the feminist agenda by creating work environments where more women can contribute, and it serves the masculine agenda by creating safer, less demanding work environments for men so that we can spend more time not working. I fail to see how this is a bad thing.

If someone wants to work 60 hour weeks to make the most of things, forcing their job to be 40 hours just makes them pick up a less lucrative side hustle with their free time. Or if their risky job is made too safe, the risk premium disappears and in order to collect it they must retrain if able.

And then if you look at the US census data on occupations by gender, you can easily notice a trend in which jobs have what gender ratios. Roughly speaking it's something like "if the pay and requirements are equivalent, which is a more preferable job" often lands on female dominated fields.

Education, training, and library occupations: 73.1% female Healthcare support occupations: 86.5% Law enforcement workers including supervisors: 19.7% Office and administrative support occupations: 70.8% Natural resources, construction, and maintenance occupations: 5.1% Production, transportation, and material moving occupations: 22.8%

The one big outlier to this pattern that I noticed was "Computer, engineering, and science occupations" at 25.7%. This also is a considerable category outlier in terms of skill requirements and competitiveness. "Management occupations" seems like it should also have some of this effect but to a lesser degree, and sits at 40.3%.

Source: American Community Survey, table S2401

Another interesting tidbit is comparing S2401 with S2402 - comparing all workers with only full-time year-round ones. I haven't done a full look, but one thing that jumped out at me is that excluding part-time or part-year workers drops the overall workforce percentage from 47.5% to 43.1%. It might be confounded somewhat by school teachers being considered "part year" and mostly women, though.

“Roughly speaking it's something like "if the pay and requirements are equivalent, which is a more preferable job" often lands on female dominated fields.” Could you explain what you mean by a preferable job? Because I think an office administrative job probably sucks a ton of dick. Education also broadly sucks as a career, especially given the political climate. Healthcare support super duper sucks, but the only healthcare support I know about is those assistants for the elderly which involves a lot of really unpleasant work, or nursing which is also really unpleasant and involves stuff like cleaning up vomit and shit.

>Office Administration

It's a desk job that gets you home at a consistent time, and requires little specialized training. It's got sucky aspects, sure, but at that level of candidate competitiveness it beats out a lot of other choices.

>Education

It's got a ton of extrinsic social reward in it. People like and respect teachers, and you get to see the result of your work when your students do well.

>nursing

Again, lots of extrinsic social reward. The people you care for get better and appreciate you, and you're part of the mission to help people get better. Keep the unpleasant cleaning and remove the thankfulness and you get janitorial work, which is male dominated.