Tag: gender quotas

Google CEO is PC: Genetic Differences Must Not Exist

In a note emailed to Google employees on Monday, Pichai said employees have a right to express themselves but ‘to suggest a group of our colleagues have traits that make them less biologically suited to that work is offensive and not OK.‘  GOOGLE CEO SUNDAR PICHAI’S NOTE TO EMPLOYEES [Read more: Daily Mail]

By Royal decree, like the medieval pope, Pichai decided which scientific facts may be discussed, and which not. Googles CEO decided that sex differences or race differences are offensive and thus must not be mentioned.

In the past, Google profited from hiring only the Best and Brightest and most Motivated.

White men and lack of diversity ruined Google & Apple :"The two companies with the best profit, innovation, development and research are led by white men and lack diversity. This proves that diversity benefits company success. Had they only hired Blacks with lower IQ (see Bell curve) these companies would not be such failures."

 

 

Male Engineer Fired by Google over a Viral Memo Saying Women Are ‘Biologically’ Less Likely to Succeed in Tech

GOOGLE CEO SUNDAR PICHAI’S NOTE TO EMPLOYEES

This has been a very difficult time. I wanted to provide an update on the memo that was circulated over this past week.

First, let me say that we strongly support the right of Googlers to express themselves, and much of what was in that memo is fair to debate, regardless of whether a vast majority of Googlers disagree with it. However, portions of the memo violate our Code of Conduct and cross the line by advancing harmful gender stereotypes in our workplace. Our job is to build great products for users that make a difference in their lives. To suggest a group of our colleagues have traits that make them less biologically suited to that work is offensive and not OK. It is contrary to our basic values and our Code of Conduct, which expects “each Googler to do their utmost to create a workplace culture that is free of harassment, intimidation, bias and unlawful discrimination.”

Paul Watson

Similar Cases

  1. More famous people like Harvard President Lawrence Summers (see links at the end) and Nobel James Watson were fired for questioning the PC dogma of total equality of races and sexes genders.
  2. Free speech is already dead in Europe
    : Europe has institutionalized legal repression, punishment for free speech and state censorship,
  3. Politically incorrect Google search (PIG):
    A Google Search that yields the juicy interesting search results instead of boring Main Stream Media lies! Try it to believe it!

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Un-Scientific American lends credibility to Gender Junk Science about Hubble Telescope

Unscientific American: Diversity is strength: We did not make this up, all these titles really exist in the Junk Diversity IssueHubble telescope time preferentially goes to men.

Female-led proposals to use the in-demand Hubble telescope are less likely to be selected."  Scientific American claims this in the midst of a huge section of Junk Diversity Science which has been utterly debunked elsewhere.

An internal Hubble study1 found that in each of the past 11 observation proposal cycles, applications led by male principal investigators had a higher success rate than those led by women.  Women submit roughly 25% of proposals for Hubble telescope observing time. [SciAm]

Un-Scientific American lends credibility to junk diversity and gender science nonsense, by interspersing junk diversity propaganda among true natural science articles.
Un-Scientific American misleads their readers who think their gender baiting is on par with real science.

This confounding of junk gender science with true natural science is very serious. This is why after years of study even we need serious deprogramming from the politically correct cultural Marxist lies that impressible children, adolescents and adults are constantly told by school books and biased un-scientific journals like Scientific American!

Scientific American’s mixing of real natural science with politically motivated unscientific falsified junk science like gender, domestic violence, race and iq issues aspires to permanently poison the minds of young and old with feminist and politically correct hate ideology.

All the titles on our "Unscientific American" cover are true Junk Diversity Science articles,
we could not have made this up.

The head of a science department of a major research University confirmed to us, in private, that female scientists generally less innovative and talented then their male counterparts [7]. Implicit quotas demand hiring and promoting women who don’t meet the requirements men would be measured up to. Quotas guarantee that the rare woman with sufficient talent will be snatched away for an even more prestigious job, always rising to her level of incompetence. Aware of Larry Summer’s dismissal [8], our department head refuses to be identified.

"Scientific American used to be a great magazine but like any publishing venture headquartered in New York, it has gradually drifted into liberal never-never-land." [UnScientific American]

Men and women are equal by dogmatic fiat

Did Megan Urry control her statistics for yearly working hours, life time interest in science, years experience, work invested in the proposal, IQ, math talent of the applying scientists?

We wager a bet that the average male physics proposal writer, more so a Ivy League department chair, did not flunk their first physics exams in college, like Megan Urry herself and was interested in physics since tender age of 6, unlike Megan Urry [4] and other female applicants. Megan Urry (of course) ignores even the possibility that male and female applicants might be intrinsically different in some way.  Larry Summers was a victim of telling such truth that there is a dearth of women in the top talent for science and math.

In spite of IQ tests having been manipulated to elevate female IQ to the same level as males [Wikipedia],   there are twice as many men with IQ over 150: Men: either very clever or really stupid [Wikipedia] because of greater male variance on IQ and most other traits.

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How diversity makes us smarter – What a lie!

 

How Diversity Makes Us Smarter – Not! Scientific American has been polluted by the same junk science that pervades our Universities’ politically correct cultural Marxist social science and humanities departments. Entire generations are being indoctrinated with falsehoods, in much more devious ways then communist Soviet Union and China were ever capable of.

Increasing gender diversity on corporate boards leads to declines in financial performance: the evidence

From time to time we refer to five longitudinal studies which show that increasing gender diversity on boards leads to declines in corporate financial performance. The studies are referred to in a number of posts, and have been included in a number of our documents. But we thought it might be useful to prepare a short briefing paper with details of the five studies and their full Abstracts, it’s here.  [7]

 

  1. Our public challenge of Laura Carstensen, EHRC Commissioner – FOI request |
  2. White men and lack of diversity ruined Google & Apple
  3. If we ‘need’ more women in boardrooms, do we ‘need’ more white sprinters in the Olympics 100 metres final?
  4. Punish more Asian and White Students – demands Eric Holder
  5. IQ tests prohibited for job requirement, mandatory at death row
  6. Scientific American’s table shows how Switzerland, Germany, Austria suffer from serious gender gap in Math and Computer Science, while engineering powerhouses Kyrgyzstan and Saudi Arabia are on the forefront with more female then male
  7. Note that women are hopelessly outcompeted by men in tennis, snooker, chess and, yes, cooking. 
  8. The Bell Curve shows clearly how IQ is the most solidly researched issue in Psychology. Highly recommended book!

 

Campaign for Merit in Business, which was launched early in 2012, has made a remarkable impact in a relatively short time. We’ve proven beyond all reasonable doubt that the ‘glass ceiling’ is a baseless conspiracy theory. Through exposing as fantasies, lies, delusions and myths, the arguments which said that increasing gender diversity in the boardroom (‘GDITB’) will improve corporate financial performance, we’ve destroyed the long-vaunted ‘business case’ for GDITB. We continue to publicise five longitudinal studies, all of which show that GDITB leads to declines in corporate financial performance. What else would we expect when businesses aren’t free to select the best people for their boards, regardless of gender? Proponents are left with little other than misrepresenting correlation as causation in pursuit of their social engineering programmes.

The Conservative-led coalition no longer challenges our assertion that the impact of GDITB on UK plc will inevitably be a negative one. And yet it continues to actively pursue GDITB.  [5]

 

We’ve put in FoI requests seeking evidence for the government’s previous claims that putting more women on boards will lead to performance improvement. None has ever been forthcoming. This hasn’t stopped the government from continuing to threaten legislated gender quotas for FTSE100 boards if they haven’t achieved female representation on their boards by 2015. In fact, they’re going further. We know from a recent report that next in the firing line will be the FTSE350, and that gender parity on boards is the longer-term goal. 6

An entire issue of Scientific American

has been utterly polluted by political correctness ,
with articles like:

The Inclusion Equation

  • State of the World’s Science 2014
  • Diversity in Science: Where Are the Data?
    Where are the data?

    Global figures on diversity in the science and engineering workforce are hard to come by, but what we know is not flattering

    Gender Gap

  • How women and men fare in doctoral studies around the world

     

  • In Pursuit of the Best Ideas

  • In a diverse team, the best ideas are more likely to rise to the top

     

  • Becoming Visible

  • To change the equation, start changing the perception

     

  • Particular Points of View

  •   Gender and culture influence research on a fundamental level

     

  • Inviting Everyone In

  • There is no formula for bringing diversity to the workplace or classroom, but new research that deepens our understanding of how diversity operates suggests some modestly successful strategies

     

  • How Diversity Works

  • Being around people who are different from us makes us more creative, more diligent and harder-working

     

  • Science Exposed

  • Networked technology and social media are enabling outsiders to gather and crunch data

     

  • Taking It Personally

    How a researcher’s background can determine her mission

    •  

    White men and lack of diversity ruined Google & Apple

    #1 Google and #2 Apple, the world’s most valuable, profitable, successful companies have rapidly grown while deprived of the benefits of racial and gender diversity.

    Imagine how much more profitable these companies could have been if white men had not made irrelevant products and bad decisions. Diversity is strength!

    Having a diversity of perspectives leads to better decision-making, more relevant products, Google diversity report 

    1. Had Google and Apple embraced diversity,  hired lots of women and Blacks, had they been led by minorities, Google and Apple would be much more valuable then they already are. They would not merely be the two most valuable companies in the world.
    2. White men created the two most successful enterprises in the world. White men are especially capable and successful.

    Please chose (1) or (2)

    Economic success is racist! Economic success favors White men!

    (2) must not be true because it is racist and sexist.  Occam’s razor is racist. The obvious easy explanation must not be true.

    the data — which in Silicon Valley usually reigns supreme — shows that diversity on groups benefits research, development, innovation and profit. [New York Times]

    The data:

    The two companies with the best profit, innovation, development and research are led by white men and lack diversity. This proves that diversity benefits company success.

    Had they only hired Blacks with lower IQ (see Bell curve) these companies would not be such failures.

    Racist white male patriarchy’s logic needs to be abolished in favor of political correctness own logic

     

    How the Asians Became White 

    Asians are around 30% in these companies, according to  Google diversity report. Numbers about Jews are glaringly absent.

     

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    Top performing boys outperform girls, world wide, Pisa researcher finds

    More boys are among top performers, girls get more intermediate results. The Pisa Study (Program for International Student Assessment of the OECD) shows major gender sex differences in almost all countries. Why is this so?

    Pisa results: Boys perform better than girls (German) reports German News Magazine "Der Spiegel"

    In the new Pisa Test, boys achieve top results more frequently then girls. This is not valid only for Germany, but for almost all 44 participating countries.

    If males have an advantage in anything, our feminist society feels compelled to fix this inequality.

    "We must analyze, if we give boys and girls equal incentive for top performance", says Franceso Avvisati, one of the authors of the study.

    Of course, inborn sex differences must not exist, by Political correctness dogma. There must be other reasons.

    Among the best performing 15 year old Germans there are significantly more boys (60%) then girls (40%). In almost all participating countries, more boys then girls are top performers. Among the weakest students boys and girls are equally distributed. In general boys’ results show more variance, while girls tend to be more average performers. Study Author Avisati has seen this before, in earlier Pisa Studies about math and reading competency.

    […]

    Different in countries like Sweden, Norway, and Finland, societies where men and women are quite equal: here equal numbers of girls and boys were found among the top performers. Avvisati presumes, that teachers have equal expectations of boys and girls, that they motivate girls differently

    We dare to suggest the opposite, that in these countries’ feminized school system boys are disadvantaged and de-motivated.

    As usual, Der Spiegel’s comments are uncensored by PC and much more interesting then the original article.

     

         

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    A woman won the 2013 Asics LA Marathon ahead of all men, won $ 50000 gender challenge. What’s the catch?

     

    In a surprising and inspiring race, a female first-time marathon runner won the 2013 LA Marathon.

    Aleksandra Duliba, a 27-year-old woman from Belarus, was the first runner, male or female, to cross the finish line Sunday, KTLA reports.    Aleksandra Duliba, LA Marathon 2013 Record-Breaking Winner, Was A First-Time Marathoner

    Isn’t it great. We knew it: women are superior to men in sports. It is only the patriarchy stops holding them back.

    Aleksandra Duliba of Belarus wins the 2013 Asics LA Marathon women’s race in her marathon debut with a time of 2:26:05 to beat the men and claim the $75,000 Asics challenge in Santa Monica Sunday morning March 17.   source

    This is well deserved.

    She earned $75,000 for her victory, $25,000 as the top women’s finisher and a $50,000 bonus for beating the top men’s finisher.  Huff post

    She won the "gender challenge".  The first to cross the finish line, proving female superiority. She should get a Million.

    2013 LA Marathon: Erick Mose finishes 2nd overall

    Erick Mose of Kenya finished first in the men’s competition with a time of 2:09:43, outrunning his fellow countryman Julius Keter in the final mile of the the marathon. Aleksandra Duliba won the overall competition  Universalsports

    Great. At least a man in second place.

    What a cheat!

    The were given women an 18:35 head start and Duliba ran the race 16:36 behind the men.  source

     

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    Affirmative action fail: mismatch hurts Black & Hispanic students too

    The Painful Truth About Affirmative Action describes how mismatched students are admitted to colleges where they don’t belong nor thrive, where they suffer and tend to drop out.

    They are academic failures and rank at the bottom of their classes. This reinforces the stereotypes of academically inept Blacks and Hispanics, damages the self-esteem of failing minority students that would thrive in less selective colleges. It also is damaging to competent Black and Hispanic students who do not need quotas but who get confused with low performing quota students.

    UCLA went through various phases of affirmative action and minority admissions. It is taboo to mention the unspoken secret: when UCL admitted twice as many minorities, drop-out rates increased drastically and in the end the number of minority graduates remained equal. Admitting too many vastly under qualified minorities yields no positive results. It only wastes money and traumatizes students.

    Colleges actively hide the truth about the failure of affirmative action.

    It is also always overlooked, that discriminated disadvantaged Asians over-perform. Even the mismatch article is shy to admit that this is due to Asian’s genetically superior IQ, augmented further by a culture that values academic success).

    The issues of the above summary will be shown in detail in the quotes below

    Mismatch: How Affirmative Action Hurts Students It’s Intended to Help, and Why Universities Won’t Admit It (Book)

     

    The Painful Truth About Affirmative Actionsat-verbal-critical-reading-by-race-black-white

    The single biggest problem in this system — a problem documented by a vast and growing array of research — is the tendency of large preferences to boomerang and harm their intended beneficiaries. Large preferences often place students in environments where they can neither learn nor compete effectively — even though these same students would thrive had they gone to less competitive but still quite good schools.

    We refer to this problem as "mismatch," a word that largely explains why, even though blacks are more likely to enter college than are whites with similar backgrounds, they will usually get much lower grades, rank toward the bottom of the class, and far more often drop out. Because of mismatch, racial preference policies often stigmatize minorities, reinforce pernicious stereotypes, and undermine the self-confidence of beneficiaries, rather than creating the diverse racial utopias so often advertised in college campus brochures.

    The mismatch effect happens when a school extends to a student such a large admissions preference —

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    Dangerously incompetent fire fighters, weakened by gender quotas, dumbed by racial quota nonsense

    Political correctness‘ quota nonsense gives us firefighters that are too weak to carry an injured person and too dumb to read maps and street signs. Gender and racial quotas are equally harmful, unjust, and outright dangerous.

    firefighter--300x450Feminist gender "equality" sets fire fighters’ physical standards lower, so the average woman can pass.  Safety be damned.

    Political correctness‘ racial equality dogma gives us low iq and low education firefighters who can not read and reason adequately. Testing for 10th grade reading and logic abilities discriminates against Blacks (race and iq), so the basic literacy, logic and iq test has to be scrapped to force more black firemen into the New York fire department.  (Judge orders millions paid in NYC firefighter bias case).  (Women’s suit highlights differences in city, suburban firefighter tests)

    Sorry, ladies, but I want a fireman

    Currently, there are just 32 women in the FDNY, a number based less on discrimination than on the biological fact that the vast majority of women are not built to carry 100 pounds of gear. And yet, that’s not good enough. […]

    "I have a family," another fireman said. "I can’t count on a 110-pound female to carry me out of a burning building."

    Maybe it’s me. But if I were to be caught in a fire, I’d feel a lot safer in the arms of a 6-foot man than those of a 5-foot girl.

    You can’t choose the one who will rescue you. You can weaken the pool. And that is something this city can’t afford in the name of "diversity."

    Human-Stupidity Analysis

    Unfortunately, MRA (men’s rights activists) are unaware that male gender quotas are quite similar to racial quota issues. What is falsely perceived as discrimination is to be remedied.

    Once gender and racial differences are being recognized as true, one can find true alternative solutions:

    • really hire and pay by merit would be the best solution
    • if there is a desire to institute quotas, compensate weaknesses with extraordinary skills. Those who underperform at IQ and aptitude tests will only be hired if they strongly over-perform at physical tests, and are aware that they will not be apt for leadership positions.  Women who underperform in brute strength of lifting heavy weights may compensate with extremely high scores in speed, endurance, IQ.

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