Feminist Lies

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I think we can all agree that women are hardly oppressed in the US and most of the developed world today (and I think few feminists would try to argue they are). That doesn't mean that there isn't still some progress to be made for women's rights.

More than 6000 men die every year at work, which is 2x what died in 9/11 (all this hysteria about 9/11 is ********; you're more likely to die of police brutality than terrorism).

Not cool, especially since this is a forum full of people with mental conditions, many who have been called that exact word, and probably even a few who actually have the condition described by that word.

I will not respond to any deliberately ignorant comments, or any which seem to show a lack of basic reading comprehension.

Well I apologize if I offended somebody with the word ret*d. I never understood how words can be bad, though. I think fa***t was originally intended to mean a bundle of wood, if I remember right. It's the intention behind the words that are bad.

If someone is oppressed because he is more likely to be a victim of violent crime, then women don't have any right to compare themselves to blacks; in fact they are the safest demographic that the Bureau of Justice Statistics takes statistics on. Yet a Stop the Violence Against Women Act was drafted, and not a Stop the Violence Against Black Men Act.

^

Ever noticed how many feminists like to go on about slut shaming, but when men say things they don't like, their go to insult is to suggest that the man in question isn't getting any?

It's hardly a shaming tactic meant to control, as slut-shaming is.

But feel free to believe it is if you wish.

When one accounts for work experience, education, and the type of employment, women earn 93 cents to a dollar that a man makes <http://www.jec.senate.gov/public/?a=Files.Serve&File_id=9118a9ef-0771-4777-9c1f-8232fe70a45c>

The gender wage gap remains substantial today. Women working full-time, year-round earn only 77 cents for every dollar earned by men, and virtually no progress has been made in closing the gap since 2001.26 In 2009, the most recent year for which data is available, median annual earnings of women ages 15 and older working full-time, year-round were just $36,278 compared to $47,127 for their male counterparts. New calculations from the JEC show that the gender wage gap is even greater for older women. In 2009, median weekly wages for women over 50 were just 75 percent of their male colleagues’ earnings.27
The gender wage gap persists across a wide spectrum of occupations.28 Female attorneys earn just 80.5 cents for every dollar earned by their male counterparts, and female physicians and surgeons earn 64.4 cents on the dollar. Women in retail sales earn 70.6 cents for every dollar earned by men in retail sales, and female truck drivers earn just 76.4 cents on the dollar. A recent Government Accountability Office (GAO) study requested by Chair Maloney and Representative John Dingell examined the pay gap amongst women and men employed in management occupations, and found that full-time female managers earn 81 cents for every dollar earned by their male manager peers.29 This figure accounts for many observable differences between male and female managers, so the remaining 19 cent gap between men and women may be attributable to discriminatory practices. The gender pay gap amongst managers remained persistent between 2000 and 2007, the most recent year of available data.
The pay gap is not limited to the private sector. Even within the federal government, which ought to be a model employer, a substantial unexplained pay gap persists. In response to a request by Chair Maloney and Representative Dingell, the GAO examined the gender pay gap in the federal government and found that women federal employees earn 89 cents for every dollar earned by their male peers.30 After accounting for observable differences between men and women (including education, experience, and occupation), that gap narrows to 93 cents on the dollar. The remaining 7 cent pay gap may be attributable to discriminatory practices.
Women earn less than men across all educational levels.31 In 2009, female high school graduates earned 69.6 cents for every dollar earned by their male counterparts; median earnings amongst female high school graduates is $22,468 compared to $32,272 for male high school graduates. Amongst college graduates, the gender wage gap is similarly substantial, with female college graduates earnings 70.9 cents for every dollar earned by their male counterparts; median earnings for female college graduates is $40,098 compared to $56,566 for men. The gender pay gap for workers with a professional degree is the largest across the education spectrum: professional women earn 57.9 cents for every dollar earned by professional men, or $67,245 as compared to men’s $116,136.
The pay gap amongst college graduates grows substantially over the course of a woman’s career.32 Just one year out of college, women earn about 80 percent of what their male classmates earn. Ten years after graduation, women have fallen further behind, earning just 69 cents for every dollar earned by their male classmates. Similarly, recent research suggests that the pay gap between male and female professional degree-holders grows steeper over time. For instance, a study tracking the earnings of graduates of the University of Chicago’s MBA program finds that
the gap between male and female MBA’s earnings grows from 11 percent at graduation (i.e. 89 cents on the dollar) to 31 percent at five years out (i.e. 69 cents on the dollar) to a whopping 60 percent at ten years or more (i.e. 40 cents on the dollar).33 A second study tracking male and female MBA recipients found that women averaged $4,600 less in their first job, even after controlling for job level.34 Women started at lower levels than men and were outpaced in salary growth, even after controlling for career aspirations and parenthood status. The salary growth gap intensified over time. While women and men step off the corporate track at equal rates, women pay a greater penalty in terms of compensation and position than do men when they return to corporate life.
Mothers face an additional wage penalty, on top of the basic penalty paid simply by virtue of being a woman in the labor force. Much research has shown that working mothers earn less than non-mothers.35 Even after accounting for differences in work experience, job characteristics, human capital such as education, and other individual attributes, mothers pay a 7 percent wage penalty per child, relative to non-mothers.36 A GAO report requested by Chair Maloney and Representative Dingell found that while mothers incurred at 2.5 percent earnings penalty for each child, fathers enjoyed a 2.1 percent earnings boost for each child.37
Other studies provide detail on the depth of the motherhood wage penalty. A GAO report requested by Chair Maloney and Representative Dingell found that mothers who are managers earn 79 cents for every dollar earned by fathers who are managers, and that pay gap has not budged since 2000.38 The pay gap for mothers is larger than the pay gap for childless female managers, who earn 83 cents for every dollar earned by childless male managers. While the pay gap for childless women narrowed slightly between 2000 and 2007, the pay gap for “manager moms” remains stuck at 79 cents on the dollar. These figures compare full-time workers, and account for many factors that might explain the discrepancy between men and women, including age, education and other variables. Another study sent out over 1,200 fictitious resumes to employers in a large Northeastern city, and found that female applicants with children were significantly less likely to be hired (and, if hired, were offered a lower salary) than identical male applicants with children.39 In no uncertain terms, a preponderance of evidence suggests that women are penalized in the workforce when they have children, despite no evidence that their productivity suffers.
As detailed above, full-time, full-year female workers earn less, on average, than full-time, full- year male workers. This problem persists across occupations and industries, and is particularly pernicious for mothers. Yet the problem does not stop there. The wage gap for part-time workers exacerbates the existing problem.40 The “part-time penalty” means that part-time workers are paid an average of 58 cents on the dollar compared to the hourly wages of their full-time peers. In other words, while the part-time employee and the full-time employee are likely doing the same work, the part-time worker faces a wage penalty simply for being a part-timer. Women are far more likely than men to be employed part-time – nearly two-thirds (64 percent) of part-time workers are women, and one in four (26 percent) of all employed women work part-time. Therefore, the part-time wage penalty is an additional factor exacerbating the gender pay gap.
The cost of the pay gap to women and their families is enormous, particularly when measured over the course of a career.41 In the first five years of her career, between ages 25-29, the average
woman loses $8,510 to the pay gap. Because the pay gap widens as women progress through their careers, her losses grow progressively larger. By the time she retires at 64, she’s lost over $430,000 to the pay gap.42 When individual women’s losses due to the pay gap are aggregated across all working women for a generation, the results are staggering – for instance, as a group, young college-educated women who entered the workforce between 1984 and 2004 have lost $1.7 trillion.
The gender wage gap comes at a cost to the economy as a whole. Women’s phenomenal purchasing power and critical role as financial decision-makers for their households means that when a woman is cheated out of a portion of her paycheck, the whole economy suffers. Fewer take-home dollars means fewer purchases, which in turn means a more sluggish economy and slower economic growth. Closing the gender pay gap therefore has the potential to have salutary effects not only for women and their families, but for the nation’s future economic health as well.

Blacks, men, and young people are the demographics most likely to be victims of violent crime (including rape, even when male rape is defined out of existence) <http://www.bjs.gov/content/pub/pdf/cv11.pdf>

51% of private wealth is controlled by women, 85% of purchases are made by women <http://thenextweb.com/socialmedia/2012/01/24/the-top-30-stats-you-need-to-know-when-marketing-to-women/>

Just as you're free to believe it's not hypocritical.