Diversity Council Australia fails to understand ‘diversity’

A brief introduction to the ‘Diversity Council Australia’

“Diversity Council Australia is the only independent, not-for-profit workplace diversity advisor to business in Australia. We offer a unique knowledge bank of research, practice and expertise across diversity dimensions developed over 30 years of operation. In partnership with our members, our mission is to:

  • Lead debate on diversity in the public arena;
  • Develop and promote the latest diversity research, thinking and practice; and
  • Deliver innovative diversity practice resources and services to enable our members to drive business improvement.

DCA provides diversity advice and strategy to over 300 member organisations, many of whom are Australia’s business diversity leaders and biggest employers.”

Further information is available at DCA’s web site/Facebook page/Twitter account and ACNC register entry

The most recent annual report shows income of approx. $1.5 million, of which approx. $1.1 million was generated by annual subscriptions. Although DCA does not appear to the recipient of government grants like so many other feminist organisations, many member organisations are public sector agencies.

The staff at Diversity Council Australia comprise ten caucasians, nine of whom are female … but everyone has different hairstyles. Diversity? Tick. The DCA’s “employee benefits expense” in 2015 totaled $871,798, with “key management personnel” compensation paid or payable being $203,873.

(Just what is it with these feminist organisations who think that gender parity should only be imposed on other peoples businesses or agencies? The Workplace Gender Equality Agency is a classic example, with plenty more here.)

Background to the DCA’s Annual Diversity Debate 2016

Imagine an organisation called the ‘Alternative Diversity Council Australia‘ which organised a debate entitled ‘Is engaging women the game-changer for gender equality?‘ (It sounds a bit condescending to even pose the question, doesn’t it?) Oh, and the organisers decided not to have any feminists on either team. In case their views were a little too, you know, confronting.

Scarcely imaginable right? The organisers of such an event would be torn to shreds in both the mainstream and social media. It just wouldn’t fly.

But thanks to the arrogance and hypocrisy of contemporary feminism all one needs to do is flip genders and everything is magically ok.

And so on the 8 November 2016 Diversity Council Australia convened their Annual Diversity Debate on the topic of engaging men in gender equality.

Let’s consider the definition of ‘diversity‘, which includes:

  1. The state or fact of being diverse; difference; unlikeness: diversity of opinion
  2. Variety; multiformity
  3. The inclusion of individuals representing more than one national origin, colour, religion, socio-economic stratum, sexual orientation, etc.
  4. A point of difference

And so who were the panelists, and just how diverse a group were they? The panelists were Kate Jenkins, Pip Marlow, Stephen Barrow, Clementine Ford, Benjamin Law, and Michael Flood. At first glance similar demographics … but let’s focus on belief systems with regards to gender issues.

Were there any men’s rights activists (‘MRA’) amongst them? Anti-feminists/non-feminists/egalitarians? Nope, they are all self-professed feminists (or perhaps pro-feminist/white knight in the case of Stephen Barrow). Further, at least three of the panellists are virulently anti-MRA.

benlawDoes the panel represent a diversity of perspectives on the issue of gender? Of course it doesn’t. As supporters of the same ideology the panelists represent quite the opposite – they represent a ‘uniformity’ of views.

Further, the invitation to the event sets the parameters of the debate firmly within the realm of feminist-approved topics:

“Progress has been made towards achieving gender equality in the workplace, yet significant issues still remain – such as the persistent gender pay gap, the serious under-representation of women in leadership, and the widespread prevalence of discrimination (for both women and men) when it comes to pregnancy, parental leave or a return to work.”

Now let’s consider the definition of ‘engage‘ (as in ‘engage with men’), which is to:

  1. To occupy the attention or efforts of (men)
  2. To secure for aid, employment, use, etc
  3. To attract and hold fast
  4. To attract or please
  5. To bind as by pledge, promise, contract or oath; make liable
  6. To betroth
  7. To bring troops into conflict

This sounds rather like drafting men into servitude, so perhaps ‘engage’ is not the best term to use here. And indeed, the model of engagement proposed by the ‘yes’ team was very much a one-sided affair. This came as no surprise given the participation of Kate Jenkins, whose predecessor at the Australian Human Rights Commission was Elizabeth Broderick and chief architect of the ‘Champions of Change‘ program.

This component of the feminist vision translates into recruiting men in positions of authority as tools to enhance female privilege through the use of shaming and appeals to chivalry. It does not involve any reciprocal responsibility to listen to, understand, or render assistance to men.

I’d prefer to think that engagement, in the context of the DCA debate, would entail a two-way symbiotic relationship between men and women, with each group listening to/asking questions – and then committing to help one another.

On the contrary, the typical model of feminist interaction when men dare mention issues that detrimentally affect them, is to tell them to STFU and stop being whiny man-babies.

The following posts discuss and provide examples as to how feminists typically engage with men in the real world:

Beware the ire of an angry feminist
On the censorship and erasure of non-feminist perspectives and opinions
Regarding online harassment
A feminist laments: “Why do so few men turn up to hear women speak?”
“I wonder if we men would have behaved the same seeing women at a summit for men?”
White Ribbon Campaign to men: Stand up! Speak up! Shut up!
Regarding the notion of ‘Ironic Misandry’

Put simply, feminists could care less about helping men, excepting perhaps a few exceptions where benefits to men were collateral spin-offs from the primary goal of enhancing the relative position of women.

And let’s not forget the sponsors of the debate: NAB, Optus, Johnson & Johnson, BAE Systems and Boardroom Media. I look forward to seeing these organisations also support causes that benefit the welfare of men and boys, for example the ‘One in Three‘ organisation.

The outcome of the DCA’s 2016 debate

The following image says it all. Audience members left the event even more biased against men than they were when they arrived. That’s some negative outcome. A result that’s hardly likely to accelerate progress re: mutual respect and gender equality, is it? But to the DCA this was a “great night“.

dcadebate

Here are some of the tweets that emerged from the floor of the debate:

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dcadebate3dcadebate4

Was there some way in which DCA might have redeemed this otherwise farcical event? Aside from having a diverse and representative discussion panel? There was one other thing. Readers might have read elsewhere in this blog about the film The Red Pill, and the problems currently being experienced regarding finding screening venues.

Why couldn’t the Diversity Council have organised a screening of The Red Pill as either an adjunct to the debate, or as a subsequent event. What better gesture via which the Council establish credibility, in the broader (non-feminist) community, than to arrange a screening of this notable film concerning issues affecting men and boys.

If the council truly believed in diversity, in gender equality, and in engaging with men … then they should go ahead and walk the walk … engage.

But they don’t. And they won’t. And the gender debate – and the community – is all the poorer as a result.

When banks divert from banking to social engineering

Mid-way through 2015 the ANZ bank in Australia opted to join the chorus of ‘enlightened’ corporate entities banging the feminist drum at their customers expense.

The bank’s first step was to release the ANZ Women’s Report: ‘Barriers to Achieving Financial Gender Equity’. And no, in case you wondered, there is no corresponding ANZ Men’s Report. There never is. This despite the fact that, in this instance, many men also “fall behind and retire in poverty“.

“For many years people have been trying to tackle issues around gender equality by asking men and women to change. This approach will not work.

What we need to do is to look at the systems that are holding women back from achieving their full potential. And when we’re talking about systems we’re referring to structures and practices in our schools, workplaces, businesses and community that reinforce biases. These systems need to be redesigned so they are fairer for women, recognise the unique strengths and talents of both genders, and equally support the success of both genders.”

So apparently we can’t ask women to change what they’re doing, even if it directly contributes to their predicament. Nope, we have to change the “systems“.

Since then various related ‘initiatives’ have emerged such as ideologically correct videos (below), and a decision to contribute an additional $500 into the superannuation accounts of female staff based on the feminist misinterpretation of the gender paygap.

Being unhappy about witnessing this regressive move I contacted the bank, firstly via Twitter and then email, to express my concern and dissatisfaction. Our subsequent email exchange is shown below:

“Thanks for getting in touch with us to provide feedback relating to ANZ Women’s Initiative that was launched on the 29 July 2015. This kind of feedback is valuable to us because it helps us better understand what’s important to our customers. 

ANZ is committed to being a socially responsible bank, and we believe that from time to time we have a responsibility to take action on important social issues. We understand that some of our customers and employees hold different views on our decision to make additional superannuation contributions for our female employees, and we respect your right to hold this view.

Research shows that in Australia, women retire with 47% less superannuation than men – and 1 in 5 women yet to retire has no superannuation at all. This is driven by a range of complex factors.  However, on average women retire earlier and live longer than men, so the importance of having enough superannuation is even greater for women.

ANZ has weighed up all of these factors and is comfortable that the payment to female staff is a positive step that will help women to overcome the gap.

ANZ takes the issue of discrimination very seriously and in developing these new measures considered the relevant Sex Discrimination and Anti-Discrimination Laws. The payment is permitted under Australia’s anti-discrimination laws because it is a “special measure” designed to address this super gap that our research clearly demonstrates between men and women.

Our action has the full support of the Sex Discrimination Commissioner at the Australian Human Rights Commission. The Sex Discrimination Commissioner advised ANZ that, in her view, ANZ’s initiative is consistent with the objects of the Federal Sex Discrimination Act. ANZ has also been given a 10 year exemption from the NSW Anti-Discrimination Commission (because NSW is the only State where the anti-discrimination legislation does not contain a “special measures” exception).

 ANZ views this initiative as a positive step to support women and help close this gap in superannuation savings so they have greater security in retirement. While you may disagree, we do appreciate you taking the time to provide us with this feedback.”

I wrote back to the bank:

“Thank you for your prompt response. I disagree with your rationale for promoting feminist policies at the expense of your customers and shareholders. My original position on this matter remains unchanged and unresolved.

1. Whether women retire with less or nil Super is a reflection of their personal choice. Choice about what type of training they undertook, choice about what field of work in which they seek employment, choice about how much overtime they do, choice about whether they take time out during their careers.

2. Those women who choose to get married often then have the choice to be stay at home mum’s (and be supported by their partner) or not. Most women enter marriage with less assets then their partners, or in debt. Most divorces are initiated by women, who then tend to walk away often with in excess of 50% of their partners assets, even when those assests were accumulated prior to the marriage.

3. The wage gap is a much debunked misrepresentation of the true situation in relation to income received by men and women and cannot be validly used to ‘prove’ gender discrimination. That issue is discussed in this article – http://www.fighting4fair.com/uncategorized/the-myth-of-wage-disparity/

4. Women live longer in large part because disproportionately more is spent on research into womens health and on the treatment of womens health issues, and because men are more likely employed in relatively more stressful and higher risk occupations (one reason why they are, on average, in receipt of higher incomes)

In summary for every disadvantage suffered by women there are benefits or advantages, as is the case for men. Therefore it is inappropriate and discriminatory to single out women for incentives/rewards for real or imagined discrimination faced by them, but at the same time to ignore issues that negatively impact on men.

The fact that the additional payment to women by ANZ was ratified by the former AHRC sex-discrimination commissioner is more a reflection of her partiality and gender bias rather than vindication that ANZ’s policy was truly a fair and appropriate one. That issue is discussed in this article – http://www.fighting4fair.com/uncategorized/gender-bias-at-the-australian-human-rights-commission/

And the bank duly wrote back:

“Thank you for your email and further feedback which has been noted. As your concern is regarding a policy decision made by ANZ, the Customer Advocate will not become involved. It is not the role of the Customer Advocate to review or change a matter that relates to ANZ’s setting of staff benefits. If you wish to escalate your concern you may contact the Financial Ombudsman Service.”

Whereupon I said:

“Thank you for your prompt response but my concerns with ANZ’s decision to re-orientate itself in lockstep with feminism philosophy runs deeper than simply the $500 payment to female staff. In the absence of other options I will now investigate/consider the appropriateness of lodging a submission with the Financial Ombudsman Service”

It’s not just banks doing this … it’s not just about financial benefits … and the implications extend beyond staff of the relevant company

Since forever many companies have wanted to do good in their local communities, or at least be seen to do good. Until recently they were content to do things like sponsor a local football team or make a donation to a charity. Although the worthy causes were usually unrelated to the business of the company, these were small benign gestures that troubled no-one. How quickly that has changed in the space of just a few years.

Now were are seeing companies expend large amounts of money and time on causes that can be polarising and contentious. The implications of adopting (often judgmental) public positions on these issues or causes can flow through to staff, customers, shareholders and then out into the broader community.

With the superannuation issue there was a tangible benefit for staff, well, for some staff. As this trends builds, and with these other issues, there are both carrots and sticks being employed. The sticks can include shunning/shaming or even dismissal for staff who don’t embrace the company line and engage in wrong-think.

Workplace intimidation silences lawyers critical of same-sex marriage (30 August 2017)

“Solicitors have complained of being intimidated at their workplaces if they publicly criticise the endorsement of same-sex marriage by their professional association and law firms … He said it was wrong for the Law Society and the Bar Association to express any view on same-sex marriage because it was peripheral to the central concerns of both organisations.”

The market for virtue: why companies like Qantas are campaigning for marriage equality (28 August 2017)

How James Damore went from Google employee to right-wing Internet hero (12 August 2017)

See also:

NAB promotes #EndToViolence (November 2017) with further details in their web site

Did Westpac just mansplain gender diversity to its competitors? (26 October 2017) Westpac learns, as have countless male feminists, that no matter how much you pander to feminist nonsense, you will still be subjected to harsh criticism.

Westpac under fire over same sex marriage email (5 October 2017)

“Westpac has been forced to defend an email from a staff networking group telling fellow employees to vote Yes in the same-sex marriage survey, erroneously claiming that doing so would prevent 3000 suicides a year”

What? No, Women Shouldn’t Be Paid More Super Than Men, by Corrine Barraclough (26 May 2017)

Why we’re backing women, by Lorraine Murphy, National Australia Bank (6 March 2017)

Young women can budget in the short term but struggle with long-term investments: survey (14 February 2017) A very gynocentric article, but which does support the value of addressing financial literacy/skill to enhance post-retirement financial status.

Banks preaching about gender wage gap myth, by Rita Panahi (28 October 2016)

Female tech leadership to get $1m boost (4 October 2016)

Shareholders slam CBA’s ‘diversity’ bonus (27 September 2016) Australia

It would seem that National Australia Bank has now jumped on the bandwagon (August/September 2016) See below and here. Perhaps trying to regain their feminist cachet after an earlier #fail

nab

I see that both ANZ and NAB have directors on the board of Diversity Council Australia. DCA are, amongst other things, the organisers of this feminist talk-fest planned for November 2016.

CEOs say women will be promoted and men should get used to it or leave (24 August 2016)

Radical proposal to force bosses to fork out extra super for women (3 June 2016)

Angus Aitken out at Bell Potter after ANZ Michelle Jablko email (26 May 2016) with further background to this episode in this interview with Kate Jenkins

Tweet from Paul Edwards, Group GM Corporate Communications at ANZ. So now it’s forbidden to criticise women in the finance sector (misogyny!). In the words of Miranda Devine: “Where is the sexism? You know what damages women? Cheap virtue signalling PC BS like this”

The Superannuation Gender Gap (21 April 2016) Australia. Related reddit discussion thread here

Australian bank buys into the gender pay gap rubbish (9 April 2016) with related Reddit discussion thread here. Note the observation about the Bank disabling comments on their Facebook page and cleansing earlier comments – as feminists are wont to do.

Australian bank ANZs new ad. Pushing the wage gap myth on children (March 2016) Reddit mensrights discussion thread

‘Blatant sexism’: ANZ’s #equalfuture campaign cleared of discriminating against men (4 September 2015)

ANZ pays women extra super (31 August 2015) A very long-running discussion in the Whirlpool online forum

ANZ bank giving female employees an extra $500 to correct gender pay gap (August 2015) Reddit mensrights discussion thread

ANZ Bank launches a super deal for female employees (29 July 2015)

ANZ pushes its new gender diversity measures in national campaign (29 July 2015)

This article suggests that women might be better off considering the impact of financial literacy on their retirement savings, rather than complaining about the wage gap.

#HeForShe: Men pressed into service with nary a hint of ‘quid pro quo’

The last few years have seen a surge of social programs calling on men to step up to the line to perform some pledge or action for the womenfolk. These have been launched by government agencies, pro-feminist not-for-profits and various social media personalities. The foci of these demands for action have related mainly to sexual assault, domestic violence, and employment opportunity.

The #HeForShe hashtag/movement/thing was a reasonably high-profile example of such a campaign from the second half of 2014. The links below provide a small sampling of some of the other campaigns that have been and/or are now taking place:

One Billion Rising, A Call to Men#YouOKSisWhite Ribbon campaignPolished Man, Red my Lips, Beards Against Abuse, Walk a mile in her ShoesWhat Men Can Do, Men Stopping Violence, and #LeanInTogether

walkamileMale Champions of Change (also discussed herehere and here) is a home-grown campaign which has now spawned a ‘Female Champions of Change‘ program. And no, the latter campaign was not intended to provide a corresponding support network to champion the welfare of men. Beyond Australia there is a similar program known as Men Advocating Real Change (MARC), mentioned in this article.

Most of these campaigns have been packaged on the basis of selling a message to the broader community that feminists want to be inclusive and work with men to address shared issues of concern. Perhaps feminists realise they now have a serious image problem, having been stung into action by developments like the #WomenAgainstFeminism movement. The problem though is that beneath the shiny wrapping paper, the nature of the various campaigns runs contrary to any notions of equality, mutual respect or inclusiveness.

Firstly these campaigns all seem to be promoted on the basis of overstating men’s responsibility for both causing, and solving, each particular issue. At the same time they underplay or ignore the accountability of women in contributing to the problem, as well as their own responsibility in relation to undertaking any necessary remedial action.

There seems to be a fundamental hypocrisy associated with a movement that claims that women are strong and equal, yet continually demands that men step up to address women’s apparently helplessness in the face of real or imagined adversity.

Secondly, it is telling that no similar movements have been proposed or created by women to support men. In fact, there is no sense of reciprocity whatsoever. Nor is there generally even any acknowledgement that men might need or deserve similar recognition or support.

It is, in short, very much a one-way street. Given the many areas of relative disadvantage for men and boys this seems grossly inequitable. The underlying factor here is a culture of gynocentrism, explained here, here and here.

Thirdly, and in what must be a soul-destroying experience for the ‘white knights‘ who flutter around these campaigns like moths to a flame, many feminists resent men who openly support these campaigns. Do read this criticism, by a feminist journalist, of an admittedly  ludicrous initiative by male staff of the Australian Department of Foreign Affairs and Trade.

And thus whilst we have one group of feminists demanding that men ‘help’ women, other feminists berate them for interfering in women’s issues and/or for seeking thanks/congratulations for being good. This is apparent, for example, in this Facebook post about a recent campaign known as ‘Red my Lips’ … peruse the bitter and angry comments by feminists and other ‘white knights’ directed at men behind the campaign – and men generally.

Why haven’t the men of Hollywood spoken up? (11 October 2017)

We Need Fraternity Men to Do a Lot More Than ‘Walk a Mile in Her Shoes’ (4 June 2017)

It’s not enough for men to turn up. They have to do the work, by Clementine Ford (13 March 2017)

Men can stop sex-trafficking (20 January 2017)

Why do so few men turn up to hear women speak? (10 March 2016) Australia. And of course no reciprocal expectation on women to attend events addressing male issues (unless to pull fire alarms and disrupt proceedings). See also my related blog post here.

She for He – Part 1 – Introduction (9 March 2016) Video by Canadian Association for Equality

Most disturbing of all are those instances where men are called upon to aid and abet the indoctrination of boys in feminist doctrine as discussed at ‘We must stop indoctrinating boys in feminist ideology‘ (20 July 2015)

Consider next the example of the uproar over University of Tasmania’s ‘women’s officer’ (8 April 2015) Isn’t this also #HeForShe? Why aren’t the women cheering this fellow? Here’s how this story ended – yeah feminism! Further discussion and readers comments here and here

If men owe women chivalry, what do women owe men? (30 November 2015)

NCFM Member Man Up asks Big Brothers Big Sisters of San Diego why they don’t ask women to women up? (25 October 2015)

The 30% Club is coming to Australia, but ‘men speaking for women’ may miss the point (9 March 2015)

Catering to men’s rights is not the point of feminism (15 October 2014) Now that’s telling us! Silly me, I always though feminist was about gender equality

Oh and this is rich. Actress Rose McGowan castigates gay men (“as misogynistic as straight men, or more so“) for not doing more to advance women’s rights in the middle East. More here

We have just seen Julien Blanc tossed out of Australia, a fellow that apparently makes a living running seminars on how to pick up women. I don’t support him or the whole PUA thing, but yet again I can’t help noticing that men were called upon to deal with him.

Still in Australia, ex-Governor-General Dame Quentin Bryce headed a Task Force on Family and Domestic Violence. Submissions to the Inquiry had just closed at the time this article appeared in the pro-feminist Guardian newspaper. It seems that those people who prepared submissions need not have bothered, as Quentin already knew that men were the problem and that the “the key drivers of change should be men and police“. That’s right ladies, no need to lift a finger, off you go and get yourselves a nice cup of tea whilst the menfolk cop all the blame plus the job of making things right.

Michelle Obama urges men at women’s summit to ‘be better’ (14 June 2016) Hmm, I wonder how she would feel if someone got up on a stage and urged black people to ‘be better’? But wait, don’t the klan do that already?

Ooh this is a bit funny naughty – feminists might go blind if they read this

The three reasons I don’t support feminist equality campaigns (13 December 2015)

Why the #YouOKSis “White Feather Campaign” failed … badly (11 December 2014)

White House calls on men to ‘step up’ in sexual assault prevention (19 September 2014) also here

Men have a special privilege of having to help women, I think we should check it (14 February 2015) Article and linked reddit discussion thread

Stella McCartney’s right: Women can use their ‘weakness’ as a form of strength (1 October 2014)

Finally, some blinding irony with the movement called ‘Men Speak Out‘  who “aim to engage men in the process of ending FGM and, on a larger scale, to end violence against women and promote gender equality through a human rights’ approach“. Bearing in mind, of course, the negligible level of interest/activity by feminists in ending the practice of involuntary male circumcision.

wendyT

Specifically on Emma Watson and #HeForShe

Fans rush to Emma Watson’s defence after she’s branded a ‘hypocrite’ and a bad example of feminism for braless magazine cover (3 March 2017) Hypocrisy

Would any women here be interested in a ‘She for He’ campaign? Reddit discussion thread with further discussion here

The Reality of #GiveYourMoneyToWomen (31 May 2015)

Seven things Tony Abbott should start fixing now that he has joined HeforShe (4 March 2015)

Youtube video #1 concerning Emma Watson’s speech (23 September 2014)

Youtube video #2 concerning Emma Watson’s speech (23 September 2014)

Youtube video #3 concerning Emma Watson’s speech (23 September 2014) See feminist reaction in comments section

The five little words that betrayed Emma Watson, by Ally Fogg (23 September 2014)

Janet Bloomfield talks about #HeForShe (23 September 2014) YouTube video

Sorry, Privileged White Ladies, but Emma Watson isn’t a ‘Game Changer’ for Feminism (24 September 2014)

Resurgence of feminists soliciting for male allies (25 September 2014) Reddit mensrights discussion thread

Emma Watson leads the retreat for UN feminism (25 September 2014)

The UN’s risible #HeForShe campaign: Pointless self-flagellation for sex-starved beta males (25 September 2014)

Sorry, Emma Watson, but HeForShe is rotten for men (26 September 2014)

Four reasons I won’t be one of the men signing Emma Watson’s #HeForShe pledge (26 September 2014)

Stefan Molyneux on Youtube about Emma’s speech (29 September 2014)

Emma Watson and the future of feminism (6 October 2014)

#HeForShe was nicely summed up by ‘Mean0Dean0’ in a reddit discussion thread on the matter:

The very concept of “He For She” makes women look like helpless children. This isn’t even “She for She,” implying sisterhood and communal responsibility. This isn’t even “We For She,” which is one-sided and focused on a minority of victims of violence and social problems, but at least community-minded. “He For She” blatantly states that men have all the power (even when they don’t) and that women need men to do their work for them (even when THEY don’t).

It’s regressive and gender-traditionalist and feminist all in one, simultaneously telling women that they can be free to be doctors or lawyers or strippers on poles, so long as big strong men open up all the big heavy doors for them. It’s patronizing to women and insulting to men, and if a man had come up with the hashtag he would have been called out as a patriarchalist traditionalist chauvinist pig. “Let’s help out those less fortunate little ladies, eh guys? Guys???”

Emma Watson – classic hypocrisy (September 2014)

sheforhe heforshe

 

 

 

 

 

Elsewhere in this blog you might also be interested in:

Women are held accountable for … (say hello to the Teflon Gender)
‘Bristly Woman’ campaign launch
Good manners versus chivalry
I thought women were meant to be more empathetic?