Gender Is War

I've been seeing a lot about the Vancouver Rape Relief go fund me and it getting taken down. I want to remind you that when this topic comes up, shove it down their throats that VRR didn't turn away a raped transwoman, they refused to allow that transwoman to be a volunteer for one on one counseling for rape victims.

Let them know that VRR has NEVER not helped transpeople and that all they were doing was protecting their vulnerable, male traumatized patients, for being in one on one rape counseling with a male.

Also let it be known that the BC Supreme Court ruled in VRR's favour stating that keeping those spaces as single sex was perfectly fine as female is a protected class and it's no one's right to enter into those spaces if they are not allowed.

Kimberly Nixon was attempting to volunteer during a time period (1995-2003) where women of the Downtown East Side, where VRR is located, were being hunted by a serial killer (1983-2002).

Robert Pickton

was known to the community of DTES prostituted women working the notoriously dangerous Hastings and Cordoba Strolls. These women also frequented the VRR, which was instrumental in providing them with a safe space.

After the escape of a woman named Stitch from a man she described as a “middle aged white man with long hair”, who took her from the Stroll out into Port Coquitlam, to a pig farm, where he handcuffed her and stabbed her, she alerted the social workers and women’s services in the area... including the VRR, which posted flyers of the description of the individual.

THAT was the community that Kimberly Nixon, a white man with long hair

wanted to work with. He wanted to leave his position at another women’s shelter:

“Nixon had previously received aid and volunteered with Battered Women’s Support Service (BWSS) as well as another halfway house that helped women in crisis”

To work on the front lines with the most disenfranchised and traumatized women in the city, who were currently being hunted by a man with long hair.

And years later, this is what other men with long hair scrawled on that same rape crisis shelter:

God, this one especially.

do you guys seriously think women’s shelters were just HANDED to women, and that we didn’t have to fight for decades for them amongst massive pushback? do you think there wasn’t huge controversy surrounding the first womens’ shelters? do you think there weren’t violent protesters? do you think founders weren’t harassed with rape and death threats? we had to work for ours, you can work for yours.

Just in case they want visuals.

This is a fetish for a lot of males. 

When the shelter told him that because of this they only have female counselors (for the well being of their female rape victims) he sued them for over $7,000. @wellfyoutoo if you really cared about an organization, or the people they help, would you take $7,000 away from them? $7,000 away from women who need it the most? Does that really make it seem like he wanted the position because he cared? 

His actions after being told he couldn’t volunteer there told us everything about his true intentions, and yet the shelter was still punished for making sure that the women they cared for were not victimized or fetishized again. The fact that you see this and the FIRST thing you think to say is “Trans women are women” says a lot about your values. So you agree that TERF is a slur? Do victims of rape and abuse deserve to be called slurs now? 

Here’s a quote from one of the women who works at the shelter addressing the harassment they’ve received:   “The women who come to our support groups are rape victims and battered women,” says Hilla Kerner, VRRWS’s spokeswoman, who has worked at the shelter for 14 years. “One of them said to me, ‘Haven’t we suffered enough?’”

I know people like you tend to be afraid of actually knowing what the hell you talk/cry/whine about, but if you wanted more information here’s a link the the article I pulled the quote from: https://www.nationalreview.com/2019/08/women-only-rape-relief-shelter-defunded-then-vandalized/   if you read it you will see that they actually do try to assist trans women the best they can. 

2° cause transwoman aren’t raped by men?

2. The vast majority of men are straight. Trans women are males. Thus, they’re not at as high a risk of male sexual violence as women. And if they do need shelters then they should put their time money and energy into funding more trans safe shelters (something I would support) rather than putting their energy into killing rats and nailing them to doors, or going to court TWICE to steal over $7,000 from abused women in need.

3. Using your logic, are women’s shelters evil for not allowing men in? Like cis men? What? You don’t want men in female shelters? So now you think ALL men are are just penises wanting to rape women? See? Stupid logic used by stupid people. It doesn’t matter what you identify as. Males are males. Here’s another case of homeless women being sexually harassed by a trans woman (male) in a shelter: https://abc30.com/homeless-women-harassed-in-shower-lawsuit-says/3514544/

4. So we’re just going to ignore the fact that you literally do not care about raped and beaten women being harassed by people just like you? Lmao imagine trying to lecture people on what it means to be a feminist when you literally believe victims of male violence deserve to be harassed and called slurs if they’re afraid to be around males. Absolutely disgusting.

Transwoman = WOMAN

Go get some help. Stop putting words in my mouth. Stop whit the petty insults.

Go read some books.

Educate your self. Be better.

Terf is a slur because people scrawl it on the door of a rape crisis shelter, simply because that shelter wouldn’t allow a male to be a front line intake counselling for traumatized women.

Woman means “adult human female”. “Trans women” are nothing but adult human males who declare themselves that “man, I feel like woman”.

MY PUSSY•MY CHOICE•MY BODY•MY VOICE

There are many other factors that come into play when talking about PAY GAPS: Women have less success in gaining promotions than their male counter parts (and other Glass Ceiling effects), women are dissuaded from higher paying fields (such as STEM fields) through institutional hostility, women are expected to take unpaid maternity leave for child care when men are not (regardless of whether or not they will), women are less successful at salary negotiations and are sometimes even penalized by employers for trying at MUCH higher rates than men, work that is traditionally female dominated being undervalued on a cultural level (women might be cooks, but not chefs; nurses, not doctors; etc.), when women begin to work in traditionally male fields in higher numbers the pay for those fields drop, and men in traditionally female fields tend to be promoted more quickly and get paid more, and a myriad of others.

We know, for example Women need an additional degree in order to make as much as men with a lower degree over the course of a lifetime.A woman would need a doctoral degree, for instance, to earn the same as a man with a bachelor’s degree, and a man with a high school education would earn approximately the same amount as a woman with a bachelor’s degree.

The fact is that women, on average, DO make less than men, and the issue isn’t always direct illegal wage imbalance. The issues are often far more wide reaching and speak to a cultural misogyny that has to be confronted beyond just legislation.

I mentioned maternity leave earlier. (Did you know that the US is one of the only “industrialized countries” in the world to NOT have guaranteed paid parental leave? yeah. That’s fucked up.) The entire notion that women, more so than men, are expected to take off time from work for family is one of those cultural aspects of inequality that I mentioned.

And all this discussion fails to take into account things like disability, trans people, sexuality, and race, which makes all of these issues even more extreme and complicated.

This is a really good article to read for more information:

fandomsandfeminism talked about several of the major contributors to the wage gap, including:

1. Discrimination in promotions

Women are typically overqualified compared to their male counterparts, are promoted less frequently, and are passed over for promotions when they have the same experiences and qualifications as men. For example, white male professors who do the least service and mentoring get promoted the fastest. Female managers are also held to stricter standards for promotion than men. Women with more than a high school education do not leave jobs more frequently than men, and female managers even have slightly lower turnover than male managers.

2. Dissuasion from higher paying fields

Millennial men are less open to accepting women engineers than older men are. Only 41% of millennial men are comfortable with women engineers, compared to 65% of men 65 or older. Women get burned out working in the tech industry because they are underpaid, undervalued, and underappreciated in their Millennial male-dominated fields.

3. Structural disadvantage

Paid family leave is not mandated in the US, but women are more likely to return to work after having a baby when they have paid family leave, and men who take paternity leave spend more time on child care later.

Investing in a universal, free childcare system, in which workers are paid a decent wage, would create 1.65 million jobs and reduce the gender pay gap. Most of the investment would be recouped through increased tax revenues and lower welfare spending. In Canada, women’s participation in the workforce increased substantially above trend levels when marginal taxes and the net costs of child care were reduced.

4. Penalties for negotiating

Both men and women are more likely to rate women as “less nice” and are less interested in working with them if they ask for more money. Women are aware of how they’ll be viewed if they ask for more money, and therefore don’t ask. Women ask for much more money if they’re negotiating for someone else because they don’t have to fear appearing selfish and greedy. Employers outright lie to women more often during negotiations. Furthermore, a recent study in Australia found women ask for pay raises at the same rate as men but receive them less. 19% of women vs. 33% of men got raises when they asked.

5. The devaluing of work associated with women

People view men’s and women’s work differently. There is a tipping point at which men flee an occupation, and in the absence of perfect information, workers take the percentage of female employees as a proxy for an occupation’s prestige. When teaching in the US became female-dominated, the pay decreased. When programming in the US became male-dominated, the pay increased. Doctors save lives and go to school for many years no matter where you are in the world. But in Russia, where doctors are mostly women, they are paid the same wages as secretaries, making about 12,000 US dollars a year. A study of Census data from 1950 to 2000 found that when women enter an occupation in large numbers, that job begins to pay less, even after controlling for a range of factors like skill, race, geography, and occupational crowding.

Men’s low-wage jobs demand far less in terms of skill, education, and certifications than women’s low-wage jobs, yet the male-dominated ones usually have higher hourly pay. Janitors, who are mostly men, make 22 percent more money than maids and housecleaners, who are mostly women, despite the jobs requiring identical skills.

6. Special treatment for men in female-dominated fields

Even in job fields where women dominate, men are paid more for the same roles. Men in nursing outearn women by nearly $7,700 per year in outpatient settings and nearly $3,900 in hospitals in the US after controlling for a large number of variables. Men in female-dominated fields aren’t marginalized at all; they get special treatment, are fast-tracked to the top, and receive preferential hiring (often by other men who were also fast-tracked to the top).

7. Disabled people, trans people, gay people, and people of color also see wage gaps with their more privileged counterparts

There are many other important reasons for the wage gap, including:

8. Pay secrecy

You can’t demand higher pay if you don’t know you’re being underpaid. In the 11 US states where pay secrecy is unlawful, the gender wage gap is smaller. In government jobs, where pay transparency is required, the gender pay gap has shrunk to just 11-13 percent. Unionized workers, who also require pay transparency, have a wage gap of 9 percent.

9. Women’s unpaid labor

Women tend to put in fewer hours of paid work than men, but when unpaid work is added to the equation, women all over the world tend to work slightly more hours per day, per week, and per year than men. Women in the US proportionately still perform much more housework and childcare, such as managing children’s schedules and activities, taking care of sick children, and doing chores, than men. Men still perform only half the housework and childcare that women do. This doesn’t look like it will change soon: Fewer than half of Millennial women believed they’ll handle most of the child care, but two-thirds of their male peers believe their wives will do so. When the time women spend on unpaid work shrinks to three hours a day from five hours, their labor force participation increases 20 percent.

10. Long hours != greater contribution to company

The worth of work should be evaluated by productivity rather than time. Long hours backfire for people and companies. Managers can’t tell the difference between those who worked an 80-hour week and those who pretend to. Pharmacists have one of the smallest wage gaps because the pay is measured by productivity rather than time.

Even in workplaces that offer flexibility, however, women have reported penalties for taking advantage of flexible work options, such as loss of responsibility or longer hours than promised. Flexible work hours will work only if that attitude changes.

The point that “men earn more because they put in more hours at the company” is untrue anyway. The wage gap between women and men remains steady whether we compare employees working 40 hours a week, 41-44 hours a week, 45-49 hours a week, or  50+ hours a week.

11. Motherhood penalty

Women earn 10% less for each child they have, while men earn 6% more for each child they have. Mothers face a lot of stereotypes at work: they get competency ratings 10% lower than other women, and they’re also called back half as often as fathers for jobs. To the contrary, studies have found that moms are more productive workers. The thought-leadership industrial complex has even called having kids a “productivity hack.”

12. Implicit bias

Even after controlling for all variables known to affect earnings, there is still a wage gap of about 6.6% in the US. Accounting for these variables explains only about 60% of the wage gap in the US. In Australia, these factors only account for about 40% of the gap.

There are almost innumerable examples demonstrating implicit gender bias. Resumes with women’s names are given 12% lower starting salaries than the exact same resumes with men’s names. Employers are more likely to hire a male job applicant than a female job applicant with an identical record. Employers reported that the male job applicant had done adequate teaching, research, and service experience compared to the female job applicant with an identical record. If there is only one woman in a pool of candidates, her chances of being hired are statistically zero. Mentoring does not provide the same career benefits to women as men and that women are “championed” less often by senior management for promotions and raises.

Luckily, people can overcome their unconscious biases. Employers for university STEM faculty were 6.3 times more likely to make an offer to a woman candidate when the employers had been presented with an intervention, including discussion of implicit bias. Sadly, women who bring up concerns about diversity in the workplace receive worse evaluations from their bosses than men who bring up the same concerns.

13. Just blatant sexism

Married men with stay-at-home wives are significantly more likely to view women in their workplace unfavorably, are much less likely to take jobs at companies with female board members, and pass over female co-workers for promotions.

Three-quarters of Millennial women anticipate that their careers will be at least as important as their partners, while half the men in their generation expect that their own careers will take priority.

Women are not as respected as men in leadership roles, especially by the men over whom they have a leadership role. Women in leadership positions receive less favorable evaluations because they are perceived to be violating gender norms. Male students systematically overestimate the knowledge of the men in their classes in comparison with the women despite clear evidence of women’s superior class performance.

Millennial men are less open to accepting women leaders than older men are. Only 41% of millennial men are comfortable with women engineers, compared to 65% of men 65 or older. Likewise, only 43% of millennial men are comfortable with women being U.S. senators, compared to 64% of Americans overall. The numbers were 39% versus 61% for women being CEOs of Fortune 500 companies, and 35% versus 57% for president of the United States.

There are many proven ways to reduce the gender wage gap, including:

Mandate paid family leave.

Invest in universal, free childcare, or at least invest in reducing marginal taxes and the net cost of childcare.

Confront implicit bias through training and intervention.

Raise the minimum wage.

Mandate pay transparency.

Prohibit employers from inquiring into prospective employees’ wage histories.

Create more flexibility for jobs by valuing productivity over contact hours.

Remind workers of their rights.

Perform your fair share of unpaid labor.

Change cultural norms so it is more acceptable for moms to work and dads to take care of children.

Support women’s ideas in your workplace. When a female colleague’s point is ignored, pile on and emphasize the point, making sure you acknowledge that it was her idea. When a qualified female colleague is consistently passed over for a promotion, ask your boss to promote her.

Humans are sexually dimorphic. We physically evolved differently because 6.000.000 years ago nature chose “sexual reproduction” for us humans, then the original X mutated into Y to seperate reproduction, as we evolved, we did it differently. Morphology-wise. It built an SRY “master-switch” gene and stuffed it with the Y chromosome and men evolved to aid reproduction. After men evolved from women, they also changed. Women and men have different fat distrubution, different skeletal structures etc. but the biggest reason for the genital difference is because of sexual reproduction and nothing more. It’s a much faster way to adopt and evolve than asexual reproduction. Our brains are our cores to functioning.

There are obviously physiological differences in female and male brains. Such as men’s brains being around 1% bigger to be physically proportionate.

Here’s one of the biggest findings on “brain sex”

 http://biorxiv.org/content/biorxiv/early/2017/04/04/123729.full.pdf

^ You can find the study here.

“The majority of the brains were a mosaic of male and female structures, the team reports online today in the Proceedings of the National Academy of Sciences. Depending on whether the researchers looked at gray matter, white matter, or the diffusion tensor imaging data, between 23% and 53% of brains contained a mix of regions that fell on the male-end and female-end of the spectrum. Very few of the brains—between 0% and 8%—contained all male or all female structures. “There is no one type of male brain or female brain”

“There is no sense in talking about male nature and female nature, there is no one person that has all the male characteristics and another person that has all the female characteristics. Or if they exist they are really, really rare to find.”

(X)

The idea that people have either a “female” or “male” brain is an old one, says Daphna Joel at Tel Aviv University in Israel. “The theory goes that once a fetus develops testicles, they secrete testosterone which masculinises the brain,” she says. “If that were true, there would be two types of brain.”

To test the theory, Joel and her colleagues looked for differences in brain scans taken from 1400 people aged between 13 and 85. The team looked for variations in the size of brain regions as well as the connections between them. In total, the group identified 29 brain regions that generally seem to be different sizes in self-identified males and females. These include the hippocampus, which is involved in memory, and the inferior frontal gyrus, which is thought to play a role in risk aversion.

“There are not two types of brain”

When the group looked at each individual brain scan, however, they found that very few people had all of the brain features they might be expected to have, based on their sex. Across the sample, between 0 and 8 per cent of people had “all-male” or “all-female” brains, depending on the definition. “Most people are in the middle,” says Joel.

This means that, averaged across many people, sex differences in brain structure do exist, but an individual brain is likely to be just that: individual, with a mix of features. “There are not two types of brain,” says Joel.

(X)

Highlights

•Behavioral sex differences have suggested that the hippocampus is sexually dimorphic.

Meta-analysis demonstrates that raw hippocampal volume averages 0.4 cm3 larger in males.However, this sex difference was eliminated in meta-analyses of studies that correct for overall brain volume.

Abstract

Hippocampal atrophy is found in many psychiatric disorders that are more prevalent in women. Sex differences in memory and spatial skills further suggest that males and females differ in hippocampal structure and function. We conducted the first meta-analysis of male–female difference in hippocampal volume (HCV) based on published MRI studies of healthy participants of all ages, to test whether the structure is reliably sexually dimorphic. Using four search strategies, we collected 68 matched samples of males’ and females’ uncorrected HCVs (in 4418 total participants), and 36 samples of male and female HCVs (2183 participants) that were corrected for individual differences in total brain volume (TBV) or intracranial volume (ICV). Pooled effect sizes were calculated using a random-effects model for left, right, and bilateral uncorrected HCVs and for left and right HCVs corrected for TBV or ICV. We found that uncorrected HCV was reliably larger in males, with Hedges’ g values of 0.545 for left hippocampus, 0.526 for right hippocampus, and 0.557 for bilateral hippocampus. Meta-regression revealed no effect of age on the sex difference in left, right, or bilateral HCV. In the subset of studies that reported it, both TBV (g = 1.085) and ICV (g = 1.272) were considerably larger in males. Accordingly, studies reporting HCVs corrected for individual differences in TBV or ICV revealed no significant sex differences in left and right HCVs (Hedges’ g ranging from + 0.011 to − 0.206). In summary, we found that human males of all ages exhibit a larger HCV than females, but adjusting for individual differences in TBV or ICV results in no reliable sex difference. The frequent claim that women have a disproportionately larger hippocampus than men was not supported.

 (X)

Only 8% of brains are segregated as

|♂️MALE♂️|♀️FEMALE♀️|

apart from that, This only shows brain structure. Literally that. Nothing more. Everything else is classified as gender. Your “female brain” does not come with an innate desire to shave your legs. Brain mapping does not equal behaviour. It’s gender, socially constructed and varies between time periods and cultures. Not only that, but y'all literally ask me to just eat the bullshit you try to sell me? Female and male brain aka: brains who belong to people. nothing more. If you’re a female you have a female brain. if you’re a male you have a male brain. By looking to the statistics, a “"cis”“ woman could have a “most” male brain, does this make her a man? No, because it’s HER brain. Simple. This is the ultimate truth and there’s nothing beyond it. Your “birds have Z chromosomes so a man in an dress is a woman” argument is factually wrong.

Let’s see more dimorphism: Fat tissue:

more dimorphism: Skulls

women and men are built differently. humans differ in bodies, not so much in the biological cores aka brains. My point is, gender itself is a pointless binary that keeps you back from existing as yourself.

If you goal is to love yourself, then your focus is directed inward toward yourself, and you end up constantly watching yourself from the outside, disconnected, trying to summon the “correct” feelings towards yourself or fashion yourself into something you can approve of.

If your goal is to love being yourself, then your focus is directed outward towards life, on living and making decisions based on what brings you pleasure and fulfillment.

In the span of 3 days, the FBI and local authorities across the country say they saved 84 minors from sex trafficking and arrested 120 sex traffickers as part of a nationwide effort to stop underage human trafficking.