Brogrammers

“Death by HR” – High Tech Threatened by Social Justice Activists

Fantasy Gains from Inclusion (Intel Corporation)

Fantasy Gains from Inclusion (Intel Corporation)

But pressure to hire more minorities and women in tech has existed at least since Jesse Jackson’s first run at it in 1999.[1] Why is resistance crumbling almost twenty years later?

First, today’s high tech is more software than hardware, with a new generation of executives more willing to appease the activists. Most people in the industry want to be sure women and minorities are fairly treated and feel welcomed, and the networked activists can quickly trash your public image if you cross them. So appeasing donations and lip service are the most common responses by today’s execs.

Another new factor is the hardcore third-wave feminists and “critical race theory”-trained products of academia that are making activism their life’s work. Many college students are adopting the victim culture and identities as protectors of the weak—women, plus transgender and all the other flavors of other. These newer, mostly upper-class-academic activists are besieging the older engineer-dominated companies as well as the new software giants. The culture wars, where activists infiltrate one cultural area after another then try to demonize and expel any conservatives that remain, have reached the gates of high tech.

“Gamergate” was a skirmish in the culture war; computer gaming companies with corrupt relationships to game-reviewing magazines and sites came under fire from gamers, and a full-scale battle between social justice activists and gamers who wanted their games built for fun and not political correctness began. There were well-publicized nasty trolling tactics on all sides (though the activists had more friends in the media to promote their story), and at one point the gamergaters persuaded many advertisers to cancel ads in the offending publications. Intel cancelled some of their ad support, then was subjected to activist attacks. To defuse the issue, Intel pledged $300 million to activist groups.[2] Shortly thereafter, Intel cancelled its sponsorship of the (merit-based) Science Talent Search and cut budgets in research and administration by… $300 million.[3]

Online swarming now results in censorship of speech disagreeing with these activists. One article was withdrawn by Forbes online after activist swarming because it denied that diversity in high tech was a problem. This was an instance of kafkatrapping, a mechanism for repressing all contrary thought by labelling anyone who speaks it as racist, sexist, or homophobic — your denial of base motives for disagreement with the activist point of view means you are what you deny, and your speech is hate speech to be suppressed.[4] Badthink must be stamped out so that Goodthink will prevail. The article in question was so extreme:

Repeat after me: there is no “diversity crisis” in Silicon Valley. None. In fact, there is no crisis at all in Silicon Valley. Silicon Valley is doing absolutely gangbusters. Apple has $200 billion in cash reserves and equivalents—and a market valuation of about $630 billion. Amazing. Facebook now garners a billion daily users. This is a nearly unfathomable number. Google is worth nearly $450 billion and has $70 billion in cash on hand.

This is not a crisis. Silicon Valley is swimming in money and in success. Uber is valued at around $50 billion. Companies like Airbnb are remaking travel and lodging. Intel is moving forward into the global Internet of Things market. South Korea’s Samsung just opened a giant R&D facility in the heart of Silicon Valley. Google and Facebook are working to connect the entire world. Netflix is re-making how we consume entertainment.

Silicon Valley is home to the next phase of the global auto industry. Fintech and biotech are transforming banking and medicine. The success of Silicon Valley is not due to diversity—or to any bias. Rather, to brilliance, hard work, risk taking, big ideas and money.

Want to be part of this? Great! Follow the example of the millions who came before you. Their parents made school a priority. They took math and science classes, and did their homework every night. They practiced ACT tests over and over. They enrolled in good schools… They took computer programming, engineering, chemistry—hard subjects that demand hard work. They then left their home, their family, their community, and moved to Silicon Valley. They worked hard, staying late night after night. They didn’t blog, they didn’t let their skills go stale, they didn’t blame others when not everything worked out exactly as hoped….

From all over the world, from Brazil and Canada, Nigeria, Pakistan, Russia, Norway, Egypt, fellow humans come to Silicon Valley to work, create, succeed. And they do. Silicon Valley is extremely diverse.

Of course, the iPhone wasn’t created because of diversity. Nor was Google. Nor Facebook, nor the computer chip, nor the touchscreen. They were created because a small band of super-smart people who worked very hard to create something better than existed before….

Silicon Valley doesn’t just create greatness, it’s probably the most open, welcoming, meritocratic-based region on the planet. Anecdotal evidence strongly suggests that disproportionately more Chinese, Indians, and LGBQT succeed in Silicon Valley than just about any place in America. Guess what? Everyone earned their job because of their big brains and ability to contribute.

Is that you? Then come here! It’s an amazingly inclusive place.

But be sure to bring your computer science degree, your engineering degree, your proven set of accomplishments. Be sure you are prepared to sacrifice “fun” for long hours and hard work. Offer proof of how well you did in school, in math, in physics. These matter dearly as they are fundamental to what makes Silicon Valley succeed.

Silicon Valley is not perfect. It’s certainly no utopia. But if you aren’t able to make it here, it’s almost certainly not because of any bias. Rather, on your refusal to put in the hard work in the hard classes, and to accept all the failures that happen before you achieve any amazing success….[5]

The coiner of the term kafkatrapping, Eric S. Raymond, was a pioneer in open-source development, where widely-dispersed programmers working together build a software project which is free to use, change, or incorporate into larger systems. One of the earliest and most famous of such projects was Linux, an open-source version of Unix originated by Linus Torvalds. Open-source projects have been infiltrated by online activists and “codes of conduct” that let them expel less politically-sensitive participants have been added. Linus himself was threatened by the activists.[6]

Another example of the activist entryists’ pressure tactics from Raymond’s blog (emphasis added):

The hacker culture, and STEM in general, are under ideological attack. Recently I blogged a safety warning that according to a source I consider reliable, a “women in tech” pressure group has made multiple efforts to set Linus Torvalds up for a sexual assault accusation. I interpreted this as an attempt to beat the hacker culture into political pliability, and advised anyone in a leadership position to beware of similar attempts.

Now comes Roberto Rosario of the Django Software Foundation. Django is a web development framework that is a flourishing and well-respected part of the ecology around the of the Python language. On October 29th 2015 he reported that someone posting as ‘djangoconcardiff’ opened an issue against pull request #176 on ‘awesome-django’, addressing it to Rosario. This was the first paragraph.

Hi, great project!! I have one observation and a suggestion. I noticed that you have rejected some pull requests to add some good django libraries and that the people submitting thsoe pull requests are POCs (People of Colour). As a suggestion I recommend adopting the Contributor Code of Conduct (http://contributor-covenant.org) to ensure everyone’s contributions are accepted regarless [sic] of their sex, sexual orientation, skin color, religion, height, place of origin, etc. etc. etc. As a white straight male and lead of this trending repository, your adoption of this Code of Conduct will send a loud and clear message that inclusion is a primary objective of the Django community and of the software development community in general. D.

The slippery, Newspeak-like quality of djangoconcardiff’s “suggestion” makes it hard to pin down from the text itself whether he/she is merely stumping for inclusiveness or insinuating that rejection of pull requests by “persons of color” is itself evidence of racism and thoughtcrime.

But, if you think you’re reading that ‘djangoconcardiff’ considers acceptance of pull requests putatively from “persons of color” to be politically mandatory, a look at the Contributor Covenant he/she advocates will do nothing to dissuade you. Paragraph 2 denounces the “pervasive cult of meritocracy”. [Update: The explicit language has since been removed. The intention rather obviously remains]

It is clear that djangoconcardiff and the author of the Covenant (self-described transgender feminist Coraline Ada Ehmke) want to replace the “cult of meritocracy” with something else. And equally clear that what they want to replace it with is racial and sexual identity politics.

Rosario tagged his Twitter report “Social Justice in action!” He knows who these people are: SJWs, “Social Justice Warriors”. And, unless you have been living under a rock, so do you. These are the people – the political and doctrinal tendency, united if in no other way by an elaborate shared jargon and a seething hatred of [the]“white straight male”, who recently hounded Nobel laureate Tim Hunt out of his job with a fraudulent accusation of sexist remarks.

I’m not going to analyze SJW ideology here except to point out, again, why the hacker culture must consider anyone who holds it an enemy. This is because we must be a cult of meritocracy. We must constantly demand merit – performance, intelligence, dedication, and technical excellence – of ourselves and each other.

Now that the Internet—the hacker culture’s creation!—is everywhere, and civilization is increasingly software-dependent, we have a duty, the duty I wrote about in Holding Up The Sky. The invisible gears have to turn. The shared software infrastructure of civilization has to work, or economies will seize up and people will die. And for large sections of that infrastructure, it’s on us—us!—to keep it working. Because nobody else is going to step up.

We dare not give less than our best. If we fall away from meritocracy—if we allow the SJWs to remake us as they wish, into a hell-pit of competitive grievance-mongering and political favoritism for the designated victim group of the week—we will betray not only what is best in our own traditions but the entire civilization that we serve.

This isn’t about women in tech, or minorities in tech, or gays in tech. The hacker culture’s norm about inclusion is clear: anybody who can pull the freight is welcome, and twitching about things like skin color or shape of genitalia or what thing you like to stick into what thing is beyond wrong into silly. This is about whether we will allow “diversity” issues to be used as wedges to fracture our community, degrade the quality of our work, and draw us away from our duty.

When hackers fail our own standards of meritocracy, as we sometimes do, it’s up to us to fix it from within our own tradition: judge by the work alone, you are what you do, shut up and show us the code. A movement whose favored tools include the rage mob, the dox, and faked incidents of bigotry is not morally competent to judge us or instruct us.

I have been participating in and running open-source projects for a quarter-century. In all that time I never had to know or care whether my fellow contributors were white, black, male, female, straight, gay, or from the planet Mars, only whether their code was good. The SJWs want to make me care; they want to make all of us obsess about this, to the point of having quotas and struggle sessions and what amounts to political officers threatening us if we are insufficiently “diverse”.

Think I’m exaggerating? Read the whole djangoconcardiff thread. What’s there is totalitarianism in miniature: ideology is everything, merit counts for nothing against the suppression of thoughtcrime, and politics is conducted by naked intimidation against any who refuse to conform. Near the end of the conversation djangoconcardiff threatens to denounce Rosario to the board of the Django Software Foundation in the confused, illiterate, vicious idiom of an orc or a stormtrooper.

It has been suggested that djangoconcardiff might be a troll emulating an SJW, and we should thus take him less seriously. The problem with this idea is that no SJW disclaimed him–more generally, that “Social Justice” has reached a sort of Poe’s Law singularity at which the behavior of trolls and true believers becomes indistinguishable even to each other, and has the same emergent effects.

In the future, the hacker whose community standing the SJWs threaten could be you. The SJWs talk ‘diversity’ but like all totalitarians they measure success only by total ideological surrender – repeating their duckspeak, denouncing others for insufficient political correctness, loving Big Brother. Not being a straight white male won’t save you either – Roberto Rosario is an Afro-Hispanic Puerto Rican.

We must cast these would-be totalitarians out–refuse to admit them on any level except by evaluating on pure technical merit whatever code patches they submit. We must refuse to let them judge us, and learn to recognize their thought-stopping jargon and kafkatraps as a clue that there is no point in arguing with them and the only sane course is to disengage. We can’t fix what’s broken about the SJWs; we can, and must, refuse to let them break us.[7]

Raymond’s post is the distilled essence of commitment to engineering excellence and equal opportunity. His opponents are the people trying to tear down standards and replace them with identity politics, tribalists who don’t understand how to make the pie but want to get pieces for their friends.

Victim culture identity politics is a US-centric movement promoting narrower and narrower minorities as victims. The earlier Jesse Jackson-style affirmative action movement was supposed to get blacks and women into higher-paying, powerful positions in tech — but most tech companies are worldwide in scope and hiring, and it makes little sense for them to represent local population distributions. Silicon Valley is much more top-heavy with Asians than with white males:

[Most articles on tech diversity say] the biggest tech companies in Silicon Valley are overwhelmingly white and male. While blacks and Latinos comprise 28 percent of the US workforce, they make up just 6 percent of Twitter’s total US workforce and six percent of Facebook employees.

Of course this is just a lie. Very few people would say a workforce that is 50 to 60 percent white, true of both Google and Microsoft, is “overwhelmingly white.” In fact, it’s less non-Hispanic white than the US labor force as a whole. I’ve linked to statistics in this very piece. They take about 10 seconds of browsing search queries to understand this.

But you don’t need to know statistics. Eat at a Google cafeteria. Or walk around the streets of Cupertino. There is no way that one can characterize Silicon Valley as overwhelmingly white with a straight face. Silicon Valley is quite diverse. The diversity just happens to represent the half of the human race with origins in the swath of territory between India and then east and north up to Korea.

The diversity problem isn’t about lack of diversity. It is about the right kind of diversity for a particular socio-political narrative. That’s fine, but I really wish there wasn’t this tendency to lie about the major obstacle here: people of Asian origin are 5% of the American work force, but north of 30% in much of the Valley. If you want more underrepresented minorities hiring fewer of these people would certainly help. In particular the inflow of numerous international talent coming from India and China could be staunched by changes to immigration law.

But these are international companies. Though they genuflect to diversity in the American sense (blacks and Latinos), ultimately they’ll engage in nominal symbolic tokenism while they continue on with business, with an increasingly ethnically Asian workforce and and increasingly Asian economic focus. Meanwhile, the press will continue to present a false caricature of a white workforce because that’s a lot more of a palatable bogeyman than Asian Americans and international tech migrants, and the liberal reading public seems to prefer the false narrative to engaging with reality.[8]

Money and power are being created by disciplined, organized hard work in one of the few US-based growth industries left, the connected computers that make up the Internet and allow cellphone apps to do the world’s business. Political parasites are trying very hard to gain entry and position themselves to feed from the resources others generated. While it may seem harmless to throw activists a bone—and Silicon Valley really does want more excellent minorities and women!—feeding the activists only lets them gather more allies to return to demand more. And when they gain power, all of us lose.


[1] “Jesse’s New Target: Silicon Valley,” by Roger O Crockett, Bloomberg, July 11, 1999. http://www.bloomberg.com/news/articles/1999-07-11/jesses-new-target-silicon-valley
[2] “Intel pledges $300 million to improve diversity in tech,” by Andrew Cunningham, January 6, 2015. http://arstechnica.com/business/2015/01/intel-pledges-300-million-to-improve-diversity-in-tech/
[3] “Intel plans job cuts across the company, internal memo says,” by Mike Rogoway, The Oregonian, June 4, 2015. http://www.oregonlive.com/silicon-forest/index.ssf/2015/06/intel_facing_disappointing_sal.html
[4] “Kafkatrapping,” by Eric Raymond, Armed and Dangerous, July 18, 2010. ““Your refusal to acknowledge that you are guilty of {sin, racism, sexism, homophobia, oppression…} confirms that you are guilty of {sin, racism, sexism, homophobia, oppression…}.” http://esr.ibiblio.org/?p=2122
[5] “There Is No Diversity Crisis in Tech,” by Brian Hall, censored at Forbes online but republished by Techraptor.net, October 7, 2015. https://techraptor.net/content/there-is-no-diversity-crisis-in-tech-by-brian-hall
[6] “From kafkatrap to honeytrap,” by Eric Raymond, Armed and Dangerous, November 3, 2015. http://esr.ibiblio.org/?p=6907
[7] “Why Hackers Must Eject the SJWs,” by Eric S. Raymond, Armed and Dangerous, November 13, 2015. http://esr.ibiblio.org/?p=6918
[8] “Silicon Valley Has an Asian-people Problem,” by Razib Khan, The Unz Review, February 6, 2016. http://www.unz.com/gnxp/silicon-valley-has-an-asian-people-problem/


Death by HR: How Affirmative Action Cripples Organizations

[From Death by HR: How Affirmative Action Cripples Organizations,  available now in Kindle and trade paperback.]

The first review is in: by Elmer T. Jones, author of The Employment Game. 

Corporate HR Scrambles to Halt Publication of “Death by HR”

Nobody gets a job through HR. The purpose of HR is to protect their parent organization against lawsuits for running afoul of the government’s diversity extortion bureaus. HR kills companies by blanketing industry with onerous gender and race labor compliance rules and forcing companies to hire useless HR staff to process the associated paperwork… a tour de force… carefully explains to CEOs how HR poisons their companies and what steps they may take to marginalize this threat… It is time to turn the tide against this madness, and Death by HR is an important research tool… All CEOs should read this book. If you are a mere worker drone but care about your company, you should forward an anonymous copy to him.

 


More reading on other topics:

The Great Progressive Stagnation vs. Dynamism
Death by HR: How Affirmative Action is Crippling America
Death by HR: The End of Merit in Civil Service
Corrupt Feedback Loops: Public Employee Unions
Death by HR: History and Practice of Affirmative Action and the EEOC
Civil Service: Woodrow Wilson’s Progressive Dream
Bootleggers and Baptists
Corrupt Feedback Loops: Justice Dept. Extortion
Corrupt Feedback Loops, Goldman Sachs: More Justice Dept. Extortion
Death by HR: The Birth and Evolution of the HR Department
Death by HR: The Simple Model of Project Labor

On Affirmative Action and Social Policy:

Affirmative Action: Chinese, Indian-Origin Citizens in Malaysia Oppressed
Affirmative Action: Caste Reservation in India
Diversity Hires: Pressure on High Tech<a
Title IX Totalitarianism is Gender-Neutral
Public Schools in Poor Districts: For Control Not Education
Real-Life “Hunger Games”: Soft Oppression Destroys the Poor
The Social Decay of Black Neighborhoods (And Yours!)
Child Welfare Ideas: Every Child Gets a Government Guardian!
“Income Inequality” Propaganda is Just Disguised Materialism

“Death by HR” – High Tech Under Diversity Pressure

Jesse Jackson at Intel - photo Recode/PushTECH2020

Jesse Jackson at Intel – photo Recode/PushTECH2020

[An abridged chapter from Death by HR: How Affirmative Action Cripples Organizations,  available now in Kindle and trade paperback.]

The culture difference between HR staff and the rest of the workforce causes problems in many industries, but it’s worst in high tech. While successful companies like Apple, Google, and Facebook started their HR departments with technology-savvy people, even they eventually succumbed to the bureaucratic disease — with newer HR staff more similar to the risk-averse, non-business-oriented sorts seen elsewhere. It takes constant CEO attention to keep HR from drifting toward bureaucratic focus on process and not results.

Bob Cringely has been observing and writing about the PC world since early days, with his “Notes From the Field” column in InfoWorld from 1987 to 1995, and a now-dated but still historically interesting book, Accidental Empires: How the Boys of Silicon Valley Make Their Millions, Battle Foreign Competition, and Still Can’t Get a Date. His article “The Enemy in HR” gets directly to the heart of the problem of HR in Silicon Valley. He starts off wondering why companies claim there’s a shortage of IT workers requiring large numbers of foreign workers to be admitted under H1-B visas to fill the need, while at the same time hundreds of thousands of (mostly male, mostly older, experienced) unemployed IT workers can’t get an interview. What could it be? He states the basic thesis of this book in a few paragraphs:

…we can start by blaming the Human Resources (HR) departments at big and even medium-sized companies. HR does the hiring and firing or at least handles the paperwork for hiring and firing. HR hires headhunters to find IT talent or advertises and finds that talent itself. If you are an IT professional in a company of almost any size that has an HR department, go down there sometime and ask about their professional qualifications. What made them qualified to hire you?

You’ll find the departments are predominantly staffed with women and few, if any, of those women have technical degrees. They are hiring predominantly male candidates for positions whose duties they typically don’t understand. Those HR folks, if put on the spot, will point out that the final decision on all technical hires comes from the IT department, itself. All HR does is facilitate.

Not really. What HR does is filter. They see as an important part of their job finding the very best candidates for every technical position. But how do you qualify candidates if you don’t know what you are talking about? They use heuristics—sorting techniques designed to get good candidates without really knowing good from bad.

Common heuristic techniques for hiring IT professionals include looking for graduates of top university programs and for people currently working in similar positions at comparable companies including competitors. The flip side of these techniques also applies—not looking for graduates of less prestigious universities or the unemployed.[1]

Software and hardware engineering work is as far from liberal arts-communications-psychology as it is possible to be, revolving around hard math, heavy-duty abstract reasoning, and specialized language often impenetrable to outsiders. So typical HR staff don’t understand the work or the distinguishing characteristics of the most productive workers in the field. A software genius may be inattentive to details of personal hygiene — and the HR staffer who interviews him may conclude from his smell that he’s sloppy and undisciplined, and will cause interpersonal issues. Many of the best have Asperger’s Syndrome, which could be summed up as deep focus on order and details of problem domains while lacking abilities to communicate or sense the feeling of others through the normal signalling.[2] These are the people who get into trouble with modern feminists because they are clumsy and will continue to crudely pursue sexual come-ons when a woman has signalled disinterest; they are no more likely than anyone else to sexually assault a woman, but modern feminists believe unwanted attention from a male is tantamount to sexual assault — if it makes someone uncomfortable, it should be a firing offense. Female HR staff are likely to find such men unattractive and screen them out as not fitting in.

Meanwhile, hiring managers are more likely to understand the type, and that careful management — hiding the socially-inept from customers and outsiders, and feeding them the hardest problems to solve — can make these people a key strength for the organization. It may become necessary for executive management to make it clear to HR that Asperger’s (under the current DSM-5 terminology, a form of Autism Spectrum Disorder[3]) is a recognized disability and that the Americans with Disabilities Act (ADA) requires employers to provide these disabled men with “reasonable accommodations” — special treatment recognizing that they need support to be effective workers with their disability. This puts HR staff on notice that they would be violating the law if they continue to discriminate against the apparently insensitive, overly-focused males the company badly needs to do the most difficult programming jobs!

That warning in place, HR staff will come to see both easily-offended women and socially-obtuse men as victims to be protected. Which would be an improvement over current practice, where a few complaints of bad behavior can get a man fired when no actual malice or assault was intended. Everyone in the workplace should feel safe from sexual pressure and physical assault, but not to the point where perceived rudeness or insensitivity gets you fired, or some of the industry’s best workers will be exiled.

Silicon Valley is a magnet for technologists from around the world, and the resulting engineering workforce is skewed toward men, Asians, Indians, and a scattering of Europeans all attracted by the prospect of working with the world’s best people for some of the world’s highest rewards. Early on, PC and microprocessor companies resembled the defense contractors of the Valley, mostly white male engineering staff and more diverse support staff. As engineers from elsewhere moved to take jobs in the Valley, they brought wives and family, and many of the wives began work in support positions like accounting and HR. Today, despite all their efforts to recruit more women and minorities, an exemplary company like Apple reports their engineering staff is still 77% male[4], and that includes a lot of less focused, more routine positions like release management and QA testing support which usually have more women. Meanwhile, overall diversity numbers have been improved by hiring more women and minorities in support, sales, and HR.

Silicon Valley continues to passively resist pressures to hire based on diversity goals rather than competence. Management understands that engineering excellence can’t be compromised away without destroying their company’s competitive edge, and promotes diversity recruitment efforts to find capable minorities for core engineering work as well as secondary roles like testing and maintenance the best engineers find unexciting. And still the resulting numbers fail to come close to the US population’s minority percentages, with Asians, whites, and males over-represented. So the pressure continues:

Two years ago, the Rev. Jesse Jackson set his sights on Silicon Valley. He promised to push tech companies and venture capital firms to prioritize diversity and inclusion, and to add more employees from historically underrepresented groups like women and people of color.

But the progress he’d hoped for hasn’t happened yet, and Jackson is growing restless. On Friday, as Jackson’s Rainbow Push Coalition held a conference in San Francisco where industry leaders joined local groups and activists to discuss diversity, Silicon Valley and what new initiatives may help close the gap. The Rainbow Push Coalition also introduced several programs of its own. Hire and Invest Oakland, aimed at engaging tech companies based in or moving into the East Bay, would encourage companies like Pandora and Uber to work with local organizations when hiring workers and looking for merchants. Several such Oakland organizations were on hand Friday to make their presence known to tech leaders.

“You would think companies that have been around for a while, since the 1990s, would not be where they are when it comes to diversity because they’ve had time to catch up,” Jackson said. “But the good news is there’s time now to catch up, and it will open up a whole new world of opportunity.”

…Pressure to boost diversity at tech companies and remain publicly accountable by disclosure of companies’ personnel data has grown over the past several years. Several firms—including Airbnb, Dropbox, Pinterest, Twitter and Yelp—even hired individuals to oversee and coordinate diversity efforts. Others have begun offering implicit-bias training to their employees or broadening their corporate definition of diversity to include intersectional identities—how various attributes combine to create unique experiences for certain people. Earlier this year, group-chat company Slack updated its diversity report to include more intersectional data on women of color and LGBT people.

Intel CEO Brian Krzanich, who announced last year that the company would improve its diversity to reflect the percentage of women and underrepresented minorities in the United States by 2020, and pledged $300 million to aid in the effort, acknowledged at the Rainbow Push conference Friday that the company has received criticism for its outspoken commitment to diversity, according to reports.

“There’s no reason why there cannot be a change now,” Jackson said. “When I think about this culture of exclusion and how unchallenged it has been for so long—we need to end that. There’s responsibility at every level, and we all need to apply social pressure to change things because this is the future: America cannot improve without fully realizing its assets. Imagine baseball without Jackie Robinson. That’s where we are.”[5]

Or imagine fashion design firms required to recruit straight men, or basketball teams required to include more Asians. There are many excellent female and minority engineers, but for a wide variety of cultural and possibly innate reasons, there are not as many as you would expect if talent and interest in the field was uniformly distributed through the population. Decades of special efforts to promote STEM studies and careers for women and minorities has done about as much as is possible to encourage those who want to succeed in it. Forcing equal representation means forcing less qualified, less accomplished employees on some of our key technology leaders, damaging their ability to stay ahead of overseas competition.

Note in the story quoted above the payoffs made to affiliates of Jesse Jackson’s PUSH and minority nonprofit organizations. Activists have learned to make their daily bread by threatening boycotts and lawsuits, then accepting instead payoffs to keep their paychecks going while they pretend to work on the never-ending problems they claim they want to fix. The extortionate style relies on threats of public shaming and political difficulties if targeted companies don’t meet his demands:

The responses [to Jesse Jackson’s PUSH efforts] by these information technology leaders could have been predicted. Management at eBay had nothing overt to say, which amounts to tacit agreement. More telling was the response by Google. In exchange for Jackson’s demand for the company to release employee demographic data on its U.S. work force, David Drummond, chief legal officer (who, like Jackson, is black), promised that his company would release the numbers. He didn’t take very long to deliver. Yesterday, the company issued a report on workforce diversity showing about 60 percent of Google employees are white and 30 percent are Asian (apparently not all racial minorities arouse Jackson’s sympathies). Laszlo Bock, Google’s senior vice president for public relations, also wrote in a blog: “Put simply, Google is not where we want to be when it comes to diversity, and it’s hard to address these kinds of challenges if you’re not prepared to discuss them openly, and with the facts.” Facebook also gave in, adopting a feckless “we’re really, really trying” line. COO Sheryl Sandberg explained in writing: “We have built a number of great partnerships, groups like the National Society of Black Engineers, the Hispanic Alumni of Georgia Tech, Grace Hopper Celebration of Women in Computing, and Management Leadership of Tomorrow. And these partnerships have been great because they are really helping us get great candidates and reach out.”

Jackson’s IT gambit has been all over the map this year. Earlier this year, he wrote a letter to tech companies, including Apple, Facebook, Google, Hewlett-Packard, and Twitter, replete with his familiar hectoring style. On March 19, he showed up at the Hewlett-Packard shareholders meeting at the Santa Clara Convention Center to skewer CEO Meg Whitman and her company’s record on minority hiring. And just two days ago, appearing on CNBC, Jackson denounced information technology firms for their lack of “diversity.”[6]

It is far safer and easier to pay off the diversity blackmailers rather than meeting their hiring demands, and such donations to educational and recruitment efforts for minorities are socially positive and build goodwill. It’s better to pay this “diversity tax” outright than to compromise your core engineering, sales, and marketing teams with deadwood employees. If the pressure increases, managements may place more diverse hires in less critical areas, judging this to be the least harmful way of making their numbers look better. But employees that aren’t the best you can find for the position impose a greater cost than just their salaries—their presence signals to everyone in the company that excellence has been subordinated to political pressure, and that appeasing the diversity activists is more important than customers or markets. And this damages the morale of those who are working hardest and have sacrificed the most to be at the center of the company’s production.

One curmudgeon who openly resisted these kinds of demands, T.J. Rodgers of Cypress Semiconductors, famously wrote a letter to crusading nuns who had pressed for women and minority board members:

The semiconductor business is a tough one with significant competition from the Japanese, Taiwanese, and Koreans. There have been more corporate casualties than survivors. For that reason, our Board of Directors is not a ceremonial watchdog, but a critical management function. The essential criteria for Cypress board membership are as follows:

◆ Experience as a CEO of an important technology company.

◆ Direct expertise in the semiconductor business based on education and management experience.

◆ Direct experience in the management of a company that buys from the semiconductor industry.

A search based on these criteria usually yields a male who is 50-plus years old, has a Masters degree in an engineering science, and has moved up the managerial ladder to the top spot in one or more corporations. Unfortunately, there are currently few minorities and almost no women who chose to be engineering graduate students 30 years ago. (That picture will be dramatically different in 10 years, due to the greater diversification of graduate students in the ’80s.) Bluntly stated, a “woman’s view” on how to run our semiconductor company does not help us, unless that woman has an advanced technical degree and experience as a CEO. I do realize there are other industries in which the last statement does not hold true. We would quickly embrace the opportunity to include any woman or minority person who could help us as a director, because we pursue talent—and we don’t care in what package that talent comes.

I believe that placing arbitrary racial or gender quotas on corporate boards is fundamentally wrong. Therefore, not only does Cypress not meet your requirements for boardroom diversification, but we are unlikely to, because it is very difficult to find qualified directors, let alone directors that also meet investors’ racial and gender preferences.

I infer that your concept of corporate “morality” contains in it the requirement to appoint a Board of Directors with, in your words, “equality of sexes, races, and ethnic groups.” I am unaware of any Christian requirements for corporate boards; your views seem more accurately described as “politically correct,” than “Christian.”

My views aside, your requirements are—in effect—immoral. By “immoral,” I mean “causing harm to people,” a fundamental wrong. Here’s why:

I presume you believe your organization does good work and that the people who spend their careers in its service deserve to retire with the necessities of life assured. If your investment in Cypress is intended for that purpose, I can tell you that each of the retired Sisters of St. Francis would suffer if I were forced to run Cypress on anything but a profit-making basis. The retirement plans of thousands of other people also depend on Cypress stock—$1.2 billion worth of stock—owned directly by investors or through mutual funds, pension funds, 401k programs, and insurance companies…. Any choice I would make to jeopardize retirees and other investors from achieving their lifetime goals would be fundamentally wrong.[7]

Rodgers was expressing the belief shared by essentially all advanced technologists that the “package” workers come in — the skin color, sex, and body type containing the most critical component, the brain — doesn’t matter. Finding the solutions to problems matters. Building a great product matters. Getting that product sold and dominating the market matters. Making a good profit matters, so you can do it all again in our capitalist system and pay your investors back for their foresight in entrusting their hard-earned resources and future wellbeing to you. And anyone who can contribute to the project is accepted and rewarded, and anyone who does not, is not. There are many roles in society, many industries and types of work, and it would be strange if various types of people — races, sexes, and cultures –were equally motivated to work in all of them. And so it is not racism or sexism that holds back women and minorities in STEM fields, but cultural factors and motivation. And this diversity is to be celebrated, not artificially eliminated.

There is some pushback from the newer software companies as well. Leslie Miley, (black) head of engineering at the cloud-based team collaboration tool builder Slack,[8] opposed hiring quotas at a recent tech conference:

“I don’t think they work, in particular in think it’s another way saying we won’t lower the bar,” Miley said on stage at TechCrunch Disrupt SF. “What I’m saying is we want a level playing field, you need to have a level playing field. How you level it is, you don’t [just] go to places like MIT and [University of California—Berkeley] and Stanford and focus on those places. I don’t want to have to talk about this again, I don’t believe in quotas, I think they’re inherently wrong and I think there are realistic solutions that don’t have quotas attached to [them].”…

[Slack] has made a lot of effort to branch out into regions outside of Silicon Valley in order to attract talent in regions that are outside the traditional Silicon Valley mold. And it’s looking outside the traditional places that Silicon Valley giants, startups and venture capitalists may be pattern-matching into the best candidates.

That includes looking in unexpected areas in the United States, too, including cities like Detroit, Richmond or even Nashville, Miley said. Those cities are plenty diverse and also have a large pool of highly diverse and talented candidates, and Slack is doing what it can to expand into those areas. And larger tech companies should be doing the same thing, he said.

“[Large tech companies] don’t need to set up shop at the same scale,” Miley said. “Could you put 200 people, definitely, it’s a drop in the hat for Google or Facebook, it’s actually cost competitive to areas in India and China. I’ve had teams, managed over 100 people in India, I know what the cost structure looks like… [Then] people who want advancement know they have to come to HQ, you have people coming to Cupertino, Mountain View. What happens when you hire diverse people—they talk to their friends, their network looks like them. They’re gonna hire friends, associates, you start to make inroads in this company.”

A big part of the issue is that networks within companies tend to self-select within their own networks, keeping diverse candidates from coming into the company. That leads to a reinforcing cycle where diverse candidates from different regions and backgrounds, which might bring in their own friends to the companies, might not feel welcome in those companies….[9]

Outstanding — a networked company can operate in a distributed fashion in many sites around the world, giving HQ a less central role and encouraging geographic diversity that will increase other kinds of cultural diversity. With the goal being cost-effective excellence by going to where the talent is.


 

[1] “The Enemy in HR,” by Robert X. Cringely, I, Cringely, September 28th, 2014. http://www.cringely.com/2014/09/28/enemy-hr/
[2] Scott Aaronson, an associate professor of EE&CS at MIT, wrote a famous blog comment about his fear of being perceived as a nerdy heterosexual male found gross by females, which triggered a lot of online discussion. Overview: http://www.chronicle.com/blogs/wiredcampus/mit-professors-blog-comment-sets-off-debate-over-nerds-and-male-privilege/55461, then read the invaluable Scott Alexander’s commentary on the incident: http://slatestarcodex.com/2015/01/01/untitled/, and then read http://slatestarcodex.com/2014/08/31/radicalizing-the-romanceless/.
[3] http://www.asw4autism.org/pdf/Changes_to_ASD_Criteria_in_the_DSM_5.pdf
[4] See Apple’s EEO-1 Form for 2015: http://images.apple.com/diversity/pdf/2015-EEO-1-Consolidated-Report.pdf
[5] “Rev. Jesse Jackson continues push for diversity in tech industry,” by Marissa Lang, San Francisco Chronicle/SFGate, April 22, 2016. http://www.sfgate.com/business/article/Rev-Jesse-Jackson-continues-push-for-diversity-7304554.php
[6] “Silicon Valley Capitulates to Jesse Jackson Shakedown,” by Carl Horowitz, National Legal and Policy Center, May 30, 2014. http://nlpc.org/2014/05/30/jesse-jackson-takes-shakedown-campaign-silicon-valley-extracts-concessions-timid/
[7] “Cypress CEO Responds to Nun’s Urging a ‘Politically Correct’ Board Make-up,” by Cypress Semiconductor CEO T. J. Rodgers, May 23, 1996. http://www.cypress.com/documentation/ceo-articles/cypress-ceo-responds-nuns-urging-politically-correct-board-make
[8] “Slack Is Our Company of the Year. Here’s Why Everybody’s Talking About It,” by Jeff Bercovici, Inc. Magazine, December 2015. http://www.inc.com/magazine/201512/jeff-bercovici/slack-company-of-the-year-2015.html
[9] “Slack’s director of engineering, Leslie Miley, doesn’t believe in diversity quotas,” by Matthew Lynley, TechCrunch, September 12, 2016. https://techcrunch.com/2016/09/12/slacks-director-of-engineering-leslie-miley-doesnt-believe-in-diversity-quotas/


Death by HR: How Affirmative Action Cripples OrganizationsDeath by HR: How Affirmative Action Cripples Organizations

[From Death by HR: How Affirmative Action Cripples Organizations,  available now in Kindle and trade paperback.]

The first review is in: by Elmer T. Jones, author of The Employment Game. Here’s the condensed version; view the entire review here.

Corporate HR Scrambles to Halt Publication of “Death by HR”

Nobody gets a job through HR. The purpose of HR is to protect their parent organization against lawsuits for running afoul of the government’s diversity extortion bureaus. HR kills companies by blanketing industry with onerous gender and race labor compliance rules and forcing companies to hire useless HR staff to process the associated paperwork… a tour de force… carefully explains to CEOs how HR poisons their companies and what steps they may take to marginalize this threat… It is time to turn the tide against this madness and Death by HR is an important research tool…  to craft counter-revolutionary tactics for dealing with the HR parasites our government has empowered to destroy us. All CEOs should read this book. If you are a mere worker drone but care about your company, you should forward an anonymous copy to him.

More reading on other topics:

The Justice is Too Damn High! – Gawker, the High Cost of Litigation, and the Weapon Shops of Isher
Regulation Strangling Innovation: Planes, Trains, and Hyperloop
Captain America and Progressive Infantilization
FDA Wants More Lung Cancer
Corrupt Feedback Loops: Public Employee Unions
Sons of Liberty vs. National Front

Social Justice Warriors: #GamerGate Explained

In a well-balanced article (very unusual from major media) “#GamerGate – An Issue With Two Sides,” Allum Bokhari writing for TechCrunch tells the whole story–including the censorship imposed by popular discussion sites like Reddit. If you want to catch up on the controversy (which is directly of interest to gamers, but also a very interesting example of influence-peddling and media censorship by politically-correct SJWs), read the whole thing, but here’s some tidbits:

The hashtag campaign has opened up a chasm between the gaming press and their audience. Currently standing at close to a million tweets (over twice that of #Destiny), #GamerGate shows no signs of stopping. A related tag, #NotYourShield, has cleared 120,000. But what lies behind it? Why did it come about? And why are people so angry?

If you were to believe Tadhg Kelly, it’s a reactionary, right-wing movement of white, male gamers trying to protect their hobby from an invasion of women and minorities. On the other hand, the games editor of Cinemablend claims it is a multi-gender, multi-ethnic uprising against corruption and nepotism. Meanwhile, David Auerbach of Slate suggests that it is simply a predictable and justified response to a press that regularly professes to hate its own readership.

These competing opinions are hard to unravel, because they are a symptom of something that has up till now been blissfully absent from the world of gaming.

It’s politics.

I should know. I work in politics for a living. Gaming was once my escape, but unfortunately, this no longer seems to be the case….

These awful, anonymous misogynists have ploughed close to $23,000 into The Fine Young Capitalists, a charity project to help women design video games. Not only that, but they created an entirely ordinary, non-idealized female role model to be used as a character in their videogames. Those bastards!

Anti-gamers would like to characterize the current divide as one between inclusivity and exclusivity, but reality will always confound this narrative. Men, women, minorities, left-wingers, right-wingers, and even feminists have taken the side of GamerGate in recent weeks. It’s hard to find a movement that is more open to diversity – both of opinion and background.

This is in stark contrast to the intolerant lock-step of their opponents, who have sought to shame and browbeat developers and other journalists into accepting their worldview.

One of the reasons why TFYC’s popularity continues to grow among gamers (and decline among their opponents) is precisely because they do not use these methods. Despite holding almost identical views to the ‘Social Justice Warriors’, they find themselves excluded from the activist clique due to their relatively tolerant attitudes. They are against attacking gamers’ current choices, preferring to create new ones alongside them. They do not seek to ferment fear and panic, or shame existing developers into altering their design process. They don’t want to ‘change the world’ – they just want to add to it….

When I began writing this article, I was pretty sure that GamerGate was a serious and multifaceted enough issue to write about. Enter Julian Assange, answering a question on GamerGate-related shadowbans on Reddit, confirmed it beyond all doubt:

It’s pathetic. But censorship by companies control privatized political space is now almost a norm. Facebook is implementing its own “laws” for social behaviour and politics. Even Twitter has now folded; censoring for example, leaks about the New Zealand prime minister just this week and some time ago banning Anonymous Sweden after a request from that country. High volume publication + control of publication by powerful organisations = censorship, all the time. We have to fight to create new networks of freedom. The old and powerful always become corrupt….

GamerGate is a warning of the perils of unaccountable and secretive moderation systems. The initial days of the controversy saw false DCMA notices, a culling of 25,000 user comments on Reddit, and a mass-banning of users on neoGAF. Users continue to be shadowbanned on Reddit. Even 4chan’s /v/ board initially prohibited threads on the topic.

I was personally shadowbanned on Reddit for linking to an especially bash-y story from the politically correct side; I posted it because it was such a good example of propaganda. It was several days before I noticed I had become a non-person there (“shadowbanning” is devious, because instead of blocking your activity there, it simply makes you invisible to everyone else–including hiding all your previous posts from everyone but you. So you look at your account and have no idea why no one is responding to anything.)


Death by HR: How Affirmative Action Cripples OrganizationsDeath by HR: How Affirmative Action Cripples Organizations

[From Death by HR: How Affirmative Action Cripples Organizations,  available now in Kindle and trade paperback.]

The first review is in: by Elmer T. Jones, author of The Employment Game. Here’s the condensed version; view the entire review here.

Corporate HR Scrambles to Halt Publication of “Death by HR”

Nobody gets a job through HR. The purpose of HR is to protect their parent organization against lawsuits for running afoul of the government’s diversity extortion bureaus. HR kills companies by blanketing industry with onerous gender and race labor compliance rules and forcing companies to hire useless HR staff to process the associated paperwork… a tour de force… carefully explains to CEOs how HR poisons their companies and what steps they may take to marginalize this threat… It is time to turn the tide against this madness, and Death by HR is an important research tool… All CEOs should read this book. If you are a mere worker drone but care about your company, you should forward an anonymous copy to him.

 


Introverts in Management

Quiet: The Power of Introverts in a World That Can't Stop Talking

Quiet: The Power of Introverts in a World That Can’t Stop Talking

I’m mildly introverted — I tend to concentrate better when alone, and my energy for party engagement flags after about two hours, so I need to go somewhere else to recharge. That and a tendency to ADD made me a good individual contributor or independent business consultant, but a terrible manager. A workday of meetings — kill me now!

When I started my work life as a programmer, even lowly peons had offices with windows. Over time these were replaced by cubes, then carrels; some workers now get no permanent desk, but borrow an interchangeable desk and computer from a pool when they are onsite. It’s a good thing I got out of programming when I did — in the last conventional job I had, in 1999, I shared an office, which was distracting enough to cause problems.

Studies show multitasking leads to lost efficiency even for those who are good at it; for those who aren’t, like me, it can be deadly to productivity and increases stress. One minority not protected by corporate diversity campaigns is the introverted — they are viewed with suspicion and barely tolerated by many extroverted manager types. But of course introverts tend to be the ones who bring you perfect code fast, while extroverted meeting-goers are still BS-ing about specs and tools.

All managers who have trouble understanding their introverted team members could benefit from reading Quiet: The Power of Introverts in a World That Can’t Stop Talking, by Susan Cain. Understanding work conditions introverted staff require to shine will help managers avoid sabotaging their valuable introverts by overscheduling meetings or demanding people-oriented work from them that will exhaust them. Task your extroverts with outward-facing work and save your introverts for detail-oriented tasks requiring intense focus.

Life is more difficult for introverts as managers. Psychology Today has a good interview with introvert Doug Conant, founder and CEO of ConantLeadership, New York Times bestselling author, former CEO of Campbell Soup Company, and Chairman of Avon Products:

What have you said to yourself that could have held you back on your leadership journey? How did you silence that negative voice?

I never was a good interviewee but [career counsellor] Neil sensitized me to the fact that I needed to communicate my thoughts in a thoughtful and constructive way. He called it the concept of integrity-laden role play.

He said, “Doug, you are misleading people when they meet you, because you’re not telling them who you really are. You’re a professional athlete who is a ferocious competitor, who wants to win, and wants to do it in an honorable way. Nobody is ever going to have any idea that this is the case with you because you’re so damned polite. They have to see the fire that burns within you.”

I’ve carried that thought with me since the early days of losing my job. It was awkward for me to talk about myself but I started what I call “declaring myself.” The first hour of the first day I meet with someone I tell them everything about me — things I believe in, the way I work — in an incredibly explicit way, I declare myself to my bosses, my people I work with, and the people that work for me. I actually write it down. I go through it with people and then I invite them to come back and talk to me, take an hour with me on whatever they want to talk about.

My experience in the corporate world is you do this dance with new people for a couple of months. Both parties wonder, “what does he or she really want? How can I make this work?” That is why I take all the mystery out of it. I share with you on the first hour of the first day anything you could possibly want to know about me. And then I’m available to you to talk about anything you could possibly want to share with me. And then we get focused on moving forward together in a constructive way.

It clears the deck of all the dance. I’ve found it to be incredibly helpful. It’s particularly helpful to introverts like me, because it gives me a structured way to connect with people. I was almost afraid to tell people I was introverted. So I sort of came out of the closet on my introversion. I tell people when I meet them, “I’m an introvert.”

If you seeing me standing off at an event by myself your tendency might be to say, “Well, there’s a CEO. He’s being aloof.” But the real reason is I’m shy and I don’t know people. So I encourage people to come up to me and ask, “Doug, are you being shy and reserved again?” And I’ll say yes, and then we’ll start talking.

Just opening that up was so freeing for me as I got into jobs where I needed to be more public and more available to people. And so it went from just acknowledging my introversion to declaring myself in a proactive way.

Pretty renderings of a supposedly low-distraction office of the future.

“Big Bang Theory” — Aspergers and Emotional/Social Intelligence


Death by HR: How Affirmative Action Cripples OrganizationsDeath by HR: How Affirmative Action Cripples Organizations

[From Death by HR: How Affirmative Action Cripples Organizations,  available now in Kindle and trade paperback.]

The first review is in: by Elmer T. Jones, author of The Employment Game. Here’s the condensed version; view the entire review here.

Corporate HR Scrambles to Halt Publication of “Death by HR”

Nobody gets a job through HR. The purpose of HR is to protect their parent organization against lawsuits for running afoul of the government’s diversity extortion bureaus. HR kills companies by blanketing industry with onerous gender and race labor compliance rules and forcing companies to hire useless HR staff to process the associated paperwork… a tour de force… carefully explains to CEOs how HR poisons their companies and what steps they may take to marginalize this threat… It is time to turn the tide against this madness, and Death by HR is an important research tool… All CEOs should read this book. If you are a mere worker drone but care about your company, you should forward an anonymous copy to him.

 


More on Attachment and Personality Types:

What Attachment Type Are You?
Type: Secure
Type: Anxious-Preoccupied
Type: Dismissive-Avoidant
Type: Fearful-Avoidant (aka Anxious-Avoidant)
Avoidant: Emotions Repressed Beneath Conscious Level
Serial Monogamy: the Fearful-Avoidant Do It Faster
Anxious-Preoccupied: Stuck on the Dismissive?
Anxious-Preoccupied / Dismissive-Avoidant Couples: the Silent Treatment
nxious-Preoccupied: Clingy and Insecure Relationship Example
Domestic Violence: Ray and Janay Rice
Malignant Narcissists
Teaching Narcissists to Activate Empathy
Histrionic Personality: Seductive, Dramatic, Theatrical
Life Is Unfair! The Great Chain of Dysfunction Ends With You.
Love Songs of the Secure Attachment Type
On Addiction and the Urge to Rescue
Sale! Sale! Sale! – “Bad Boyfriends” for Kindle, $2.99
Controlling Your Inner Critic: Subpersonalities
Porn Addiction and NoFAP
Introverts in Management

Porn Addiction and NoFAP

Must Not FAP - Spycraft/Reddit

Must Not FAP – Spycraft/Reddit

I was counselling a 23-yo Mormon kid a few years ago. He let me read his years of diaries, including his long struggle with an addiction to online pornography, which is not something that was even possible when I was growing up — when porn was something seedy you could only find in slightly disreputable newsstands or shops, and even the glossy mags like Playboy passed around in junior high were relatively tame and airbrushed. Now every child has access to pornography from the time they learn to web surf, despite “safe surf” parental controls, and there are a lot of reports of addiction and support communities for those who seek out help.

Whether problems due to excessive viewing of pornography should really be called “addiction” is controversial. Let’s first look at what Wikipedia has to say:

Pornography addiction has been described as a behavioral addiction characterized by compulsive, repeated use of pornographic material until it causes serious negative consequences to one’s physical, mental, social, and/or financial well-being. However, the existence of porn addiction has been hotly contested by scientists and clinicians. Addiction to Internet pornography is also a form of cybersex addiction. There is no diagnosis of pornography addiction in the current Diagnostic and Statistical Manual of Mental Disorders (DSM).

Problematic Internet pornography viewing is viewing of Internet pornography that is problematic for an individual due to personal or social reasons, including excessive time spent viewing pornography instead of interacting with others. Individuals may report depression, social isolation, career loss, decreased productivity, or financial consequences as a result of their excessive Internet pornography viewing impeding on their social life.

A behavior you can’t control that leads to neglect of normal life and real losses is perhaps not a physical addiction, but at least an obsession, and there’s enough evidence that constant use actually changes brain chemistry and creates dependency that I think it’s fair to declare it an addiction in the scientific sense as well. And while most addicts seem to be male (which makes sense given the known preference for raw visual stimulation in the male as opposed to emotional-attachment preferences of female sexual fantasies), there are definitely women and girls with porn addictions.

Views of porn addiction in the wider world fall into three camps: 1) Those who think it’s only a problem for losers with no self-control, classify addiction as moral weakness and a failure of will, and tend to make fun of sufferers; 2) Social conservatives (and some feminists) who see the porn itself as the source of the problem, and view addicts as helpless victims, which motivates their call for criminalizing and eliminating all access to porn; and 3) The camp that recognizes the problem, sympathizes with addicts, but view addiction as a phase which almost everyone will grow out of when they recognize how it harms real life.

I can remember when I was a young fellow with an excess of hormones. I had discovered masturbation around the age of 10, and until I was 25 or so, I went through periods where I would masturbate excessively, knew it was distracting me from school and social life, but had little control. Now imagine that hormonal urge plus the innate impulse to collect and view stimulating material, and you can see why the introduction of visual material that no one had evolved a resistance to might cause some new problems.

My young Mormon friend struggled and tried to be active in other areas to avoid temptation. He explained his problems to counsellors and got sympathy plus a prescription for more religious readings to gather willpower to resist, which did not really solve the problem. As with most people, it proved to be a phase and eventually activities and real social interactions displaced his porn obsession. But the lost opportunities and guilt (“Am I a Bad Person? Why can’t I control myself??”) did some harm.

With the distance-destroying Internet, no one needs to struggle against this alone. Like the widely-scattered Red Pill men, porn addicts have created support sites where they have developed a new vocabulary for describing their problems. The Reddit subgroup NoFap and the accompanying community website NoFap.org discuss ways to stop the obsession, with pledges not to masturbate and tips for resisting temptation:

NoFap℠ hosts challenges in which users abstain from pornography and masturbation for a period of time. Whether your goal is casual participation in a monthly challenge as a test of self-control, or whether excessive masturbation or pornography has become a problem in your life and you want to quit for a longer period of time, you will find a supportive community and plenty of resources here.

The specialized vocabulary they’ve developed to discuss the problem (edited from their Glossary):

Accountability Partners: Accountability partners are pairs who hold each other responsible for their sexual habits.

Blue Petal: Female equivalent of blue balls.

Chaser Effect: The super-charged desire to fap that sometimes hits 1-3 days after sexual acts. Especially powerful early on in a reboot.

DE: Delayed ejaculation.

Death Grip: The tight-fisted grip on the penis many men develop by masturbating. Because it is much more constricted than the grip of an actual vagina, the death grip overstimulates the penis, reduces pleasure in the long run, and can make it difficult or impossible to orgasm with a woman.

Death Schlick: Women have their own version of the death grip, the Death Schlick — stimulating the clitoris very rapidly and energetically — which can have the same effects.

DE: Delayed ejaculation – can include inability to orgasm during intercourse (if severe enough.)

ED: Erectile dysfunction – inability to maintain an erection during intercourse.

Edging: Fapping without orgasm.

Fapping: The act of masturbation, usually in conjunction with pornography.

Fapstronaut: A NoFap user.

Femstronaut: A female NoFap user.

Flatlining: Many NoFappers report one or more periods of zero libido during their streak, especially in the 2-6 week period. Transitioning from an overexcited, always-eager libido to none at all can be disconcerting and even scary for the experienced fapper, but many fapstronauts report that it is only a phase in the reboot and will pass.

Hard Mode: NoFap without any sexual release (even via a partner.)

NSFL: Not safe for life. This is reserved for disgusting stuff.

NSFW: Not safe for work. This label is affixed to potentially-triggering content and should be viewed with caution (may cause some fapstronauts distress.)

PE: Premature ejaculation

PIV: Penis in vagina (sexual intercourse)

PMO: Porn/Masturbation/Orgasm. They come together like a Happy Meal and the toy.

PVO: Porn / Vibrator / Orgasm.

Reboot: The process of restoring your brain to factory defaults. Said to take about 90 days (+/- 30 days), by anecdotal reports.

Relapse: For addicts, the act of returning to bad habits after a period of improvement. This is a serious word. Examples would include masturbating to porn (for a porn addict), significantly disrupting your life due to excessive masturbation (going on a 20x binge and skipping work), risky masturbation (masturbating in public), and other similarly life-disrupting activities due to an addiction.

Reset: Failing a NoFap challenge. This stemmed from the act of resetting your day counter badge back to day one. If your masturbate during your NoFap challenge, this would be called a reset.

Schlicking: Female equivalent of fapping (masturbation.)

The Surge: The period 5-14 days after the start of a streak often features a physically recognizable surge in energy and sexual drive, which seems to be associated with the fapstinence-induced testosterone surge observed in the study listed below.

YMMV: Your Mileage May Vary. Good words to remember, because no two reboots are exactly alike.

NoFAP.org has this list of benefits usually seen by those cutting out a PMO (Porn, Masturbation, Orgasm) addiction, which I can endorse from personal experience:

Recovery from porn-induced sexual dysfunction. Many fapstronauts report that NoFap’s programs have cured erectile dysfunction and delayed ejaculation, along with other sexual issues.

Increased self-control. Some fapstronauts do not feel like they have a pornography or masturbation problem. They are here to put their willpower to the test by facing their own instincts to pursue easy sexual arousal or indulge in certain sexual behaviors.

More hard-drive space. Some of the larger porn collections we’ve heard about can take up terabytes of information. No more hoarding. Permanently deleting it will free up a lot of hard drive space. As an added bonus, you won’t be hesitant to let people borrow your computer anymore.

More time. No more spending hours at the computer looking for that one video to get you off. That time can be better spent pursuing your passions, bettering your life, and spending time with friends or a significant other. The possibilities are endless.

Improved attitude. Many nofappers described increased happiness throughout their lives, especially in their attitudes towards sex and interpersonal relationships.

There are many more sites discussing the problem:

San Francisco Chronicle story

WebMD Discussion

Salon: “Did Porn Warp Me Forever?”

And a comprehensive support site, YourBrainOnPorn.

Update: today’s news has a juicy story of a lawyer suing Apple for not stopping him from developing a porn habit, and so destroying his marriage. Heh!

And Amy Alkon’s take on the same story, with additional funny material.


Death by HR: How Affirmative Action Cripples OrganizationsDeath by HR: How Affirmative Action Cripples Organizations

[From Death by HR: How Affirmative Action Cripples Organizations,  available now in Kindle and trade paperback.]

The first review is in: by Elmer T. Jones, author of The Employment Game. Here’s the condensed version; view the entire review here.

Corporate HR Scrambles to Halt Publication of “Death by HR”

Nobody gets a job through HR. The purpose of HR is to protect their parent organization against lawsuits for running afoul of the government’s diversity extortion bureaus. HR kills companies by blanketing industry with onerous gender and race labor compliance rules and forcing companies to hire useless HR staff to process the associated paperwork… a tour de force… carefully explains to CEOs how HR poisons their companies and what steps they may take to marginalize this threat… It is time to turn the tide against this madness, and Death by HR is an important research tool… All CEOs should read this book. If you are a mere worker drone but care about your company, you should forward an anonymous copy to him.

 


More on Attachment and Personality Types:

What Attachment Type Are You?
Type: Secure
Type: Anxious-Preoccupied
Type: Dismissive-Avoidant
Type: Fearful-Avoidant (aka Anxious-Avoidant)
Avoidant: Emotions Repressed Beneath Conscious Level
Serial Monogamy: the Fearful-Avoidant Do It Faster
Anxious-Preoccupied: Stuck on the Dismissive?
Anxious-Preoccupied / Dismissive-Avoidant Couples: the Silent Treatment
nxious-Preoccupied: Clingy and Insecure Relationship Example
Domestic Violence: Ray and Janay Rice
Malignant Narcissists
Teaching Narcissists to Activate Empathy
Histrionic Personality: Seductive, Dramatic, Theatrical
Life Is Unfair! The Great Chain of Dysfunction Ends With You.
Love Songs of the Secure Attachment Type
On Addiction and the Urge to Rescue
Sale! Sale! Sale! – “Bad Boyfriends” for Kindle, $2.99
Controlling Your Inner Critic: Subpersonalities
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