Professor Susan Vinnicombe has probably been the most influential “academic” in the world driving the “women on boards” scam over the past 20+ years. A new piece by her – Women in executive roles on FTSE 250 boards has fallen since 2022, despite 70% of companies meeting targets – is typical of her risible output. An extract:

“With the percentage of women in director roles meeting the Women Leaders Review targets, the headlines look great – but the persistent reality remains, that the glass ceiling for women in executive level positions is still stubbornly in place. An ‘executive gender paradox’ across FTSE 250 boards has emerged, as the gap between the number of women in NED roles and executive roles grows.”

But this extract really takes the biscuit:

“There is a major issue at play here, and we risk having too much optimism when we just look at the numbers,” commented Dr Michelle Tessaro, Visiting Professor at Cranfield School of Management who led on the special CFO research project. “The most vulnerable part of the talent pipeline is the mid-career point, where women drop off their planned career trajectories as policies are stacked against them [J4MB emphasis: Er, what policies might those be?] and assumptions made about their attitudes to work [J4MB emphasis: Assumptions based on experience of women in senior positions, no doubt.]. This leaky pipeline needs fixing, and women need supporting, [J4MB emphasis : Why do women always need “supporting” when men don’t?] otherwise the Executive gender paradox will not change.”

Of course there is only a “gender paradox” in feminist ideological terms. The “paradox” was comprehensively explained in Susan Pinker’s The Sexual Paradox: Men, Women and the Real Gender Gap (2009). Long story short, the “paradox” was (and remains) wholly attributable to the freely-made choices of women who prefer “work/life balance” – almost always enabled by male partners – to the grinding responsibilities and pressures of senior executive positions.

Professors Vinnicombe, Tessaro, and their like would be better employed at something useful e.g. garbage collection, street cleaning, burger flipping, mine clearance…

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Our thanks to a French donor for this. He writes:

"C'est très triste le pouvoir qu'exercent les femmes et les filles pour que des hommes soient physiquement agressés par d'autres hommes, parfois tués."

In English:

"It's very sad, the power that women and girls wield to have men physically assaulted by other men, sometimes killed."

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We’re linking daily to selected video / audio files from our YouTube channel. Today’s file is here (video, 11:00).

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Our thanks to Jeff for this. An extract:

“The court was told the girl was severely malnourished, to the point she looked like a seven-month-old baby and not a three-year-old child, and had been fed with milky Weetabix through a syringe.

She also had a cleft palate and several other medical issues which her mother had not sought treatment for.

The offences covered a period from early 2020 to early 2023, when the girl was discovered after a visitor to the home heard a noise upstairs and found her on the bed.

A social worker was called to the house after the discovery, and described her “overwhelming horror” at what she saw on entering the bedroom.

The child was found with matted hair, deformities and rashes.”

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Wonderful news.

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Wonderful news.

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This piece on the BBC makes no mention of the fact that Banda was withdrawn from a 2022 tournament after failing to meet gender eligibility rules. Her (his?) testosterone level was high enough to be ruled out of the Women’s Africa Cup of Nations.

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Our thanks to a supporter for an article by Professor M.S. Rao, a self-styled “Global Leadership Guru”, titled, Are Women Failures as CEOs? The answer is clearly, “Of course – DUH!!!”. An extract from the idiot’s article:

“There are several reasons for the low-level participation of women in C-suite positions. Some of them include high pressure and stress levels. Women are more relationship-oriented than men and care for more relations thus undermining their positions as leaders and adversely affecting their career advancement. Women have different biological issues and challenges. They take the break for motherhood and care of their children and spouse. They find it tough to manage board politics and pressures. They often lack adequate soft skills to handle the people at the board. They don’t get encouraging support from all stakeholders. At times, boards don’t support women wholeheartedly leading to their exit.

The boards that are led by women leaders have less scandals and more transparency. They improve the organizational bottom lines. [J4MB emphasis: No they don’t, they worsen it.] It is challenging to analyze and understand why boards don’t encourage women at the helm when they know that women lead effectively and improve financial performance. It seems something is wrong somewhere. Probably the boards must change their perception toward women leaders and view them as assets.”

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Enjoy.

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Outrageous. The government’s press release here. An extract:

“To mark this and celebrate the key role played by female business leaders in all parts of the economy, on International Equal Pay Day, the Chancellor – in partnership with women’s rights charity the Fawcett Society – is hosting a reception in No.11 Downing Street this evening.”

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