Our thanks to Gerry for this. The irony is, of course, that only a very small proportion of women who should be jailed are jailed. No ‘huge change to justice system’ required.
If you’d like email notifications of our new blog pieces, please enter your email address in the box near the top of the right-hand column and click ‘Subscribe’.
We shall shortly be posting this piece on our X channel.
Our YouTube channel is here.
Today’s video is here (47:02).
We’re posting videos every day from the comedy channel of our award-winning website Laughing at Feminists.
Remember, it’s more than important to laugh at feminists, it’s a civic duty.
Today’s video is here (48:29).
Over a period of more than two years we’re posting links to one video daily from the J4MB YouTube channel. The channel includes our media appearances since 2012, 300+ videos of talks and other materials from the International Conferences on Men’s Issues (2014 – ) and other men’s issues conferences we’ve been involved with, and so much more. The individual conference playlists are here.
Our website Campaign for Merit in Business was created in the light of the considerable evidence of a causal link between increasing gender diversity on boards and corporate financial decline. Mike Buchanan, Steve Moxon and Dr Catherine Hakim (the originator of Preference Theory) presented evidence to House of Commons and House of Lords inquiries in 2012, the video of their House of Commons evidence session is here (56:50).
Finally, we run the award-winning website Laughing at Feminists. The related comedy channel (170+ videos) is here. Remember, it’s more than important to laugh at feminists, it’s a civic duty.
—————————-
If you’d like email notifications of our new blog pieces, please enter your email address in the box near the top of the right-hand column and click ‘Subscribe’.
We shall shortly be posting this piece on our X channel.
Enjoy (video, 1:20:15). Brilliant. Brilliant. Brilliant. Brilliant. Brilliant.
Janice’s book is available in paperback, hardback, Kindle and audiobook editions here.
If you’d like email notifications of our new blog pieces, please enter your email address in the box near the top of the right-hand column and click ‘Subscribe’.
We shall shortly be posting this piece on our X channel.
Our YouTube channel is here.
Our thanks to Steven Svoboda for an email, which takes up the remainder of this blog piece:
“Hi MIke. A New Jersey hospital has settled a circumcision malpractice lawsuit for $5 million related to injuries inflicted on February 11, 2022. The offending resident doctor used a Mogen clamp, and because he amputated more of the penis than he intended to (approximately one third), the child’s parents were able to mount a successful complaint. The child “…was left with permanent scarring of part of the glans and a mild form of hypospadias.” For more details see:
We have added this case to our compilation of such settlements, which contains many similar heartbreaking stories:
https://www.arclaw.org/legal-victories
Steven Svoboda
Attorneys for the Rights of the Child
www.arclaw.org “
To support the work of Attorneys for the Rights of the Child, please visit https://arclaw.org/donate.”
If you’d like email notifications of our new blog pieces, please enter your email address in the box near the top of the right-hand column and click ‘Subscribe’.
We shall shortly be posting this piece on our X channel.
Our YouTube channel is here.
Our thanks to George for this:
“For most of my career I worked as a mechanical engineer in engine research and development – a type of work heavily dominated by white men. It is hardly new to say that in such environments women and nonwhites are preferentially promoted. This is a given – it is the nature of the diversity racket. Or rather, the one-sided diversity racket, as there’s never a problem with workplaces dominated by women or nonwhites. Somehow, these are okay.
In my personal experience, there’s an angle to this racket that I’ve never seen mentioned.
During my career, I spent hundreds of hours of my own time writing two large texts on engines. These books established my name internationally – but not with my employer. Rather, my own management continued to treat me as an unpromotable nullity. I never got beyond senior engineer, and, in fact, barely any knowledge displayed in the books was ever used by my employer. I was tolerated and humoured, not valued and acknowledged. Promotions were strictly by ‘invitation only’. And I was never invited.
Now if you listen to the diversity grifters, they will say (or imply) that there’s a nefarious tribe of ‘white men’, the members of which look out for one another, and nudge aside women and nonwhites. This is BOLLOCKS. A white man can still be excluded or ‘othered’ by white men. The reasons, however, will be very subtle and not easily determined; not obvious ones like gonads or skin colour. A couple of colleagues explained my situation by saying that I’m ‘different’. When I asked what they meant by that, they were not able to say. But in my opinion, the managers were an odious clique that promoted men most like themselves. They were prepared to promote women because they were women, and to promote nonwhites because they were nonwhite, as, otherwise, awkward questions would arise. But they never promoted white men, just because they were white men. Instead, they promoted white men who were most like themselves; men that slotted nicely into their little clique.
Now if I were a woman or black, and I were dissatisfied with my situation, I could grab a copy of my cv and trot along to an employment lawyer. I’d describe my experiences, and concoct a case. I could say, ‘how come when promotions appear, I’m never considered?” I could say, ‘I’ve provided concrete evidence of what I know, so how come the management never make use of what I offer?’ In other words, I could claim discrimination. Now very probably, there would be no discrimination – but I could CLAIM it. And this would give me leverage.
But since I’m a white man working for white men, what case would I have? NONE. White men never discriminate against a white man because he’s a white man !
This is the REAL discrimination. I am discriminated against, because I cannot claim that I’m being discriminated against.”
If you’d like email notifications of our new blog pieces, please enter your email address in the box near the top of the right-hand column and click ‘Subscribe’.
We shall shortly be posting this piece on our X channel.
Our YouTube channel is here.
Today’s video is here (22:57).
We’re posting videos every day from the comedy channel of our award-winning website Laughing at Feminists.
Remember, it’s more than important to laugh at feminists, it’s a civic duty.
Today’s video is here (41:23).
Over a period of more than two years we’re posting links to one video daily from the J4MB YouTube channel. The channel includes our media appearances since 2012, 300+ videos of talks and other materials from the International Conferences on Men’s Issues (2014 – ) and other men’s issues conferences we’ve been involved with, and so much more. The individual conference playlists are here.
Our website Campaign for Merit in Business was created in the light of the considerable evidence of a causal link between increasing gender diversity on boards and corporate financial decline. Mike Buchanan, Steve Moxon and Dr Catherine Hakim (the originator of Preference Theory) presented evidence to House of Commons and House of Lords inquiries in 2012, the video of their House of Commons evidence session is here (56:50).
Finally, we run the award-winning website Laughing at Feminists. The related comedy channel (170+ videos) is here. Remember, it’s more than important to laugh at feminists, it’s a civic duty.
—————————-
If you’d like email notifications of our new blog pieces, please enter your email address in the box near the top of the right-hand column and click ‘Subscribe’.
We shall shortly be posting this piece on our X channel.
Justice for Men & Boys 