At the amusingly named Handwaving Freakoutery, you can see a scorecard for the war of the sexes that has been ongoing since I was a child and seems no closer to ending than back in the 1960s:
I say this to make it absolutely clear that unlike a lot of boorishly banal material you might encounter within the wretchedly named “Manosphere”, this is not intended to be a whiny article. I’m not complaining, nor am I calling for societal change or action. I’m simply wondering exactly how dominant female privilege has to get before they declare victory and take their boot off the necks of men. I really don’t know the answer to this question, but we’ll speculate about that below after the wall of graphs. HWFO loves graphs.
Herein we will go point by point through as many measurable societal markers as I can think of, leaving no marker unmarked, and put together a Gender War Scoreboard describing as accurate a snapshot as possible of the current state of the United States. Then we’ll close with some analysis about how badly it would have to get before the women finally just declare victory and move on. This post shall be too big for email.
To assign our score, we will look at sets of data that fall generally into two categories. For victimization ratios and similar, we’ll just look at percentage by gender. For comparing two uncapped sets of data, such as life expectancy, we’ll look at a ratio and make them both add to 100 for an apples-to-apples comparison. Then we’ll add them all up at the end to tally the score.
Salary
HWFO covered the gender wage gap in 2022, but I’ll summarize it here so you don’t have to read back. According to a 2008 analysis by the Department of Labor, now 16 years old, the raw gender wage gap was 20.4% in 2007:
Most of the gap was explainable by career choice and lifestyle choice differences:
When compared properly that looks like this:
Sixteen years ago, the bits of the gender wage gap that weren’t explained by career and life choice differences only totaled 6%. This fact has been known for a decade and a half and is constantly hidden from view by Pew, the NLWC, and any other major organization that profits from the perception that this gap is large and persistent. It has also assuredly closed to narrower than that 6% in the ensuing decade and a half, but nobody’s replicated the Department of Labor analysis. Look closely at the effects in the green bar identified by the Department of Labor. “Child birth” is how you become a mother. “Child care” is something mothers do. “Working part time” is something mothers do. “Time out of the labor force” is something mothers take. “Occupational choice” is something women change when they become mothers. Here are some graphs from Kleven et al, March 2019:
The solid lines are women. In every studied area, the women make equal or more than the men do up until the birth of their first child, and then they make less. The gender wage gap difference is in the choice to have children. Women choose to make professional concessions to raise a family while the men don’t. Is this fair? Some might say no, but only if they also don’t want to be the primary caregiver for their kids. Some would say yes, for the following two reasons: (1) women choose this, especially in feminist societies, but also (2) men are punished socially for choosing this. If you do not believe me, go make two fake male Tinder profiles with identical cute photos in them, and in the bio of one say “corporate lawyer” and the other say “part time daycare worker” and see which one gets more hits. Then do the same with a female profile. Men are socially punished by women for making the career concession, women are not socially punished by men for making it.
Often when these sorts of “equal pay for equal work” studies are properly controlled for mothering and career choice, they find that men are paid less than women for equal work. Google was pretty famously forced by their neo-progressive staff to do an internal analysis of the subject, and uncomfortably discovered they were overpaying women for being women on an “equal work” basis. The results were twofold. First Google paid all the men a one time bonus, then Google quietly never investigated it again so they could get back to paying women more.
