EasyJet is offering 10 places for women each year on the easyJet pilot training programme and underwriting the £100,000 training loan. This is the ‘first phase’ of their long term strategy to increase the proportion of female pilots at the airline.

Few of our blog pieces about education and workplace-related issues have angered our supporters than one we posted in 2014 – here – about female Brunel University MSc Engineering students being handed a taxpayer-stolen lump sum of £22,750 denied to their male colleagues.

Social engineering in the public sector has long been rife, but it’s becoming increasingly common in the private sector, too, and not just ‘women in the boardroom’. The objective is to deny men advancement, or even stop them starting careers in well-paying professions.

Carolyn McCall is the CEO of the low-cost airline easyJet. She became the CEO of Guardian Media Group in 2006, after rising to be CEO of Guardian Newspapers Ltd.

My thanks to Nigel for sending me this:

Dear Mike,

I’ve forwarded the link below as it gives a list of examples of major firms actions on gender (of course no help to men!) Easy Jet are offering 10 places to women  on their pilot course at effectively their expense [note: more accurately, at their shareholders’ expense] if the pilot candidate (woman) doesn’t go on to be a working pilot. If you look at the other examples you will see similar as well as the usual Family Friendly, Mentoring training into management and other privileges.

I realise that you will be mad busy at the moment but I think this information of the case studies is worth having a good trawl through. I would think it will also interest members working in the various companies/industries.

Nigel

The link will take you to a piece by the absurdly-named Government Equalities Office. The link to the piece on easyJet is here.

As a final comment, male unemployment has long been higher than female unemployment, and unemployment has long been known to be a bigger suicide risk factor for men than women. The cost of these social engineering programmes is paid in many ways, including men’s lives. Suicide continues to be the #1 cause of death for men under 50 in the UK.

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We must do more for women entrepreneurs

A truly pathetic article from a recent Mail on Sunday. An extract:

A report from the Federation of Small Businesses last week argued that while women-led firms face many of the same challenges that all small businesses encounter, ‘there appear to be issues which are more acute for women business owners’.

Its survey of more than 1,900 women business owners found key challenges included balancing work and family life, achieving credibility for the business, and a lack of confidence.

One of the comments hits the nail on the head:

Why must we do more for women entrepreneurs? Who is the ‘we’? If people can’t do it for themselves, men or women, they are not entrepreneurs.

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How to set up a small business. Take a big one and stuff its board with women.

My thanks to The Conservative Woman for publishing my latest article on the topic of gender diversity on corporate boards, inspired by a lengthy and absurd EHRC report, nothing less than a taxpayer-funded feminist propaganda piece.

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Laura Perrins: Female quotas serve only mediocre women

Another good piece from Laura Perrins. Of course mediocre women haven’t the slightest reservation about advancing in preference to better-qualified men. They are utterly shameless, as are the men and women who facilitate all the damnable social engineering which has had such a ruinous impact on the public sector, and will in time have the same impact on the private sector.

The government is threatening to introduce gender quota legislation for FTSE350 companies in 2020 if the companies don’t ‘voluntarily’ achieve 33% female representation on their boards by then. Doubtless they’ll cravenly capitulate in the same way FTSE100 companies did in the wake of the ridiculous Davies Report (2011), which resulted in a doubling of the female representation on their boards in the space of four years to 25% in 2015 (average across the FTSE100). 96% of the new female directors were appointed as Non-Executive Directors – prestige, no executive responsibility, and good money for little effort. No wonder feminists are so keen on such initiatives.

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CIPD survey highlights the ‘need’ for more action by employers to address ‘gender inequality’

Peter Cheese is the Chief Executive of the Chartered Institute of Personnel & Development (CIPD). Three months ago he won one of our Toady awards – here. The capitulation of CIPD to feminist narratives in recent years is appalling, and nowhere more so than in the area of the ‘gender pay gap’.

Our thanks to Chloe for this. An extract:

Dianah Worman, diversity adviser for CIPD, the professional body for HR and people development, comments: “The survey findings demonstrate the need for employers to act expeditiously to be able to deliver what will be expected of them, or risk damaging their public reputations as progressive employers of female talent and undermine their competitiveness in attracting and retaining it…

“We welcome the additional focus on publishing information on the bonus gap and quartile salary bands which will give more detailed insights to employers on where and how pronounced gender pay differentials exist and what needs to be done to address them…

“To stimulate employers to act willingly, it is vital to raise awareness about the reasons why addressing the gender pay gap makes good business sense and the good practice that can be adopted to put things right.

Hmm. Why might it be necessary to ‘stimulate employers to act willingly’? For the same reason the Davies Report (2011) felt it necessary to threaten gender quotas for FTSE100 boards in 2015 if the companies didn’t ‘voluntarily’ reach 25% female representation on their boards by then (which the spineless companies duly did). It’s more of the same old, same old… feminist manipulations of deferential men, regardless of the cost.

Another extract:

The most commonly cited ways in which organisations have tried to improve equal opportunities in the last two years are:

  • improving the range of flexible working opportunities available to staff (26% all employers; 34% large employers

  • developing more inclusive recruitment practices (16% all employers; 21% large employers

  • through greater use of mentoring in the last two years to help women progress into the most senior levels in the business (13% all employers; 19% large employers

  • improving the childcare package they offer staff (10% all employers; 14% of large employers)

These amount to nothing less than special treatment for women, at the cost of the efficiency and effectiveness of employing organizations. I’d like to pick up on ‘greater use of mentoring’. When I started work in the private sector in 1979, as a graduate trainee with Beecham, the term ‘mentoring’ was unknown. It’s shorthand for experienced people transferring their hard-won knowledge and experience to others, meaning the latter don’t have to put in the time and effort expended by the former. We can replace ‘experienced people’ with ‘men’, and ‘others’ by ‘women’.

In the world of work, all roads lead to Dr Catherine Hakim’s Preference Theory (2000):

Four out of seven British men are work-centred, while only one in seven British women is.

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Will Ruth Sunderland EVER engage with the evidence showing that appointing more women onto corporate boards leads to financial decline?

Ruth Sunderland is a business journalist with the Daily Mail. In January 2014 our associated organization Campaign for Merit in Business – C4MB – posted a blog piece critiquing her article on the financial returns in 2013 of FTSE100 and FTSE350 companies with female chief executives, here. An extract:

So, just one of the four female FTSE100 CEOs performed more strongly than the average male FTSE100 CEO in 2013. The article’s downplaying of female failure is breathtaking:

‘Cynthia Carroll left the top position at mining giant Anglo American earlier this year after disappointing investors and has been replaced by a man.’

‘Disappointing investors’? They lost their shirts. In the course of Cynthia Carroll’s five-year tenure at Anglo American £9 BILLION was wiped off the company’s value. The following is a link to our piece on the matter, along with further information on the performances of other female CEOs:

https://c4mb.wordpress.com/2013/02/04/womens-performances-as-ceos-of-major-companies/

Six months later, in July 2014, C4MB posted another blog piece on Ms Sunderland – here – with the snappy title, ‘Is Ruth Sunderland (Daily Mail journalist) willing to engage with evidence showing that placing more women on corporate boards leads to financial decline?’ It was, of course a rhetorical question, and the answer was, ‘No’.

My thanks to Chloe for pointing me to a piece by Ms Sunderland in today’s edition of the Daily Mailhere. It’s titled:

Female success isn’t at the expense of men, so why does equality still look like a distant dream?

She may not have written the silly title, but she wrote the silly article. Excerpts:

The gender pay gap in this country is higher than the OECD average and we still have only a small handful of women in chief executive roles at top companies…

Many companies have made serious efforts to get more female directors into the boardroom, and to help women with children navigate work and home. So why does equality still look like a distant dream?

My personal theory is ‘the snowball effect’. [Will this morph into ‘the glass snowball’ in time, to join all the other glass-related myths?] While outrageous sexism is relatively rare these days, for fear of lawsuits if nothing else, many women experience small, but repeated episodes of discrimination – of being overlooked, not listened to, assumed not to be ambitious and so forth…

Despite the nonsense spouted by the ‘men’s rights’ brigade, female success does not come at the expense of male failure.

I shall email Ms Sunderland a link to this blog piece, and ask her if she’ll EVER be prepared to engage with the evidence – here – demonstrating a causal link between appointing more women onto corporate boards, and financial decline. Don’t hold your breath.

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Six blithering idiots comment on the gender pay gap: Nicky Morgan MP, Carolyn Fairbairn, Ann Franck, Frances O’Grady, Kate Green MP, Regina Moran

Our thanks to Jeff for this.

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