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_refugee_  ·  2467 days ago  ·  link  ·    ·  parent  ·  post: Crypto-Patriarchy: The problem of Bitcoin's male domination  ·  

The thing is, we don't know the difference between women and minorities who don't get involved in a certain field (using "field" loosely to include bitcoin) as opposed to those who have been discouraged from that field via societal pressures or even direct discrimination. It is mentioned elsewhere in this thread that it has been shown that job/class candidates with equal grades, degrees, and schools, but different genders, have different acceptance ratios. We are assuming that Bitcoin probably holds true to this standard as well. After all, there is no logical reason that women wouldn't be about as equally interested in Bitcoin. There is no such thing as a field that men are naturally drawn to vs. that women are naturally drawn to. I do not believe that women are naturally "nurterers" any more so than men, for instance; I do not believe that women are naturally drawn more to teaching or to teaching the youth, even though they tend to be overrepresented in lower education (but underrepresented in upper education, where, by the way, there is more associated prestige - hmmmmmm).

Therefore, it is reasonable to assume that these women already exist in respect to Bitcoin, but for some reason or another have opted out of exploring their interest. So, whose responsibility is it to promose more even representation? Why, if it is society's fault, then it is society's responsiblity, which means in turn it is everyone's responsibility to promote more even representation. You do this by treating women and minorities as equals. Every day, every time you interact with them. You do this by respecting individuals of the LGBT spectrum; instead of asking men about their wife when you see a wedding band, ask about their "spouse." (That's just a very small example; it doesn't apply directly but I wanted to point out, it's not just women. It's not just the visible minorities. It's the LGBT crew too, and I mean every letter of that spectrum.) You do this by monitoring your thoughts as well as your actions and you do this realizing that you are not perfect and probably don't realize ways in which you may be discriminating (which the privilege article should help any reader realize) and looking for those and trying to stop those.

You do it by speaking up when you hear other people discriminating in the workplace. Or when you see it.

There are 2 women on my company's senior leadership panel or whatever they call themselves, and 6 men. All are white. I got an opportunity to talk one-on-one with one of the women and I told her I wanted to see more women. I told her I knew that this was as much a product of availability as anything else but I told her that as a woman, it would be more comforting to me to see a more equal distribution. And she told me she also wanted to see more diversity; more color, more LGBT people. I realize that in order for someone to get to senior leadership, they need to climb up the lower rungs first - I'm willing to do that. I know that it's nothing against the 6 men who got to those positions, that they may not be racist in any way at all, and she assured me that they were actually quite accepting of minorities and so on. I don't have a problem with all those old white men. I have a problem with the fact that the given standard for senior leadership is "old white man." I want to change that. I'm willing to do it myself.

Blind interviews if you have to, if we're talking about jobs. Blind and non-vocal. Of course, that's not really possible.

It should be a sad fact that it was no small comfort to me that when I got my first job, all my interviews were conducted over the phone, and not face-to-face. I repeatedly turned to this fact as reassurance that I had indeed earned my position, inasmuch as I could. I'm not a Person of Color (PoC) but I do know we judge people based on their appearance, especially women. I was glad to know it wasn't a factor with me.