Your source doesn't contradict the fact that women's fertility has a sharper and earlier cliff than men's. It doesn't even use the same age brackets for men and women. It compares men age over 45 against men age under 25, whereas for women the study compared those age > 35 vs age < 25.
That pertains to collecting biometric info, not end users of facial recognition services. From your link:
> The BIPA requires companies doing business in Illinois to comply with a number of requirements pertaining to the collection and storage of biometric information. These include a requirement that companies:
> Obtain consent from individuals if the company intends to collect or disclose their personal biometric identifiers.
> Destroy biometric identifiers in a timely manner.
> Securely store biometric identifiers.[6]
> A key area of focus is that an entity must use a "reasonable standard of care"[7] in managing biometric information and identifiers.
If you actually read the full text of the law, it states:
" "Biometric identifier” means a retina or iris scan, fingerprint, voiceprint, or scan of hand or face geometry. Biometric identifiers do not include writing samples, written signatures, photographs, human biological
samples, [...] "
So if it's just pictures of faces, then it's okay. If, however, at any point in the pipeline the actual facial geometry is calculated or stored, that might be a violation.
When people violate the law, we incarcerate them, i.e. restrict their movement. Corporate stock should be incarcerated (i.e. movement restricted i.e. can not be sold/traded) when corporations break the law.
Since people cannot work from prison, corporations should be equivalent: they may not conduct any business. But since people in prison are still responsible for things like rent, corporations should keep paying rent and salary too. Not sure if it's possible to get a friend corporation to do that for you though…
In my uni, rates of honor code violations in introductory CS classes were high even before AI. I was a section-leader for the CS106 series at Stanford, and the honor code violations were common. In 2015, ~20% of one intro class was suspected of an honor code violation [1]. Often, the CS department comprised the majority of honor code violations in a given quarter.
There are several reasons for this:
1. Cheating in CS is easier to detect. MOSS [2] (authored by CS professor Alex Aiken) is a very effective tool at detecting plagiarism in coding assignments. Personally I witnessed more honor-code violations in math problem sets, but there was no feasible way for professors to detect this.
2. Problems in programming assignments are (usually) very tangibly wrong. I can bullshit my way through an essay with shoddy research, I can hand-wave a proof that is definitely wrong but will probably garner at least some points. But when your program is crashing or not compiling, and the due date is approaching, it produces a very immediate and undeniable sense of failure and pressure to cheat. The thing is, many students would get a decent chunk of credit even for failing code, but this is not immediately obvious.
3. The ability to cheat is more available. Math problem sets tend to change quarter by quarter. It's basically impossible to cheat on a prose essay short of straight up paying someone to write it for you, or fabricating sources. But for CS classes, especially at prominent universities, there are plenty of solutions online. Much of it is people who aren't event at Stanford implementing the assignments for fun or self-learning, and sharing it with their peers. Which, to be clear, isn't unethical or bad - it's the responsibility of Stanford students to refrain from looking at those solutions. But nonetheless, it's a contributing factor.
> MOSS [2] (authored by CS professor Alex Aiken) is a very effective tool at detecting plagiarism
He apparently also makes (I would assume a satisfying amount of) money selling the same technology to law firms for copyright/patent analysis: https://www.similix.com
(I love these ultra minimal HTML sites, ex. https://www.hwaci.com (SQLite commercial licensing) for another example. It just has this subtle smugness, like you either don't need any new clients or virtually all of the market is your client.)
Right, they'll stop licensing proprietary sever code. But that in turn drives up the cost of game development since they'd have to either purchase redistributable licenses or develop their own networking software.
I suspect companies will just scale down the servers to 1 instance with bare minimum support. Technically the online service is still active, thereby eliminating the requirements to distribute source code, even if it can only handle a handful of active players and terrible latency.
Why do people keep bringing up source code? It’s just as much a canard as the stupid “nonredistributable middleware” argument.
The ideal way for a game company to keep their game alive after they have stopped supporting it is to build it with that in mind from the start. A lot of the server–side components, such as monitoring, authentication, database storage, moderation, anti–cheat, etc, etc can all be made optional. It’s a small upfront cost, but set up the build system so that you can build without all of those components, or with simpler versions of them. That includes anything you cannot legally redistribute. If your last game used a middleware component that was critical to the functionality of the game but that you cannot redistribute, then you do need to find a replacement for that specific middleware component for your future games.
Then, when the end of life date of your game approaches you simply build the server binaries one last time, this time turning off all of the optional components, and let your customers download it. You don’t have to give them the source code and you don’t have to violate any license agreements in the process. Your customers can arrange for any necessary hosting of the servers themselves, most likely by simply running the server process on their own computer.
And of course the option remains to simply write a single–player game that runs entirely on the customer’s computer, with no networked components at all. It’s a little bit old–school, but lots of game developers manage to make money that way.
Middleware isn't just things like matchmaking. Crucial components like client-side prediction, state reconciliation, and other netcode is often part of it. Stripping out all the proprietary components would leave the game in a non-functional state. This isn't just source code, the developers often have to pay license for each server instance that uses the middleware.
> And of course the option remains to simply write a single–player game that runs entirely on the customer’s computer, with no networked components at all.
So the solution is to just stop developing multiplayer games? This is just a laughable response.
> Stripping out all the [critical] proprietary components would leave the game in a non-functional state.
Correct. This is why I said that there would be multiple responses depending on the type of component. Many proprietary components are not critical and could easily be stripped out without harming the End–of–life version of the game, like matchmaking. But obviously that still leaves the critical ones. For those the game developer would obviously have to avoid any license agreement that would be unduly burdensome once the game was in the EOL state. Either there are already components without these onerous license terms, the existing components will be relicensed, new ones will be written and made available under less onerous licensing terms, or developers will just write their own. The market will provide.
> So the solution is to just stop developing multiplayer games?
No, not to stop developing multiplayer games but to stop putting networked components into single–player games. Remember that this all started with The Crew, which was purely a single–player game that was killed precisely because it nevertheless wouldn’t run if no server was available. If you don’t choose to make that design decision in the first place then this law has no effect on you at all. Your game is automatically safe from being killed when you stop selling it. You won’t have to do anything extra at all for players to keep playing it as long as they want to.
I think if you have a market where you don't license distribution for your software mostly because "hey, you can sell that for more, maybe", then changing the market so that everybody has to buy distribution should actually force the middleware price down, if anything, because they're no longer able to segment their market on it.
Releasing server-side code would be a non-starter for lots of companies. For one, many of them don't actually own all of the code they use to implement the game server. There's lots of proprietary middleware in use in online games.
Perhaps a workaround is to just have 1 server online indefinitely. Technically the online services are still functional - the match queue times would just be very, very large.
> There's lots of proprietary middleware in use in online games
If bills like this pass, there'd be financial pressure on middleware providers to allow distribution at end-of-life (or for their component to be easily severed) else they'd lose out on all customers selling games in California/EU/etc.
It's not like the market for middleware changes by this. I honestly don't see it having much of an effect on price. They're gonna take their middleware and go where exactly?
Right, but presumably the Doom and Quake server code was written by id Technologies themselves. That's not the case with a lot of modern multiplayer games. They license middleware like Photon Engine and don't have the rights to redistribute the server software, even in binary format.
I guess they could just strip our the parts of the server code that they don't have the rights to redistribute, but then it wouldn't be functional.
Even if this law just caused companies to put into their sales contracts that they will support the servers to a certain date X years in the future and then handling of the online services would pass to a third party that might charge a nominal fee to administer the service, that would be an enormous win for the free market (in that it makes obvious what was ambiguous about a good) and for people both better knowing how a good will function in the future and what future costs there might be. In a way, this could just force companies to provide the equivalent of a warranty for the functioning of the online aspects of the software.
People far too often forget the absolutely vital aspect information plays in the free market, and anything that increases information (for example, how long a good should be expected to continue to function) is a net good, when compared to a complete lack of information about that.
Would it? Online services are not terminated. There's no SLA defined in the law:
> 60 days before a digital game operator ceases to provide services necessary for the ordinary use of the digital game, the operator shall communicate all of the following information to purchasers and prospective purchasers of the digital game:
> (i) The date on which services necessary for the ordinary use of the digital game will cease.
> (ii) Any services that will no longer be provided by the operator.
> (iii) Any game features that will no longer be available to the purchaser.
> (iv) Any known security risks that may result from the cessation of services.
> (v) How the purchaser can continue to use the digital game, or obtain a refund, pursuant to paragraph (2).
Scaling in the number of game servers isn't termination of service, though, and would not match the conditions laid out above.
But again, the players can use the service. The companies scaled back network resources, degrading the experience, but the service is still fundamentally available. Unless they put specific SLAs in the license agreement, the players are still receiving the online services that they advertised.
In the US, the inheritance taxes don't kick in until $15M ($30M for married couples). Even at 2 years old, a child can inherit more money than most people will make in their lifetime before a dime is paid to the IRS.
Estate taxes kick in at much lower threshold in most States. Washington had to repeal their recently created 35% estate tax (for a combined 75% rate) due to overt capital flight to places like Idaho. The exemption in Washington is $3M.
I don't care about estate and inheritance taxes much but many people do and it empirically drives behavior.
What you're describing is a straightforward violation of civil rights laws (assuming you're talking about the United States). Like it or not, "little Johnny" is just as protected from discrimination as these "more diverse groups".
But I'll give you credit for your candor. Few DEI advocates are as honest as you about the movement's discriminatory nature.
In fact, asians were as a "race" treated very badly historically with camps for japanese-americans during WW2 and before that quite a lot of discrimination. That DEI kept up that discrimination even at Harvard and lost under the guise of DEI shows that the DEI mission is not only illegal but stupid.
Note also that while DEI proponents scream that the US is racist, somehow people who arrive from Nigeria and are more black than most US blacks and know the language less, and have no connections, and start out with even less wealth do quite well on the whole. DEI isn't just bad, stupid, and illegal. It's also falsified as a scientific idea.
You seem to be misinformed about what protected class means: Race, gender, religion (including absence of religion), are all protected classes. It is irrelevant which race, gender, etc. is being favored or disfavored. The use of race as a factor in employment, in any way, is prohibited. It is not legal to discriminate against men any more than it is legal to discriminate against women. It is not legal to discriminate against whites and Asians any more than it is legal to discriminate against Black and Latin people. The idea that civil rights laws oly prohibit discrimination against some races and some genders while permitting discrimination against others is a very common piece of misinformation espoused by proponents of DEI.
But also, preferential treatment for underserved communities is legal and does not mean anyone is being discriminated against. I.e., "reverse discrimination" is bullshit. Sorry.
Repeating this doesn't make it true. Use of protected class as a factor in employment is illegal, regardless of which race or gender is being favored or disfavored. You're right, "reverse discrimination" is bullshit: it's just discrimination, regardless of who is being discriminated against. This was argued all the way up to the Supreme Court:
https://en.wikipedia.org/wiki/Ames_v._Ohio_Department_of_You...
Title VII of the Civil Rights Act of 1964 applies to both the majority and the minority equally. And the Supreme Court's unanimous opinion was written by Justice Ketanji Brown Jackson no less! You're just wrong on the facts here.
DEI wasn't demonized because it tried to fight bigotry. It demonized itself because it routinely became a dishonest two-faced movement that public denied to be discriminatory, but then privately implemented policies that explicitly discriminated on the basis of sex and gender.
When your leaders publicly condemn the idea that your company is discriminating on the basis of sex, but then privately institutes a system of reserving headcount for women, that'll make most people real cynical about DEI.
And those in power who went out of their way to demonize DEI, is that why they didn't like it? I would argue strongly that no, they had their priors already set, and anything help black people or poor people (the new proxy for hating black people) was bad and they'd lie through their teeth about the impact to get anyone on their side.
Yes, they did dislike it because it was discriminatory, not because it helped poor and Black people. I don't know the views of people you've met, but in my circles the opponents of DEI are mostly tech workers in SF and Seattle - not exactly a conservative demographic. I can't count a single Republican between us.
The course of our relationship with DEI was pretty similar: in university we earnestly believed that women were discriminated against in tech hiring. One of us even built a prototype anonymous interviewing platform. Once we entered the workforce, there was pretty big whiplash when we started getting visibility into our own companies' hiring pipelines. Many of us - including myself - found ourselves actively carrying out discrimination on the basis of sex and race. Mostly sex, though - while our DEI advocates often invoked racial disparities to emphasize the need for these discriminatory policies, the actual beneficiaries of these policies were mostly white and Asian women.
Does this make me any less likely to support better school funding, and other public benefits that help poor people and Black people? I don't think so. The discriminatory practices of tech company hiring is pretty far removed from these issues in my view. Why would should an underserved school not receive better funding because some tech companies preferentially hired an Asian female over an Asian male? I see no connection between these two.
Three out of the four companies I've worked at, for one.
YouTube was sued for directing one of its recruiters to exclusively advance diverse candidates for a period of time, and eventually settled with the recruiter [1].
Intel [2] and Microsoft [3] both tied specific percentage quotas to executive's compensation. If saying "reach this racial and gender quota or I'll penalize you financially" isn't discrimination, I'm not sure what is.
Perkins-Coie explicitly excluded applicants from its diversity fellowship program if they didn't meet certain racial, sexual orientation, or other requirements [4].
i like how when a company obviously discriminates against women and minorities by hiring almost entirely white guys that's fine that's to be expected but if you try to fix that discrimination it's an evil conspiracy
The fact that the company is majority white does not make discrimination legal. If the Perkins Coie wants to do things like anonymize its interviews, or send fake interview packets to its recruiters and looking for disparities in call back rates then that would be a genuine attempt at identifying potential discrimination.
the discrimination already happened! it's not possible to end up 80% white guy without discriminating. it's curious that the status quo isn't nearly as concerning.
> it's not possible to end up 80% white guy without discriminating?
This is untrue, though. The fact that a company does not have representation that is exactly equitable with the general population is not evidence of discrimination.
In fact, you can end up with disparities much larger without discrimination. It's even possible to actively discriminate against a group, and still have that disadvantaged group be overrepresented by a factor of 3 or 4.
That was the case with the Harvard admissions lawsuit. Even though the university was actively discriminating against Asian applicants, the undergrad population was ~20% Asian, despite ~6% of the applicants being Asian.
>The fact that a company does not have representation that is exactly equitable with the general population
i didn't say exactly equitable, i said 80%. it's not possible to have 80% white guys and not be discriminatory.
you're making a bad faith apples to oranges comparison, to say nothing of the merit of Students for Fair Admissions v. Harvard. your viewpoint and disinterest is very clear, i don't know why you even bother arguing about it.
Yes, it is possible to have an 80% white organization without discrimination. Perkins Coie is ~80% white but is gender representation is much closer to parity [1], so I'm not sure why you're referring specifically to "white guys".
The relevance of SFFA vs. Harvard is to demonstrate that it's possible to have a substantial overrepresentation - over 3x in the case of Asians at Harvard - despite actively discriminating against the overrepresented group. Whites are only ~1.2x more common at Perkins Coie relative to the general population.
You can keep repeating the line that because a company has X% of Y race it must be evidence of discrimination as many times as you want, repetition doesn't make it true.
not going to debate bad faith right wing cause celebres arguing the inverse.
i see it with my own two eyes when i have to yell at recruiters to stop bringing me all-male candidate slates, i see it from studies in social sciences, and i know it from having seen the progression over my own career and listening to my female colleagues. at the end of the day a lot of men don't see women and minorities as people with full agency.
If you did a cursory review of the social sciences on this topic, you'd know that the demographics of people going through the prerequisites to working at a place like Perkins Coie does not match the general population. College attendance has racial disparities, as does law school attendance. Whites have half and 1/3rd the fail rate at the bar examination as compared to Latin and Black people respectively. Even absent discrimination, there are plenty of factors that drive law firms to have larger representation of white people.
> it's not possible to end up 80% white guy without discriminating.
That is not remotely true. Individual choices, as well as experiences which shape the candidate pool, can cause such lopsided numbers. In my view, the single biggest problem with the (quite well intentioned) diversity initiatives is that they assume, without evidence, that any organization with lopsided demographics must therefore be discriminating. But that is a fallacy and undermines the entire endeavor they are engaged in.
there's loads of evidence, y'all just don't like engaging with it cos you don't like the answer because fixing it is work and fundamentally women and minorities are not seen as people with full agency.
i'm old enough to remember when software engineering conferences were _2%_ female. it's exhausting to be having this same conversation decades later.
What is the evidence? Did we send identical applications, differing only by ethnicity, to Perkins Coie, and did they respond to the non-white applicants at lower rates? Did Perkins Coie institute policies like withholding bonuses if leaders hired too few white applicants? What indicates that Perkins Coie is preferring white applicants over equally qualified Black or Latin applicants?
You insist there's evidence of discrimination, but all you've done is point to the % of white people at the company and insist it's too high.
But as a counterpoint, 40% of the developers at my company are Asian, despite them making up 6% of the US population. That's an overrepresentation of over 6X. In fact, whites are slightly underrepresented. Does that mean we're discriminating against non-asians? Is this evidence that whites are discriminated again, on account of their underrepresentation? Of course not.
YouTube was never found guilty of anything, they just paid to make the argument go away. In the case of Intel and Microsoft you're conflating incentives with quotas. These companies wanted more diversity in their staff, which is a valid and laudable goal, and they were willing to pay extra if that was achieved.
Would you like to try again?
edit: your later addition of Perkins Coie also was settled/dismissed and never adjudicated, and the executive order which claimed to penalize them for discrimination, which was adjudicated later, was a summary judgment in their favor[1].
The real takeaway is that a lot of people are very mad about what they imagine DEI to be.
Yes, the lawsuit against Perkings Coie was dropped, after the law firm agreed to stop engaging in discrimination. As per the case, Parkins Coie did explicitly require that applicants to its diversity fellowship be Black, Latin, or a member of the LGBTQ community. The lawsuit was dropped after Perkins Coie agreed to expand eligibility to all applicants, regardless of race and sexual orientation.
What about the Perkins Coie lawsuit serves to highlight the notion that DEI is often implemented through discriminatory manners? Do you deny the eligibility criteria that Perkins Coie set for its diversity fellowship.
> and the executive order which claimed to penalize them for discrimination, which was adjudicated later, was a summary judgment in their favor[1].
This judgement is largely unrelated to their discriminatory fellowship requirements. The lawsuit about the fellowship was resolved in 2023, before Trump took office. This was a judgement against Trump's executive order - it is not a judgement of Perkins Coie's employment practices before he took office.
They settled out of court, YouTube didn't prevail in court. The evidence speaks for itself. Did you not read the emails that plaintiff's manager sent, explicitly telling him to cancel all non-diverse applicants' interviews?
> Please continue with L3 candidates in process and only accept new L3 candidates that are from historically underrepresented groups.
> We are still pre-Goodburger roll out, so that means the only candidates that need pre-allocation are L3s. And we should only consider L3s from our underrepresented groups.
Engage with the evidence of the lawsuit before proclaiming that it's meritless because YouTube settled with the plaintiff, rather than going to court and losing. If these emails were fabricated YouTube would have a slam-dunk case against the plaintiff. But they chose to settle.
> In the case of Intel and Microsoft you're conflating incentives with quotas
The incentives were implemented in the form of quotas. You're writing as though these are mutually exclusive things, when they're not.
"Your salary is $110,000. If you don't meet a quota of 40% women, I'm docking our pay by $10,000 as a penalty for failing to meet this quota."
"Your salary is $100,000. Because we want to make the company more diverse, we're giving a $10,000 bonus for reaching an inclusion milestone of 40% women."
This is exactly what Intel did, from the Atlantic article:
> But in the past couple of years, Intel decided to try a few other approaches, including hiring quotas.
> Well, not quotas. You can’t say quotas. At least not in the United States. In some European countries, like Norway, real, actual quotas—for example, a rule saying that 40 percent of a public company’s board members must be female—have worked well; qualified women have been found and the Earth has continued turning. However, in the U.S., hiring quotas are illegal. “We never use the word quota at Intel,” says Danielle Brown, the company’s chief diversity and inclusion officer. Rather, Intel set extremely firm hiring goals. For 2015, it wanted 40 percent of hires to be female or underrepresented minorities.
> Now, it’s true that lots of companies have hiring goals. But to make its goals a little more, well, quota-like, Intel introduced money into the equation. In Intel’s annual performance-bonus plan, success in meeting diversity goals factors into whether the company gives employees an across-the-board bonus. (The amounts vary widely but can be substantial.) If diversity efforts succeed, everybody at the company gets a little bit richer.
When has the court upheld a policy of setting a specific percentage racial or gender quota, and penalizing employees financially if that quota is not met? If I told my employees "I'll reduce your pay by 90% if you hire any pregnant women" that's not discrimination against gender and family status? You really think a court would buy this argument? Of course, 90% is a much bigger proportion of salary than the DEI bonuses in the example above, but fundamentally this is no different of a policy - it's still tying compensation to the protected class of hired candidates.
And again, you're still glossing over the other two examples: A manager at YouTube explicitly directed a recruiter to only proceed with diverse applicants. And Perkins Coie did, in fact, restrict eligibility for its fellowship program on the basis of race and sexual orientation (this was settled in 2023 after they agreed to stop discriminating. The 2025 judgement you linked above doesn't in any way defend Perkins Coie's hiring policies, only that Trump couldn't further punish them by banning them from federal buildings).
> When has the court upheld a policy of setting a specific percentage racial or gender quota, and penalizing employees financially if that quota is not met?
Irrelevant.
> And again, you're still glossing over the other two examples
Two examples is not a pervasive problem in my opinion, so it's super easy to gloss over.
What is a pervasive problem is the tables being very tilted against certain groups of people.
If the courts haven't found in favor of companies using quotas as incentives, then you have no basis to claim that that quotas are legally acceptable as long as they're framed as incentives. This is directly relevant to your claims.
I find it noteworthy how often proponents of DEI talk in vague, euphemistic terms. You left me to guess what you mean by "certain groups of people". The group that I've witnessed benefit the most from DEI in tech companies is women - not Black people, or poor people. And the experimental evidence on the gender disparity in tech company recruiting does not back up the idea that women are disadvantaged when it comes to applying to tech companies: https://papers.ssrn.com/sol3/Delivery.cfm/SSRN_ID3946621_cod...
> If the courts haven't found in favor of companies using quotas as incentives
The courts don’t conflate these activities and as we’ve discussed, recruiting incentives related to broadening the applicant pool are perfectly legal and proper. This has nothing to do with hiring unqualified people based on identity as you imply. Hope this helps.
> The courts don’t conflate these activities and as we’ve discussed
Again, what is the basis of this statement? You're not actually backing this claim up with anything, you're just postulating it as fact. From what I can find, companies are being sued for this practice: https://nfclegal.com/dei-legal-development-spotlight-warm-up...
> Florida Attorney General James Uthmeier filed a lawsuit accusing Starbucks Corp. of violating state civil rights through its DEI policies by: ... Tying executive compensation to participation in race-based mentorship programs and race-based employee retention rates; and
I have not been able to find a single instance of a company successfully defending a policy of tying compensation to race and gender quotas. Your claim that the courts have given the green light on tying compensation to racial and gender quotas is not the consensus I'm finding.
> recruiting incentives related to broadening the applicant pool are perfectly legal and proper.
Tying compensation to quotas also incentivizes narrowing the applicant pool to exclude the demographic that doesn't belong to the quota. Again, if I told my employees, "I'm docking your pay if you hire any pregnant women", am I broadening the applicant pool to include more non-pregnant people? Or am I incentivizing them to narrow the applicant pool to exclude pregnant women? "Diversity goals" and caps are two sides of the same coin. Tying a bonus to a diversity goal X% women is the same as instituting a penalty if a cap of (100-X)% men is exceeded.
Remember, Microsoft and Intel tied quotas to proportional representation. If I have 8 men and 2 women on my candidate docket, and I need to reach 40% women, I could try and attract 3 more female applicants. But if the desired female applicants don't materialize, I could also decline to hire some of the men to push women's proportional representation up enough to reach the 40% quota. I can't guarantee whether more women apply to join the team, but I can unilaterally decline to move forward with some of the men.
> This has nothing to do with hiring unqualified people based on identity as you imply
Where did I write about unqualified people getting hired? I've re-read my comments twice, and nowhere do I imply that people are hired based on identify characteristics.
I've found that this is a common theme among DEI proponents: try and imply that people who highlight the existence of discriminatory policies as denigrating the qualifications of the groups favored by DEI preferences. I have generally not witnessed unqualified applicants being hired on account of DEI discrimination, rather it's mostly qualified men that aren't getting interviewed in order to prop up female representation percentages.
And for the fifth time, incentives and quotas are not mutually exclusive. A company can create incentives that are implemented through quotas.
"Your salary is $100k. If you don't meet a quota of X% women I'm reducing your pay by $50k."
"Your salary is $50k. But I'm offering an incentive of $50k if you meet a quo... - excuse me - diversity goal of X% women."
You can keep repeating that this isn't a quota as long as you call it an "incentive", but anyone engaging in good faith sees it for what it is: it's setting a specific numeric quota on the basis of protected class, and penalizing workers who don't meet that quota.
> The United States alleged that IBM took race, color, national origin, or sex into account when making employment decisions, including by using a diversity modifier that tied bonus compensation to achieving demographic targets.
Bigotry does not mean an automatic win at court. I continue to be impressed at the mental gymnastics you're willing to jump through to rationalize the belief that tying compensation to racial and gender quotas is legal. It doesn't matter that companies are being sued and paying out settlements for their illegal DEI practices, it's all just a conspiracy!
Even above age 35, 85% of men are able to conceive within 12 months: https://pmc.ncbi.nlm.nih.gov/articles/PMC11026002/
Like it or not, fertility decline is substantially different between the sexes.
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