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Skeptic134

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About Skeptic134

  • Rank
    Meson
  • Birthday 06/05/1982

Profile Information

  • Location
    Florida
  • Interests
    AI, Computer Science/Engineering, Physics, Robotics

    Cars/racing, sports, fishing, hiking

    Reading/watching Sci-Fi, interesting philosophical and science related conversations
  • College Major/Degree
    M.S. Computer Engineering
  • Favorite Area of Science
    AI, Computer Science, Physics
  • Occupation
    Principal Engineer
  1. Yes, getting women into the higher paying professions will combat the gap that the OP was showing. I don't think you can disagree with that because it was a comparison of income at a percentile by gender not income in the same position with same qualifications by gender. I'm not naive enough to think there is never a difference in pay between equally qualified men and women in the same position but I believe there is much more to the gender pay gap than simple pay discrimination. I believe it is a cultural issue of promoting and presenting the same oppurtunities to females as males in ce
  2. You have a link to studies comparing pay of equally qualified accountants male vs female? That's very specific and much more difficult to gather that data than the much more general datasets from like the OP. And I'm not disputing that there are instances where equal pay isn't always given women with equal qualification in the same position. However, I think you have to figure out and address first why 60% of accountants are women but only 40% of CPAs are women and why only 20% of engineers are women. Because those are the reasons why the data in the OP are what they are, since it isn't
  3. By trying to create environments that foster and promote oppurtunities for women to go into all fields you wouldn't just be talking about the very few jobs at the tip top of the spectrum. It would have an effect across the entire career spectrum. As an example, currently only 20% of engineers are female, while most engineering positions probably aren't in the top 5% of pay, those jobs would represent perhaps the top 25% of pay. Thus if you start increasing oppurtunities and establishing a culture that engineering is just as much for women as men, there is a large shift that can occur. S
  4. I believe this is definitely a part, perhaps majoritive part, of the problem.
  5. Absolutely. People "voting" with their wallets works, it isn't always immediate but it works. Likewise bad publicity espcially with social media works as well. And I think this goes beyond gender pay discrimination.
  6. Actually, I did make an error in my first post, I will correct it here and use more detail. According to the links I used above, about 5% of the workforce (male and female) is at the minimum wage level, then I used your value of 70% of minimum wage workers being female to calculate that 3.5% of the entire workforce are female minimum wage workers. Further, females make up 47% of the total workforce. So, that means that .035 / .47 = .0745 or 7.5% of female workers are minimum wage and will see the pay increase. Similarly though, 2.8% of male workers will see that increase. So really,
  7. I think too often the idea of adding more laws to fix things seems like the approach but you point out yourself it is about enforcement and thus the funding to staff the agencies etc, which costs money, perhaps lots of money. How big of a federal agency will need to be created to effectively enforce the current and potentially new laws? How will corporate cooperation be forced? Penalties? What severity? This type of approach just makes me nervous. Is a massive industry of beurocrats and lawyers going to be created that grows over time and we don't even know how effecient or effe
  8. So this seems tough. I'm not familiar with the current enforcement level but with something as difficult to accurately ascertain as pay discrimination this might just be an invitation for frivolous law suits that only ends up funneling money to lawyers. Objectively proving pay discrimination for a specific individual can be pretty tough. And regarding equal pay laws, I really don't know how that would help. Because of the way that salary negotiation/raises work there are so many moving parts that how would you accurately determine that someone was discriminating because a new employee w
  9. I've read an article before, I don't know of this http://www.npr.org/2011/02/14/133599768/ask-for-a-raise-most-women-hesitate was the same one, but it was the same idea. Men are more likely to ask for raises and more aggressive in salary negotiation and that when women do aggressively negotiate they are more likely to be perceived in a negative way instead of positive way versus men. Also, while the numbers are improving, women make up a small portion of high paying jobs compared to men. For doctors and lawyers, women are about 33% and for engineers, women are about 20%. Women are
  10. I think the gender pay gap is something that is very difficult to properly measure. Another poster made the point that you have to compare by job description. Also, by corporation. Some companies are notorious for paying more than other companies. Further, you would need to compare by performance. The best performer in the office is probably going to be paid more than your average performer in the office. Then there is years experience, education, specific skills and other potential value to the organization. IMO the data is meaningless if you simply compare all female jo
  11. I'll condlude with the following, as this discussion continues to get further off topic, more long winded and harder to connect the dots. Whether you can personally come up with stories of what you consider tradition and how that tradition turned out swell has little to do with a system that can objectively and consistently discern good ideas from bad ones and plausible explanations from implausible. Tradition isn't a good method... there are many ugly traditions that are the result of ignorance. Authority isn't a good method... doing something simply because another human being w
  12. Your own words: First you defended tradition in general as a good reason for belief. Then you specifically defended the tradition of slavery by using the bible, an extremely questionable source of morality to somehow conclude that slavery is wise and compassionate. Offer forth whatever semantical game you like, but you were the one to call slavery wise and compassionate... tell me more about idoicy? And lets not forget your defense of tradition via the diatribe on the breakdown of family values which is leading to an apparent decrease in morality... I suppose as opposed
  13. Agreed, but this thought experiment included total replication of the body not just brain. Or at least that's what I assumed based on there being two of the original people standing there following replication.
  14. I tend to agree that consciousness is the result of the physical world, matter, more specifically our brain and neural activity. However, "inside their head now", doesn't accurately describe the situation IMO. "You" feel no different after being replicated. "You" are still "inside your head" up until your demise. Likewise, the replicated you feels no different and feels "inside it's original head" too. "You" experience the world through them both, because both are "you". Granted at the point of replication forward the "you's" diverge. And this isn't to say that there is a
  15. Slavery is a tradition, one you have chosen to defend because of an apparent affinity for an ancient book. It's not my problem slavery is an uncomfortable or ugly tradition and one which you would perhaps rather ignore. Regarding emotion, perhaps you have an unhealthy emotional attachment to a book or idealogy? However, what is obvious is that slavery is an excellent example of why doing something simply because "that's what we do" is such a fundamentally flawed paradigm. What? If you are trying to offer examples of where/when tradition is "good" perhaps you could offer a s
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