Next Wednesday, 8th March, is International Women's Day and so, in a celebration of feminine puissance, a coterie of female engineers in Bay Area tech companies are planning to strike.
At this point I must borrow words from the colourful Times columnist India Knight and sigh: "Fuck's actual sake."
The guidance to women thinking of striking is widespread and varying in tone. Cassady Fendlay, a holder of "BS in Labor Relations", has provided a handy template letter to an employer, which is almost un-fiskable but I like a challenge:
I hope you will stand in support of me, and any of my women colleagues who choose to participate, in observance of this day. Places of employment can participate by closing for the day or giving women workers the day off, whether paid or unpaid.Mmm, I'd be going for "unpaid" there, bubba. Because if you give all your female employees a paid day off for attending International Women's Day, you can bet your bottom dollar that the employment lawyers will be knocking on your door the day afterwards asking for a corresponding concession for Men's Day. I also wonder about trans employees - do they get their own day, or do they have to pick one of the existing ones - and "genderfluid" employees - do they observe both days? Neither? [If you think this is facetious, you clearly haven't spent time in a Bay Area tech company recently.]
Back to Ms Fendlay:
By ensuring that women have pay equity, a livable [sic] wage and paid leave, businesses can demonstrate that their long-term actions align with the values we are standing up for on this day.So it's fine for men not to have a wage they can live on? What she's claiming, of course, is that women generally suffer pay discrimination, which has been comprehensively debunked. I'm sure there are some employers where this is true, but I can assure you that Bay Area tech companies are not the primary examples.
And to finish:
At an increasingly insecure [my italics] time for the rights of women and other minority groups, it is important to me that I also stand for the value of equality. I hope you will support me in my decision."Increasingly insecure"? FFS. I'm going out on a limb here and assuming that they're not referring to Iran, Saudi Arabia et al. I can't help but note that the national leaders of the UK, Taiwan, Chile, South Korea and Germany are female, and the USA came within inches of electing a female President despite her being desperately unlikeable. What the actual fuck is "insecure" about women's rights in 2017 compared to the 100 years previous?
Personally, I wouldn't see any problem with letting my employees, female or male, have the day off - unpaid, or out of their vacation. If they're scheduled for interviews, a support rotation or other business critical function I'd expect them to arrange cover since their absence is reasonably foreseeable. Enjoy the day all you want, but follow the rules that apply to every employee. That's equality for you.
Of course, the danger is that the strike is a) widely observed, and b) makes no material impact...