• 2 Posts
  • 371 Comments
Joined 2 months ago
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Cake day: December 22nd, 2024

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  • it’s also effectively tied to Google services due to the app distribution

    It’s been recently added to FDroid.

    and push notification channels

    You can use NTFY with Molly (which has been on FDroid for some time).

    network-level metadata monitoring by anyone with sufficient access/influence at Signal or their data center provider (such as a government who doesn’t like encrypted messaging).

    This one is just a straight-up lie. Everything on the server is encrypted and no one has the keys except the participants.






  • selectively quoting them to suit your own agenda

    I didn’t “selectively” quote anything…

    so it fits your definition of discrimination

    …are you under the impression that I invented the word? I’m not quite that old…

    If you’d read on in my comment, I described how literary agents are inundated with thousands of requests

    …and that should mean something to me?

    There are probably hundreds of minority authors also getting turned away just like me.

    Okay but you explicitly said you were rejected because of your skin color…

    So, NO. You don’t get to “own” and weaponize someone else’s hardship in that way. Not ever.

    That…didn’t happen. Don’t blame me because you argued against yourself…





  • Can you link me to the specific comment where you’ve acknowledged negative reinforcement?

    I’ll go ahead and do it again, just for you: Racial and sexual bias is present in our systems. In politics, in employment, and in every other industry. They’ve been dealt a shit hand via generational poverty, which extends from all the way back in the days of slavery. Marginalized people deserve an upper hand.

    DEI attempts to bring balance to that inequality, using racism and discrimination. DEI is a net positive. Discrimination is not inherently negative.

    Basketball teams hire white men frequently. So I’m still not sure what point you’re making

    The point I’m making is the frequency. Unless you want to claim that companies just never hire black men, at which point I expect to see statistics indicating that all black men are unemployed.

    Black basketball players comprise ~70% of the NBA, despite making up ~13% of the US population. That’s a >500% over-representation. Are you planning to file a complaint?

    And as far as I’ve seen, people are not assessing the policies themselves

    What are you talking about? It’s called DEI. The policy is in the name.

    but making assertions around them directly to individual long-term hires

    I don’t even know what this means?

    White people, so far as I’ve seen, have not had to defend their presence under these policies.

    You just did, in your first reply to me:

    I’m white, straight, and male…Every agent that I’ve tried to contact, especially ones that match the type of book I’m writing, has been vocal that their focus is on BIPOC, LGBT, and other diverse candidates. I’ve been turned away at every one.


  • Racism systemically prefers one race over another; not just on an individual occasion

    Incorrect. What you’re referring to is called “systemic racism”, but “racism” alone has an entirely different, very simple definition: discrimination based on race, which is what this is. And it can absolutely be applied to individuals and to policies.

    if an organization’s entire senior leadership of 10+ people were all black men, any diversity consulting would highlight that as being an issue as well.

    Really? Do you really think that’s true? Do you think anyone would “highlight”, say, a professional basketball or football team that’s 90+% black as “problematic”?

    You’re also disacknowledging the negative reinforcement that accompanies racism, where people are treated negatively a certain way based on no known information of them other than their race.

    Wrong again, I explicitly acknowledged this already. It has no bearing on this conversation.

    the people making these declarations have not been given valid assessments of their target’s performance on their job.

    You don’t need to assess performance. The only thing you need to assess is the policies themselves. How they’re applied or what the resulting performance is is irrelevant to a conversation about whether or not they’re discriminatory.