Breaking down my Managing Director's IWD email

Got an International Women's Day email from my workplace's Managing Director, and I wanted to break it down since it disgusts me and I wanted to respond to it somehow. I did remove names of both people and the organisation.

Dear colleagues

This International Women’s Day (IWD), I’d like to take the opportunity to pause and thank the women of <redacted>

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Will you ever take the opportunity to thank the men of my workplace? Or just women, since they're 'special' and were historically marginalised - but are not anymore, in Australia or most other first-world countries?

The 2022 IWD theme is #BreakTheBias – a goal I’m passionate about working towards every day of the year.

#BreakTheBias asks us to imagine a world free of discrimination and stereotypes, where diversity and inclusion is celebrated and valued. As a father of two strong young women, I want them and every other woman to be free of barriers to pursue their passions.

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Can we "BreakTheBias" against men, in addition to women? Why are men viewed as potential pedophiles when around kids (which my workplace does have a child-care sector), or are labelled as the aggressors by default in sexual assault and domestic abuse stories?
I'd love it if we could also remove misandristic discrimination and stereotypes, and for men to "be free of barriers to pursue their passions", not just misogynistic ones.

I am truly proud of the role we play as a public provider in both supporting women as an employer and educator. Our work is so important to the fabric of local communities across NSW, and we have the potential to change lives through quality skills and education.

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What about supporting men? Fewer men than women enter tertiary education, after all; shouldn't they be focused on instead?

<redacted> plays an important role in providing learning opportunities to skill and build confidence for better employment and financial outcomes in a safe and inclusive environment. Sadly, many of our customers may experience disadvantage through poverty, violence, sexual assault, financial problems, separation, and parenting. These issues are complex, and the constructs of power and gender in our society plays a huge part in enabling these to occur.

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Which also harms men, Managing Director. Most of the homeless and prison population is male, after all, so men do indeed suffer more from poverty, financial problems, and violence. Also, since divorce settlements and child custody is noticeably biased in the woman's favour, men do suffer from separation and parenting issues as well. Not just women's problems, is what I'm saying.

My vision for <redacted> as an employer is an environment where women can fully participate and thrive in the workplace, improving their economic security and wellbeing across a lifetime.

We boast a majority (64%) female workforce and have met and exceeded the public sector target in terms of women in leadership positions. Having such a diverse mix of backgrounds and skills makes for better decision-making, richer conversations and outcomes that better reflect our customers and their needs.

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...So you're boasting a minority male workforce, of 36%. Yay, great, how "equal" of you. Fuck off, Managing Director; having most of the workforce being women doesn't mean there's "better decision-making, richer conversations and outcomes that better reflect our customers and their needs", since it limits the male perspective for decisions and conversations, and doesn't reflect male customers. How about you fire 14% of those women and replace them with men, for ACTUAL "equality"?

But there’s still more to do. As a Diversity and Inclusion Executive Sponsor, I am pleased to announce we are establishing a new Diversity and Inclusion Council later this month. I will co-chair this Council with Chief People and Culture Officer <redacted - it's a woman>, and membership will include elected members from each of our employee diversity groups, including women.

This Council will be responsible for delivering upon our Diversity and Inclusion Action Plans, and will make connections across diversity networks both within <redacted> and the broader NSW Public Sector.

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...And that Council will be focused on women and non-white races, won't it...ugh. You do realise that, in itself, is being sexist and racist, right? You literally just admitted men were a minority of your workforce, so shouldn't they be represented in this?

<redacted> should be a pillar for inclusivity and connection and a place where everyone belongs and feels welcome.

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Not when men are a minority, and that's treated as a success instead of horrific and needing to be rectified; not when your new Council will likely disregard male issues entirely, in favour of women. Asshole.

I encourage you to use today as an opportunity to reflect on the contribution your female colleagues and leaders make to your workplace and how we can all continue to collectively #BreakTheBias through our daily actions.

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Yeah, fuck my female colleagues and leaders; I don't care. I just want the biases against men to be broken too.