Wizard22 wrote: ↑July 22nd, 2022, 5:46 am
So now, with this data, evidence, and facts in mind....it makes sense that male-to-female Transexual conversion is immensely more popular than female-to-male.
Young males want Female Privilege, but young females do not want "Male Privilege", because the latter is evidently, and obviously, a
myth.
Ok, I'm finally at a keyboard. First, just a reminder that
this paper disputes that MTF is "immensely more popular" than FTM transitions today (they are about equal). It is true that for a long while MTF transitions were much more popular though, so I will note that you were partially correct at least.
What I'm more concerned about here is this notion of "male privilege" and "female privilege" you have. I don't wish to dispute that either exist because I agree that they do. What I will dispute is your assertion that male privilege is a "myth" or that trans people make decisions to transition based on wanting gendered privilege.
The main male privilege is essentially the absence of suffering systemic misogyny. Women are
promoted less often even when their work ethic matches men (in STEM, men are also
1.5 times more likely to get hired than equally qualified women in the first place*). Men are
three times more likely to interrupt a woman than
another man in workplace or school environments.
(* -- also consider that in STEM, people have handed out résumés that are exactly the same in every respect except some have male-sounding names and some have female-sounding names. In all studies, the male candidates were found to be exceptionally
more competent than the female candidates despite the only difference being whether their name sounded like a man's name or not).
If people are told about a CEO named Morgan that "tends to offer their opinion" and "talks more than most CEOs," it turns out that their opinion of this hypothetical CEO depends on whether they were presented as Mr. Morgan or Ms. Morgan. Despite having the exact same description and résumé, people rated Mr. Morgan as being
more competent than other CEOs while Ms. Morgan was rated
less competent.
A woman's assertiveness in the workplace is more likely to be [url=http://web.stanford.edu/group/ipc/pubs/2005Choi.pdf]interpreted as anger[/url] rather than strength (an assumption of incompetence: an assertive woman is "moody" or "bossy" rather than competent), and angry women (whether actually angry or not) are perceived as
more incompetent than angry men under the same circumstances. Women's anger (again, real or not) is stereotyped as
being internalized (e.g., "she's just a moody woman, that's the way that she is") whereas men's anger is stereotyped as external ("he's dealing with a lot that's happening to him"). Compared to male supervisors and bosses, people remember negative traits and forget positive traits
more often if the supervisor in question is a woman.
Since women are stereotyped as nurturers, they are assumed to be
less competent than men at leadership positions because it's assumed women can't make tough choices. Taken with the paragraph above, this leads to a catch-22 whereby women
seek to avoid being perceived as angry, which makes them appear stereotypically passive and unsuitable for leadership. This is even more problematic because seeking to avoid stereotypes causes
stereotype backlash whereby they are simply stereotyped
more.
66% of women have reported feeling their voices are devalued at work, and 41% have experienced a sexist workplace environment. When women leave the workforce (particularly STEM), many report
psychosocial gendered reasons (e.g., systemic misogyny) for leaving.
4 in 10 drop out due to having to juggle home life with their professional life, which brings me to the next major subject point.
Women face a lot more gendered emotional and cognitive labor expectations than men do. Women are expected to provide emotional and cognitive support
at work as unpaid, unrecognized labor; while women are still expected to take the brunt of unpaid emotional and cognitive work
at home. This isn't because they want to, either (
we don't): it's more gendered cultural expectations.
Now, of course men have to deal with some systemic misandry as well. Systemic misandry isn't good any more than systemic misogyny is good. We can agree that systemic misandry should be combatted. What we won't agree on is that men don't have privilege. They absolutely do. To have privilege is not an accusation of specific wrongdoing, it just means to not have to deal with systemic problems that someone else would have to deal with.