1. What Dworkin goes over in Right-Wing Women about the similarities between right-wing women and right-wing Jews: helping the oppressor succeed will make you no longer their target because you'll be "one of the good ones" (wrong, always so wrong — tokens get spent).
   
   
2. A combination of the phrases "the master's tools will never dismantle the master's house" and "it's difficult to get a man to understand something when his salary depends on not understanding it". Essentially, she thinks she "benefits" in some way from patriarchal systems, like Audre Lorde points out white women often do: they refuse to give up their spot as the white man's lap dog because she thinks she might end up being treated like how white men treat people of color, immigrants, homosexuals, the poor, the disabled, and so on. Perhaps she ardently believes that there must be a hierarchy of oppression and she'd rather be "closer to the top." Or, ala the second quote, she gets a lot of cash money from writing anti-feminist ragebait. Could be a little of column A, a little of column B.
   
   

The Great Feminization The most obvious thumb on the scale is anti-discrimination law. It is illegal to employ too few women at your company. If women are underrepresented, especially in your higher management, that is a lawsuit waiting to happen. As a result, employers give women jobs and promotions they would not otherwise have gotten simply in order to keep their numbers up.

It is rational for them to do this, because the consequences for failing to do so can be dire. Texaco, Goldman Sachs, Novartis, and Coca-Cola are among the companies that have paid nine-figure settlements in response to lawsuits alleging bias against women in hiring and promotions. No manager wants to be the person who cost his company $200 million in a gender discrimination lawsuit.

The Great Feminization I think people will be surprised to discover how much of our current feminization is attributable to institutional changes like the advent of HR, which were brought about by legal changes and which legal changes can reverse.

HR is not there to be your friend. It’s there to protect the company When Susan Fowler found herself on the receiving end of inappropriate chats from her male manager, she documented the exchange and reported him to the company’s human resource department. Fowler, who was at the time an engineer at Uber, thought they would handle the situation. Instead, she was told to either find another team or remain in her current position and risk getting a negative performance review from that manager later on.

This was the first in a series of disappointing interactions that Fowler had with the company’s human resource department. After she left the company, Fowler wrote a widely shared blog about her experience, which triggered an internal investigation and eventually led to the firing of more than 20 employees. It also raised important questions about the way that human resources departments deal with issues like sexual harassment and discrimination. What role should HR play at a company? And why did Uber’s HR department do nothing to protect Fowler?

Turns out, the role of HR was never to protect employees. Their number one priority was always to protect the company. It just so happens that sometimes the two align.

The Great Feminization Because, after all, I am not just a woman. I am also someone with a lot of disagreeable opinions, who will find it hard to flourish if society becomes more conflict-averse and consensus-driven. I am the—