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Matthew Hoppock
@MatthewHoppock 5 years, 8 months ago 1142 views

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There's more in the OIG report about IJ hiring than just the sexual harassment stuff. In this example, a senior EOIR employee involved in IJ hiring personally intervened for one candidate and replaced one of the judges on her hiring panel "to improve her chances of being hired." https://t.co/SxRD5lYmDu

\U0001f6a8New investigation: \U0001f6a8

How sexual harassment and misconduct has been allowed to flourish in the immigration courts, a system intended to give immigrants a fair chance to stay in the U.S.:https://t.co/Lw8hpK5jSe
— Tal Kopan (@TalKopan) January 22, 2021

It was his day off, but he came into the office anyway to intervene in this particular candidate's hiring. He invited her to his office to admire the view, escorted her to the interview room, and then invited her to his apartment afterward to change clothes.

It's alarming how much of this report is redacted - and there are more records they haven't turned over. The OIG said these actions communicated to the hiring panel that she was his close friend and that he "was providing her preferential treatment based on his relationship"

He had already written her a recommendation letter and wasn't supposed to be involved in her hiring process at all.

Aside from the specific individuals the article names, the OIG report says the use of code words to rate attractiveness was so widely known, one person said she had heard it from "enough people that I can't even remember."

One person the OIG interviewed said this group would use their code words about female candidates as a way to "poke at" a female employee because they knew it "bugged" her. Imagine the kind of workplace culture that allows this.

The investigation by @TalKopan named one of them. But the OIG report was broader - it said "senior managers" at EOIR had developed these code words. And one of them, when interviewed by the OIG, had not told the truth about it. The OIG report chalks it up to "poor judgment"

Aside from rating female IJ candidates, a group of EOIR employees made sexual jokes in the workplace.

The OIG said this conduct didn't violate the DOJ's policies because the conduct was not "unwelcome." Just "poor judgment" they said.

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As pointed out by @bongopondit, peak #FactCheckBait was Ted Cruz saying rejoining the Paris climate agreement was about appeasing Paris not Pittsburgh. He knows it's BS. He's an evil psychopath but not dumb. He wants you to QT him and distract from his insurrection efforts.

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So, I want to talk about how sexual harassment and fair pay are linked at Google (and beyond), because I think that's an angle that isn't being highlighted enough in the coverage of these walk-outs. I'm going to frame it largely around my personal experience there. Thread.

When I was sexually harassed by the director of the area I was working in, I was afraid to report it because I was worried that "getting him in trouble" would result in the subtle retaliation of missed leadership opportunities.

I wanted to continue working on the team I was on, because I'd gained a lot of very deep knowledge and expertise in that area, as well as reputation and camaraderie with the other folks working in that area. I didn't want to make the situation more "difficult."

To get promoted at Google, several need to happen: 1. you need opportunities for ownership and leadership above your current level (basically, opportunities to show you're working at the next level you're trying to get promoted to). The work you're "assigned" has a big impact.

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Academic staff at universities can't be open about the complaints against them - and most complaints of transphobia from students seem to be directed at staff. I'm just a final year PhD student, under no contractual requirement to be confidential, so I can share.

The original complaint against me was typical of the sort of thing directed at many female professional academics (and some male too). The strategies employed by my complainants are commonly used.

One of these is to perform vulnerability while behaving aggressively. Performing vulnerability is essential in order to trigger the university's awareness of its duties under the Equality Act, and establish an oppressor/victim dynamic to the case from the outset.

My complainants did this effectively. The complaint was initiated by a fellow PhD student, who joined forces with the SU. A student from the SU wrote the actual complaint. This is how it begins:

In all my dealings with @HuddersfieldUni I accepted that sometimes anonymous complaints were necessary - and that, sometimes, victimisation could be a concern. However, I have never victimised anyone. Nobody has ever argued that I have.

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@AuthorMonika No; we have been British here long before we were Scottish. British comes from 'Pritani' which is what the people here called themselves and the whole island before the Romans invaded.

When the Romans were here they Latinised this to Britannia, but also, for example, the Vindolanda tablets found at Hadrian's wall record the locals north of the wall as 'Britunculi' ' the little britons'

Looking at the post Roman period the 'scots' were Irish pirates who started to invade and colonize from the west. There has been a tribal split known between the 'British' - which covered the central belt where most of 'Scots' still live now, and the 'picts' to the North.

Now the latest research on the Picts suggests from their language that they and the 'British' had an originally common source and both from a same root proto-british language.

Then if you move forward to the Declaration of Arbroath - it literally says that the Scots invaded from Ireland and 'expulsis primo Britonibus et Pictis omnio deletis' - 'first routed the British then destroyed every single Pict'

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