Inside the Gay Tech Mafia | WIRED

All entries on Feminist Legal Clinic’s News Digest Blog are extracts from news articles and other publications, with the source available at the link at the bottom. The content is not originally generated by Feminist Legal Clinic and does not necessarily reflect our views.

No one can say exactly when, or if, gay men started running Silicon Valley.

[W]hen I call up a well-connected hedge fund manager to ask his thoughts about what is sometimes referred to in industry circles as the “gay tech mafia,” he audibly yawns. “Of course,” he says. “This has always been the case.”

And it is absolutely the case now, he adds, when gay men are running influential companies in Silicon Valley and maintain entire social calendars with scarcely a straight man, much less a woman, in sight. “Of course the gay tech mafia exists,” he continues. “This is not some Illuminati conspiracy theory. And you do not have to be gay to join. They like straight guys who sleep with them even more.”

Sure, there were gay men in high places: Peter Thiel, Tim Cook, Sam Altman, Keith Rabois, the list went on. But the idea that they were operating some kind of shadowy cabal seemed born entirely of homophobia.

At an AI conference in Los Angeles, an engineer casually referred to a top AI firm’s offices, more than once, as “twink town.”

One San Francisco investor tells me that he believes the Thiel Fellowship is a training ground for gay industry leaders.

[O]ne afternoon in late November, spend nearly an hour texting one . . . account owner over Signal who agrees to speak to me only if I keep his handle secret.

This person describes the Valley as a place known for “ecstasy, psychedelic fueled gay sex stuff.” Has he experienced any of it himself? No. But he knows people who have—people who are “pretty afraid” and “young af.” He won’t name names, won’t connect me to anyone, but he swears that any negative rumor I’ve heard about gay men in Silicon Valley is true. He suggests a conspiracy so sprawling it rivals QAnon and implicates the entire US government.

Finally, frustrated by his evasiveness, I ask what he thinks will happen if he tells me what he knows. “I truly believe,” he says, “killed.”

The problem with conspiracy theories, even offensive ones, is that they are rarely wholly invented.

Most of the people who speak to me for this story do so on the condition that their names be kept confidential.

In 2022, a popular anonymous tech insider X account, Roon, tweeted that it was “crazy how venture capitalists have reinvented the Roman system of pederasty.”

I’m told to connect with Joel, a gay man who works in tech and who spent a lot of time among the older in-group of powerful gay men in Silicon Valley, more than a decade ago.

When I ask Joel to explain how the gay tech mafia works, he tells me that it’s similar to people who “went to the same college or came from a similar background or a similar town.”

Joel tells me about the parties at the time—the exact specifics of which remain off the record. But they were, in summary, what you might expect.

I tell Joel that I’ve heard from some young men in the tech industry who feel pressured to sleep around to get ahead. Was that true in his experience? “Mmmmm,” he says, and pauses. Then he bursts out laughing. “I mean, in all of this, there are weird gray areas. It can be very sexual. It is not all professional. A lot of people have dated or slept with each other.” He had experienced a kind of coercion firsthand. “I definitely felt pressured to do—not overtly illegal things. But they walked the line.”

The exchange of sex and status may not be the reason these men rose so quickly, but it can be a factor—if only because sex, as he puts it, “makes people become closer rapidly.”

Source: Inside the Gay Tech Mafia | WIRED

Liberal candidate who ousted Moira Deeming found ineligible over child sex offender reference | The Australian

Moira Deeming’s future in the Victorian Liberal Party is uncertain following the party’s decision to hold a new preselection after the candidate who defeated her was ruled ineligible for giving a character reference to a convicted child sex offender.

The debacle has thrown the party into turmoil, prompting a group of Liberal State Council members to call for the immediate resignation of Victorian Liberal president Philip Davis and vice presidents Holly Byrne, Cathrine Burnett-Wake, Trent Sullivan and Geoff Gledhill.

Under the party’s constitution, Ms Deeming continues to be a candidate for top spot on the Western Metropolitan upper house ticket, after receiving 29 votes to Dinesh Gourisetty’s 37.

But the party could simply have endorsed her as its candidate for the first position on the Liberal Party’s group voting ticket for the Western Metropolitan Region, and has chosen not to.

It is not clear what action the MP, who has previously spoken of her own sexual assault as a child, will take, having been deeply traumatised by the party’s rejection of her on Sunday in favour of a man who had provided a positive character reference for a ­pedophile.

In the reference letter, Mr Gourisetty said he had known Patel for nearly four years. “He is a good friend of mine. I understand that Mr Kashyap Patel has to attend court about child grooming and sexual assault charges,” he wrote. “He is very upset about the charges and I truly believe he is extremely sorry to the complainant for what he has done.”

“Even though he has been charged, I would continue to trust him as my friend. Finally, I can say that in all the time I have known him, Mr Kashyap Patel has been a decent, hardworking and trustworthy person. I believe any behaviour he displayed that caused him to be charged with child grooming and sexual assault was a one-off event.”

Patel was convicted in September 2024 and sentenced to nine months imprisonment and a two year community correction order.

County Court Judge Peter Rozen KC found that in the full knowledge of his victim’s age, Patel had connected with her via an anonymous chatting app called Antiland and asked her to meet him after school for sex, telling her he would bring protection.

He also persuaded the child to send him three sexually explicit photos of herself, having told her he could use the images to obtain contacts for escorting.

Patel told the girl he wanted to masturbate in front of her and encouraged her to do the same.

Despite being told she was not interested, he asked her if she wanted to work in brothels and told her she could make a lot of money if she was prepared to perform certain sexual services.

Judge Rozen found Patel was a “man of otherwise good character as set out in the three character references filed with the court.”

It comes as the Supreme Court battle over the party’s $1.55m loan to Mr Pesutto to pay his legal bills for defaming Ms Deeming escalates, with both sides launching appeals over access to sensitive financial documents and the identities of guarantors.

A five-day trial, brought by a rebel faction of Liberal members opposed to the loan to the former opposition leader, had been due to begin last week. Instead, it was vacated by consent amid a dispute over whether the guarantors’ identities should be revealed and a push by the plaintiffs for access to internal party documents.

Former Liberal MP and Pesutto chief of staff Louise Staley meanwhile took to Instagram to gloat over Ms Deeming’s loss, posting an image of the MP walking out of Liberal headquarters on Sunday with the caption “Happy Days” and the Lily Allen Song “F — k you very much” playing.

Source: Subscribe to The Australian | Newspaper home delivery, website, iPad, iPhone & Android apps

Why do men sexually harass women at work? Science offers two explanations – but only one of them holds up | The Conversation

There are two ways to understand sexual harassment in the workplace, but one of them is more scientific than the other.

On one view, sexual harassment – as the name implies – is all about sexuality. According to the evolutionary psychology research program, men and women have evolved different psychological mechanisms to solve the different challenges they faced to successfully reproduce back in the Pleistocene epoch.

For men, these adaptive mechanisms include a greater interest in casual sex, and a tendency to mistakenly conclude that women are sexually interested in them. Women, in contrast, evolved to be more sensitive to potential threats to their sexual autonomy – and therefore perceive men’s advances as harassing.

But for social science scholars informed by the gender hierarchy – the idea that men hold more power and status than women – sexual harassment is “an expression of workplace sexism, not sexuality or sexual desire”. It is a mechanism for preserving work roles as masculine terrain, and pushing back against threats to men’s higher status within a workplace.

It might be tempting to think one scientific view is preferred over another for political reasons: he likes the evolutionary psychology account because he is a misogynist; or she likes the gender hierarchy account because she is blinded by her feminist ideology.

These accusations don’t get us very far. Fortunately, the philosophy of science gives us three well-established criteria for what makes for a good scientific explanation.

In our recently published research, we used these three criteria for a good scientific explanation to compare the evolutionary psychology and gender hierarchy maintenance accounts of workplace sexual harassment. So what did we find?

First, we found that the gender hierarchy maintenance explanation was clearly superior when it came to identifying causes that make sense of a broad range of workplace sexual harassment phenomena.

Evolutionary psychology makes sense of sexual coercion and some forms of unwanted sexual attention, to be sure. But research shows these kinds of behaviours almost invariably go hand-in-hand with sexist jokes, crude sexual remarks and sexually degrading imagery, such as porn.

None of these behaviours are plausibly about trying to gain sexual favours, even though some are sexual in nature. These behaviours are called “gender harassment” –which is the most common form of sexual harassment.

Unlike evolutionary psychology, gender hierarchy maintenance can explain all three forms of harassment. Demands for sexual favours, sexist remarks and requests for note-taking can all be understood as behaviours that reinforce traditional gender roles and confer greater status and authority to men.

Our research points to the value of understanding workplace sexual harassment through the lens of gender hierarchy maintenance. This offers hope for the future of workplace culture: it suggests men are not essentially predisposed to be sexual harassers, with little that can be done to alter their evolved natures.

Instead, sexual harassment is best understood as a consequence of our current social and cultural environment. And this is something we can shape to facilitate a better and safer future at work.

Source: Why do men sexually harass women at work? Science offers two explanations – but only one of them holds up

Former NSW prison officers say system protects abusers and silences women – ABC News

The ABC has obtained internal documents showing Corrective Services NSW (CSNSW) received multiple reports of former prison officer Scott Hawken making unwanted sexual advances towards female staff, three years before he raped a colleague in 2022. 

Hawken’s case was one of more than 64 matters of sexual assault or harassment involving CSNSW staff reported to the Professional Standards branch between January 2020 and April 2023, according to records obtained by the ABC.

The ABC has spoken to nine current and former correctional officers. 

Most declined to be identified for fear of retribution, but all described a toxic workplace culture that discouraged reporting and shielded senior officers.

One who did speak publicly is Kirsty Prince, a junior officer who medically retired in December.

Ms Prince said that, after she reported a senior correctional officer, she was labelled by her colleagues as a “career destroyer” and “a dog”.

“You’re a blue family now — you stick together,” she said new recruits were often told, blue being a reference to the corrections uniform.

In late 2022, Ms Prince reported a senior officer, Adrian Willis, for sending a photograph of his genitals to her, her 12-year-old son and three other minors.

As a survivor of sexual abuse as a teenager, she said she immediately recognised the seriousness of the image.

“It was the start of a grooming process,” she said.

Within days of reporting the matter, she said her confidentiality was breached by a senior manager she had confided in, and “everyone knew”.

“When it comes time to negotiate my payout, I will refuse to sign an NDA and I’m willing to walk away with nothing. This matters to me because women sign NDAs and those responsible never face consequences.”

In recent years, New South Wales prisons have been in a deepening crisis following a series of sexual misconduct scandals involving senior correctional officers, including former senior officer Wayne Astill, who was convicted of sexually assaulting more than a dozen inmates.

The crisis resulted in a major inquiry in 2023 that examined and found the culture, practices, and procedures within the jail, and the performance of several correctional officers and their managers, were inadequate and inappropriate.

Source: Former NSW prison officers say system protects abusers and silences women – ABC News

How Epstein’s influence shaped the exclusion of women in STEM

IAll entries on Feminist Legal Clinic’s News Digest Blog are extracts from news articles and other publications, with the source available at the link at the bottom. The content is not originally generated by Feminist Legal Clinic and does not necessarily reflect our views.

In 2018, an elite group of academics and scientists planned to gather for an exclusive retreat at a luxury farm in the woods of Connecticut. The guests had been hand-picked by prominent New York literary agent John Brockman, who frequently hosted similar salons for luminaries in science, technology and media. 

The problem? Brockman had included two women on the list, and his staunch supporter and biggest funder wanted them out. 

“John, the old conferences did not care about diversity. I suggest you not either,” Jeffrey Epstein wrote in response to an email about the programming. “The women are all weak, and a distraction sorry.” 

In reply, Brockman justified the women’s inclusion, and says they’d been a part of a related book about AI, which needed to be inclusive to sell. “Today, it’s impossible to get a publisher to buy such a book with essays by 25 men and no women,” he wrote. 

Larry Summers, the former president of Harvard University, who emailed with Epstein hundreds of times, made a joke in one email about how “half the IQ In world was possessed by women without mentioning they are more than 51 percent of population.” 

In another exchange, Epstein and Jeremy Rubin, a bitcoin developer and MIT researcher, went back and forth over whether there are any games that women are actually better at than men. It would be “interesting to attempt to make an intellectually stimulating game where women outperform men,” Rubin wrote in 2016. “Unless women are inherently inferior to the maximally talented man at all tasks ;).”

For women like Lauren Aulet, a neuroscientist and assistant professor at the University of Massachusetts, the files revealed conversations that were more brash than she expected. “I think what was most shocking was simply how blatant and explicit the misogyny was.”

“We have this narrative that explicit misogyny is something from the ’50s and ’60s, and what we have now is like implicit bias and microaggressions,” she said, adding: “I think this made clear that explicit misogyny is still out there in science and in academia, it’s just perhaps behind closed doors.”

Source: How Epstein’s influence shaped the exclusion of women in STEM

OHCHR | Call for input to thematic report to HRC62: Violence and discrimination experienced by lesbian, bisexual, and queer (LBQ) women

All entries on Feminist Legal Clinic’s News Digest Blog are extracts from news articles and other publications, with the source available at the link at the bottom. The content is not originally generated by Feminist Legal Clinic and does not necessarily reflect our views.

Background

The Independent Expert on protection against violence and discrimination based on sexual orientation and gender identity (IE SOGI), Mr. Graeme Reid, is preparing a thematic report on violence and discrimination experienced by lesbian, bisexual, and queer (LBQ) women worldwide, to be presented to the 62nd session of the United Nations Human Rights Council in June 2026. This investigation seeks to understand the distinct and intersecting forms of violence and discrimination that LBQ women face across diverse contexts globally.

Source: OHCHR | Call for input to thematic report to HRC62: Violence and discrimination experienced by lesbian, bisexual, and queer (LBQ) women

“It doesn’t touch me”, Rachel Ward is unbothered by online trolls – The Australian Women’s Weekly

All entries on Feminist Legal Clinic’s News Digest Blog are extracts from news articles and other publications, with the source available at the link at the bottom. The content is not originally generated by Feminist Legal Clinic and does not necessarily reflect our views.

Rachel Ward speaks out after receiving an on-slaught of online hate simply for ageing and choosing to do so naturally.

It was days before Christmas – mid-summer – and cicadas trilled in the background as actor, director and beef cattle farmer Rachel Ward posted a video to her Instagram feed thanking friends and neighbours for their support throughout the year.

No one – least of all Rachel – imagined this chatty, generous and otherwise innocuous post would attract a band of ill-mannered (and inarticulate) trolls.

‘OMG!! What the hell happened to her. Wow!! She has aged really bad.’ ‘I wish I never saw her like this!’ ‘She looks ravaged.’ And worse.

Her daughter, Matilda Brown, also an actor and food producer (at The Good Farm Shop), was incensed. She jumped to her mum’s defence and reposted the comments, calling out the idiocy of criticising a 68-year-old woman for, essentially, looking 68. “Warning!! Naturally aging woman. Proceed with caution,” she wrote and posted a series of exquisite photographs of Rachel with her grandkids, and at work on the farm.

The resulting pile-on of love is what Rachel has focused on, she says, sitting in her kitchen, enjoying a morning cuppa as she chats with The Weekly.

“Why are we giving ourselves these expectations to maintain youth, and what is perceived as attractive? It’s so great to not weigh into that anymore. Maybe if I was 40, I would mind the comments, but now I’ve so left any kind of attachment to youth and beauty behind … It doesn’t touch me because it’s not important anymore.”

Rachel let her hair colour grow out last year, against Bryan’s advice. It was a conscious decision.

“I’d been wanting to do it for a while,” she explains. “It was Bryan who was very resistant. I was just, ‘Well, you’re grey, why does it matter?’ And he was like, ‘You don’t need to go grey yet.’

“I had no idea it was going to be this white, but I like it, and my daughter cut it, so it’s her haircut. My kids like it, the grandkids don’t have a problem. and even Bryan seems to have come around to it, so there we go.”

Source: “It doesn’t touch me”, Rachel Ward is unbothered by online trolls – The Australian Women’s Weekly

Women have fought hard to be recognised as farmers. There’s still more work to be done | The Conversation

All entries on Feminist Legal Clinic’s News Digest Blog are extracts from news articles and other publications, with the source available at the link at the bottom. The content is not originally generated by Feminist Legal Clinic and does not necessarily reflect our views.

Women’s labour has long been central to the success of Australian farming. But farming itself is still largely seen as a “masculine” job. That’s why the Australian women in agriculture movement has fought hard to change this perception.

Our research has reviewed the story and impacts of this movement over the past 40 years.

There have been some big wins for women – particularly in terms of cultural recognition. But they still do not have equal access to the economic rewards of farming.

In the 1990s, rural women started meeting and formulating agendas for change at what were known as the “Women on Farm Gatherings”.

In 1994, the movement was successful in challenging the existing legal status of women on farms as a “sleeping partner, non-productive”.

This impacted women’s position in divorce and injury settlements, impinging on their claims that they were contributors to the farm business and deserved recognition as such.

The movement was making gains in disrupting the masculine idea of what it was to be a farmer. But it also faced backlash.

Like many Australian women’s movements, the momentum of the rural women’s movement stalled from the late 1990s onward.

Farmers were encouraged to “get big or get out” to maintain farm viability. They were also encouraged to become more professional and entrepreneurial.

Policies targeted at women in agriculture and women in rural areas focused on tapping into rural women’s potential to make farms professional and less reliant on government support.

This included building skills related to the farm office. These programs helped to legitimise the policy of economic restructuring, as it was seen to be empowering for women.

These programs did little to improve women’s access to the economic rewards of agriculture. Key politicians still appeared to see women as secondary farmers.

For example, in 2013, then federal agriculture minister Barnaby Joyce said agriculture would “fall flat on its face without the prominent and incredible role that women play”, but then described that role as “basically as the assistant farm labourer, with the partner or with the husband”.

Women’s on and off-farm labour is crucial for family farm viability in Australia, but they still do not share equally in the economic rewards of farming.

The flexibility and underpayment of family labour is arguably one of the key reasons Australian farming remains largely in family rather than corporate hands.

This does not recognise women as independent farmers in their own right. It also reinforces and normalises women’s contribution to agriculture and rural communities as underpaid or unpaid.

Source: Women have fought hard to be recognised as farmers. There’s still more work to be done

If you’re pregnant, do you have to tell your boss? And what are the rules for employers? | The Conversation

All entries on Feminist Legal Clinic’s News Digest Blog are extracts from news articles and other publications, with the source available at the link at the bottom. The content is not originally generated by Feminist Legal Clinic and does not necessarily reflect our views.

A Sydney warehouse worker fired by text message within two weeks of telling her employer she was pregnant has won her job back, along with A$15,000 in backpay.

The recent Fair Work Commission ruling about an Adecco contractor working at an Amazon warehouse highlights how employers and employees can interpret the rules on pregnancy and workplace discrimination very differently – sometimes leading to disputes.

Whether you’re newly pregnant or you’re a boss trying to look after your staff, these are the legal rights and obligations you need to know about.

I’m pregnant and applying for work. Do I have to mention it?

No, you don’t. As the Sex Discrimination Act makes clear, an employer can’t ask you about it either.

Even indirect questions – “Are you planning to have a baby in the future?” – are not allowed.

I’ve found out I’m pregnant. Do I have to tell my boss?

No. When you tell them will depend on your job, your pregnancy and your preferences.

I’ve had fewer opportunities since telling work I’m pregnant. Is that allowed?

Under the law, employees can’t be discriminated against because they’re pregnant.

But discrimination often isn’t as obvious as being fired or demoted.

Can I ask for flexible work?

Yes – and that’s new.

Since June 2023, pregnant women have been able to ask for flexible work arrangements, after an update to the Fair Work Act.

Can I ask for my job to be modified?

Yes, you can ask for a “safe job” or “no safe job leave”. That’s true for casual workers too.

A pregnant employee who’s generally fit for work, but can provide evidence that they can’t do their current role because of illness, risk to their pregnancy or hazards at work can ask to be transferred to a “safe job”.

The challenge for employers – especially smaller businesses

There are lots of good employers wanting to do the right thing. But especially for smaller businesses without a human resources department, it isn’t easy.

My employee’s told me they’re pregnant. Do I have to do anything now?

The Sex Discrimination Act now contains an obligation known as a “positive duty”. It came into force in late 2022.

It means employers need to take reasonable and proportionate measures to eliminate sex discrimination – including discrimination because of pregnancy.

What if I’m worried my worker can’t safely do the job while pregnant?

If you’re an employer, even if you have genuine safety concerns you can’t unilaterally decide a pregnant worker can’t do their job.

Many jobs can be adjusted for pregnancy. Employers need to work with their employees to figure out the best solutions.

Source: If you’re pregnant, do you have to tell your boss? And what are the rules for employers?

Woman loses case against her employer over transgender toilet policy  | Sky News | UK

All entries on Feminist Legal Clinic’s News Digest Blog are extracts from news articles and other publications, with the source available at the link at the bottom. The content is not originally generated by Feminist Legal Clinic and does not necessarily reflect our views.

An engineer who took aerospace giant Leonardo UK to an employment tribunal for having to share women’s toilets with transgender colleagues has lost a discrimination claim.

Maria Kelly alleged harassment related to sex, direct sex discrimination and indirect sex discrimination.

Ms Kelly took action after lodging a formal grievance with the company.

The tribunal was heard in Edinburgh in October, but all of her claims have now been dismissed by employment judge Michelle Sutherland.

Ms Kelly said she believes the outcome “fundamentally misunderstands both the law and my case”, as she announced plans to appeal.

Maya Forstater, chief executive of charity Sex Matters, said: “This judgment interprets the law as transactivists would wish it to be, and is incompatible with the Supreme Court ruling in For Women Scotland in several places.

“It is incredible that even after the highest court in the land has ruled that the law recognises men and women in terms of biological sex, there are lower courts still trying to see the world in terms of gender identity.”

Source: Woman loses case against her employer over transgender toilet policy