Trump’s ban on admitting Muslims from seven nations is obviously disgusting. But the tech giants who are leading the charge against it are just as gross.
Ever notice how those who complain about being victims are themselves at least as likely to be perpetrators of the same offense? Examples that come to mind for me include the United States and Israel, two countries that portray themselves as targets of terrorism while carrying out wars of aggression whose death tolls far exceed their own losses. You’ll no doubt think of your own examples.
We’re seeing this projection at work with Millennial ageism. The Millennial generation is the most ageist in memory, yet the online media outlets they dominate discuss a problem that, if it really exists, pales in comparison: ageism against Millennials. But, like American presidents’ assertions that the United States has to protect itself against the world when, if anything, it’s really the world that needs to protect itself against the United States, it’s a joke.
Millennials’ status as members of the biggest generation in history – numbering more than 83 million, they have officially beaten the Baby Boomers – ensures that they will have a lot of power over American politics and the workplace, especially as they get older.
Which, if current experience serves to predict the future, they will abuse.
As I have written, ageism – the old-fashioned kind, by the young against the old – is endemic to Silicon Valley, the highest profile business sector controlled by people in their 20s and low 30s. Moreover, it’s normative: everyone thinks it’s OK. So OK do they think it is that national business magazines even publish articles saying it’s “smart” not to hire older Americans because they’re “dumber.”
I call it the old-fashioned kind of ageism because young-picking-on-old discrimination hasn’t been a thing since the “youth culture” of the 1960s and 1970s. Back in their hippie days, Baby Boomers in their 20s were so mean to their elders that they even made a movie whose plot involved putting people over 30 into concentration camps. As they got older, Baby Boomers flipped the switch, deploying their power as employers to discriminate against Generation Xers. Now that the Boomers are finally fading into the demographic mists, their Millennial children are beginning to repeat that half-century-old pattern, marginalizing and refusing to hire Gen Xers.
Ah, the great psycho of life.
While thinking about and researching this essay, I turned my critical eye to myself and my Gen X contemporaries. When we were in our 20s, didn’t we look down on older people? When we got a chance to hire and fire, didn’t we discriminate against those we viewed as boring and out of touch?
Sure, we had more in common with members of our own age cohort than those older than us. But we didn’t look down on older folks…though many of them made fun of us (if they noticed us at all) and would rather let a job go unfilled than hire us.
I remember, for example, working as a staff writer for P.O.V. magazine. Almost all of us were in our 20s and 30s — not because management rejected older writers, but because older writers already had jobs elsewhere. But when editor Randall Lane brought on legendary sportwriter-barfly Bert Sugar as a columnist, not only did no one hold his age against him – he was pushing 60 and looked closer to 80 – everyone thought it was cool to add him to the team. Not just because he was “old school,” which we all admired, or despite his age, but because we appreciated the value that comes with experience. He had stuff to teach us; we wanted to learn, and hoped that some of that glory might rub off on us.
Compare that to the unceremonious departure of Mark “Copyranter” Duffy, 53, from BuzzFeed. Dude was the smartest man in the office; they fired him for being old.
I’ve never been into her music, but the cruel reception of Millennial-dominated media outlets to Madonna’s insistence on continuing to use sex to market herself at age 56 has me admiring her spunk (and, actually, finding her physically hotter than she was back in the 1980s). Also, I have to contrast the viciousness to the way that we Gen Xers treated older pop and musical figures at the same age.
As a record reviewer in my late 20s and early 30s, I can’t recall a single instance of an older rock or pop musician or group being dissed simply because he or she was old. If you sucked, you sucked. If you were good, you were good. If anything, our default mode was to tend to respect anyone who had stuck around for a while. We didn’t exactly respect our elders — as Gen Xers, we didn’t respect anyone, not even ourselves – but we didn’t disrespect them either. For us, it made perfect sense that punk rockers like The Clash admired old glam guys like Ian Hunter of Mott the Hoople.
That “rather die before I get old” crap was from the 1960s, not us.
The tendency of Millennials to denigrate their Gen X and Boomer elders is probably hardwired into the demographic reality of belonging to a big, dominant generation. One of the ways you feel good about yourselves is by picking on smaller, weaker groups. No matter what I or anyone else writes, even if every Millennial in the world reads it, there’s virtually no chance it will reduce their ageist tendencies.
Still, it’s sad. I think about my former literary agent and friend Toni Mendez, who died 12 years ago —at work — at the age of 95. She was more vibrant and interesting and outrageous and intelligent than a thousand typical 25-year-olds combined, and I still miss her terribly. Those 30-year-old gatekeepers in Silicon Valley and elsewhere who think that everyone over 35 has nothing to contribute are screwing themselves too, and leaving money on the table.
(Ted Rall, syndicated writer and the cartoonist for The Los Angeles Times, is the author of the upcoming book “Snowden,” the first biography of NSA whistleblower Edward J. Snowden. It is in graphic novel form. You can subscribe to Ted Rall at Beacon.)
COPYRIGHT 2015 TED RALL, DISTRIBUTED BY CREATORS.COM
Originally published by ANewDomain:
Ellen Pao’s gender discrimination lawsuit has the tech world talking about what it will mean if she wins a verdict against her former employer, a Silicon Valley venture capital firm.
It’s a crazy case. Among the highlights: an office affair gone wrong, with the jilted married guy accused of retaliating against the jilting single woman; a company ski trip for bros before hoes; juicy revelations about huge salaries and ridiculous work hours, including putting in time during a honeymoon.
So what does it mean?
Maybe it’s about the power of money.
“What’s Really at Stake in Ellen Pao’s Kleiner Perkins Lawsuit,” asserts Emily Bazelon in The New York Times, is the tantalizing possibility of “a cultural shift” in Big Tech, infamous for its young white male-dominated “bro” culture. (They used to call that “frat boy”crap.)
“As the kingmakers who decide which start-ups survive, they have the leverage to make the industry more receptive to women and their ideas or continue to reinforce the ‘brogrammer’ norm,” she writes. (Disclosure: Bazelon edited some of my work in the 1990s.)
Or maybe this lawsuit is about the tightrope women have to walk in the American workplace.
“The real drama is in the more mundane charges, about slights familiar to any woman in any workplace that are rarely aired in public, much less in a courtroom,” Claire Cain Miller writes, also in the Times. “Ellen Pao, a former junior partner, was told that she didn’t speak up enough and was too passive — but also that she spoke up too much and was pushy and entitled.”
Could Pao v. Kleiner Perkins Caufield & Byers be about the paucity of women?
“What is really under examination in this trial is the question of why there are so few women in leadership positions in Silicon Valley. At stake is any hope that the tech world can claim to be a progressive place, or even a fair one.” That’s David Streitfeld. Also in the Times.
Three different takes in the same paper!
Here, let me help make things more confusing — with yet another interpretation of why it matters.
Ellen Pao’s case is really about accountability.
The Silicon Valley that emerged after the dot com crash of 2000 has been a cultural and legal Wild West, dominated by companies run by executives who don’t think the rules apply to them.
Every human resources hack knows that gender discrimination is strictly prohibited under federal law. That’s been true for decades.
Google, the biggest tech employer, has a 70 percent male-30 percent female workforce. (It’s 79 percent – 21 percent for “leadership” positions.) Men in the Valley earn 61 percent more than women with the same job and qualifications. It’s actually getting worse.
Numbers like that lead to one obvious conclusion: the bros aren’t even trying. Because they’re not worried about the EEOC, or PR, or anything at all.
The rules-are-for-peasants mentality was epitomized by late Apple chief Steve Jobs, who famously parked in handicapped spaces. “He seemed to think the blue wheelchair symbol meant the spot was reserved for the chairman,” Andy Hertzfled wrote.
As I reported late last year, tech companies violate federal laws against age discrimination even more brazenly than those concerning gender — which is saying something. Many tech ads overtly state that anyone not “young” need not bother to apply. Electronic Arts had no employees over age 35.
And they’re just as bad on race. Whites and Asians are radically overrepresented; Latinos and blacks, if and when you can find them in Silicon Valley, are paid less than whites for the same job.
It’s not just legal stuff. Silicon Valley firms ignore the golden rule of business that the customer is always right. For the Valley, the customer — you and me — are sources of data and money to be exploited and drained dry without so much as a thank you.
Got a problem with Facebook? Too bad.
They don’t have a single customer service rep you can telephone for help when, say, your creepy ex-boyfriend posts photos of your intimate moments.
Facebook also resets the default on your “privacy” settings to “public” without asking. Nice respect for the fundamental American right to privacy.
Sorry, Mark Zuckerberg — I could have just as easily picked on any other company. Nothing personal.
Back to Ellen Pao.
If she wins, which is by no means certain, it will not mean that Silicon Valley will begin treating its customers with respect, or hire people over age 35. What it will mean is that they have to follow the same rules as the rest of us — or pay the price.
Originally published at ANewDomain.net:
Most people know that Silicon Valley has a diversity problem. Women and ethnic minorities are underrepresented in Big Tech. Racist and sexist job discrimination are obviously unfair. They also shape a toxic, insular white male “bro” culture that generates periodic frat-boy eruptions (see, for example, the recent wine-fueled rant of an Uber executive who mused — to journalists — that he’d like to pay journalists to dig up dirt on journalists who criticize Uber. What could go wrong?)
This is progress, but it still leaves Silicon Valley with its biggest dirty secret: rampant, brazen age discrimination.
“Walk into any hot tech company and you’ll find disproportionate representation of young Caucasian and Asian males,” University of Washington computer scientist Ed Lazowska told The San Francisco Chronicle. “All forms of diversity are important, for the same reasons: workforce demand, equality of opportunity and quality of end product.”
Overt bigotry against older workers — we’re talking about anyone over 30 here — has been baked into the Valley’s infantile attitudes since the dot-com crash 14 years ago.
Life may begin at 50 elsewhere, but in the tech biz the only thing certain about middle age is unemployment.
The tone is set by the industry’s top CEOs. “When Mark Zuckerberg was 22, he said five words that might haunt him forever. ‘Younger people are just smarter,’ the Facebook wunderkind told his audience at a Y Combinator event at Stanford University in 2007. If the merits of youth were celebrated in Silicon Valley at the time, they have become even more enshrined since,” Alison Griswold writes in Slate.
It’s illegal, under the federal Age Discrimination in Employment Act of 1967, to pass up a potential employee for hire, or to fail to promote, or to fire a worker, for being too old. But don’t bother telling that to a tech executive. What used to be a meritocracy has become a don’t-hire-anyone-over-30 (certainly not over 40) — right under the nose of the tech media.
Which isn’t surprising. The supposed watchdogs of the Fourth Estate are wearing the same blinders as their supposed prey. The staffs of news sites like Valleywag and Techcrunch skew as young as the companies they cover.
A 2013 BuzzFeed piece titled ” What It’s Like Being The Oldest BuzzFeed Employee” (subhead: “I am so, so lost, every workday.”) by a 53-year-old BuzzFeed editor “old enough to be the father of nearly every other editorial employee” (average age: late 20s) reads like a repentant landlord-class sandwich-board confession during China’s Cultural Revolution: “These whiz-kids completely baffle me, daily. I am in a constant state of bafflement at BF HQ. In fact, I’ve never been more confused, day-in and day-out, in my life.” It’s the most pathetic attempt at self-deprecation I’ve read since the transcripts of Stalin’s show trials.
A few months later, the dude got fired by his boss (15 years younger): “This is just not working out, your stuff. Let’s just say, it’s ‘creative differences.’”
Big companies are on notice that they’re on the wrong side of employment law. They just don’t care.
Slate reports: “In 2011, Google reached a multimillion-dollar settlement in a…suit with computer scientist Brian Reid, who was fired from the company in 2004 at age 54. Reid claimed that Google employees made derogatory comments about his age, telling him he was ‘obsolete,’ ‘sluggish,’ and an ‘old fuddy-duddy’ whose ideas were ‘too old to matter.’ Other companies—including Apple, Facebook, and Yahoo—have gotten themselves in hot water by posting job listings with ‘new grad‘ in the description. In 2013, Facebook settled a case with California’s Fair Employment and Housing Department over a job listing for an attorney that noted ‘Class of 2007 or 2008 preferred.’”
Because the fines and settlements have been mere slaps on the wrist, the cult of the Youth Bro is still going strong.
To walk the streets of Austin during tech’s biggest annual confab, South by Southwest Interactive, is to experience a society where Boomers and Gen Xers have vanished into a black hole. Photos of those open-space offices favored by start-ups document workplaces where people over 35 are as scarce as women on the streets of Kandahar. From Menlo Park to Palo Alto, token fortysomethings wear the nervous shrew-like expressions of creatures in constant danger of getting eaten — dressed a little too young, heads down, no eye contact, hoping not to be noticed.
“Silicon Valley has become one of the most ageist places in America,” Noam Scheiber reported in a New Republic feature that describes tech workers as young as 26 seeking plastic surgery in order to stave off the early signs of male pattern baldness and minor skin splotches on their faces.
Whatever you do, don’t look your age — unless your age is 22.
“Robert Withers, a counselor who helps Silicon Valley workers over 40 with their job searches, told me he recommends that older applicants have a professional snap the photo they post on their LinkedIn page to ensure that it exudes energy and vigor, not fatigue,” Scheiber writes. “He also advises them to spend time in the parking lot of a company where they will be interviewing so they can scope out how people dress.”
The head of the most prominent start-up incubator told The New York Times that most venture capitalists in the Valley won’t take a pitch from anyone over 32.
In early November, VCs handed over several hundred thousand bucks to a 13-year-old.
Aside from the legal and ethical considerations, does Big Tech’s cult of youth matter? Scheiber says hell yes: “In the one corner of the American economy defined by its relentless optimism, where the spirit of invention and reinvention reigns supreme, we now have a large and growing class of highly trained, objectively talented, surpassingly ambitious workers who are shunted to the margins, doomed to haunt corporate parking lots and medical waiting rooms, for reasons no one can rationally explain. The consequences are downright depressing.”
One result of ageism that jumps to the top of my mind is brain drain. Youthful vigor is vital to success in business. So is seasoned experience. The closer an organization reflects society at large, the smarter it is.
A female colleague recently called to inform me that she was about to get laid off from her job as an editor and writer for a major tech news site. (She was, of course, the oldest employee at the company.) Naturally caffeinated, addicted to the Internet and pop culture, she’s usually the smartest person in the room. I see lots of tech journalism openings for which she’d be a perfect fit, yet she’s at her wit’s end. “I’m going to jump off a bridge,” she threatened. “What else can I do? I’m 45. No one’s ever going to hire me.” Though I urged her not to take the plunge, I couldn’t argue with her pessimism. Objectively, though, I think the employers who won’t talk to her are idiots. For their own sakes.
Just a month before, I’d met with an executive of a major tech news site who told me I wouldn’t be considered for a position due to my age. “Aside from being stupid,” I replied, “you do know that’s illegal, right?”
“No one enforces it,” he shrugged. He’s right. The feds don’t even keep national statistics on hiring by age.
The median American worker is age 42. The median age at Facebook, Google, AOL and Zynga, on the other hand, is 30 or younger. Twitter, which recently got hosed in an age discrimination lawsuit, has a median age of 28.
It’s easy to suss out why: they prefer to hire cheaper, more disposable, more flexible (willing to work longer hours) younger workers. Apple and Facebook recently made news by offering to freeze its female workers’ eggs so they can delay parenthood in order to devote their 20s and 30s to the company.
The dirty secret is not so secret when you scour online want ads. “Many tech companies post openings exclusively for new or recent college graduates, a pool of candidates that is overwhelmingly in its early twenties,” Verne Kopytoff writes in Fortune.
“It’s nothing short of rampant,” said UC David comp sci professor Norm Matloff, about age discrimination against older software developers. Adding to the grim irony for Gen Xers: today’s fortysomethings suffered reverse age discrimination — old people in power screwing the young — at the hands of Boomers in charge when they were entering the workforce.
Once too young to be trusted, now too old to get hired.
Ageist hiring practices are so over-the-top illegal, you have to wonder: do these jerks have in-house counsel?
Kopytoff: “Apple, Facebook, Yahoo, Dropbox, and video game maker Electronic Arts all recently listed openings with ‘new grad’ in the title. Some companies say that recent college graduates will also be considered and then go on to specify which graduating classes—2011 or 2012, for instance—are acceptable.”
The feds take a dim view of these ads.
“In our view, it’s illegal,” Raymond Peeler, senior attorney advisor at the Equal Employment Opportunity Commission, told Kopytoff. “We think it deters older applicants from applying.” Gee, you think? But the EEOC has yet to smack a tech company with a big fine.
The job market is supposed to eliminate efficiencies like this, where companies that need experienced reporters fire them while retaining writers who are so wet behind the ears you want to check for moss. But ageism is so ingrained into tech culture that it’s part of the scenery, a cultural signifier like choosing an iPhone over Android. Everyone takes it for granted.
Scheiber describes a file storage company’s annual Hack Week, which might as well be scientifically designed in order to make adults with kids and a mortgage run away screaming: “Dropbox headquarters turns into the world’s best-capitalized rumpus room. Employees ride around on skateboards and scooters, play with Legos at all hours, and generally tool around with whatever happens to interest them, other than work, which they are encouraged to set aside.”
No matter how cool a 55-year-old you are, you’re going to feel left out. Which, one suspects, is the point.
It’s impossible to overstate how ageist many tech outfits are.
Electronic Arts contacted Kopytoff to defend its “new grad” employment ads, only to confirm their bigotry. The company “defended its ads by saying that it hires people of all ages into its new grad program. To prove the point, the company said those accepted into the program range in age from 21 to 35. But the company soon had second thoughts about releasing such information, which shows a total absence of middle-aged hires in the grad program, and asked Fortune to withhold that detail from publication. (Fortune declined.)”
EA’s idea of age diversity is zero workers over 35.
Here is one case where an experienced, forty- or fifty- or even sixtysomething in-house lawyer or publicist might have saved them some embarrassment — and legal exposure.
In the big picture, Silicon Valley is hardly an engine of job growth; they haven’t added a single net new job since 1998. “Big” companies like Facebook and Twitter only hire a few thousand workers each. Instagram famously only had 13 when it went public. They have little interest in contributing to the commonweal. Nevertheless, tech ageism in the tiny tech sector has a disproportionately high influence on workplace practices in other workspaces. If it is allowed to continue, it will spread to other fields.
It’s hard to see how anything short of a massive class-action lawsuit — one that dings tech giants for billions of dollars — will make Big Tech hire Xers, much less Boomers.
Now that the controversy over Mozilla’s firing of CEO Brendan Eich over his antigay politics has subsided (and before something similar happens again, which it surely will), it’s time for a brief tutorial on McCarthyism.
Because, if those who forget history are doomed to repeat it, Americans — who don’t notice history even as it’s happening, while it’s making headlines — are condemned to the endless purgatory of idiocracy.
McCarthyism, also known as the 20th century’s second Red Scare, took on several forms in the 1950s. Today, however, let’s focus on blackballing.
Blackballing, also often known as blacklisting (there are so many a.k.a.’s), is the act of denying employment to someone due to political opinions they express, and activities in which they participate, away from the workplace.
The qualifier “away from the workplace” is important. Denying you a paycheck because of your politics — politics you don’t express at work — is the essence of blackballing, and arguably the most powerful torture device in the censor’s toolbox. Examples of blackballing include the disgusting Hollywood blacklist of left-leaning actresses like Marsha Hunt and director Charlie Chaplin, and the 2004 firing of an Alabama woman because she had a John Kerry bumpersticker on her car. Also in 2004, Men’s Health magazine dropped my comic strip — which was about sex and relationships, 100% apolitical — because I opposed George W. Bush and his invasions of Afghanistan and Iraq.
As Timothy Noah wrote about the bumpersticker firing: “Firing a person because you don’t like his or her politics runs contrary to just about everything this country stands for, but it is not against the law.” The U.S. embraces the savage fiscal Darwinism of “at-will employment,” which allows employers to hire and fire workers as they please, unless a victim can prove — which is difficult — discrimination due to race, color, religion, gender, age or disability.
Incredibly, your boss can fire you simply for being a Democrat or Republican.
Blackballing squelches expression and debate. Yet the American public doesn’t seem to mind that the First Amendment doesn’t protect them where they spend more than half of their waking hours — at work. Which set the stage for what happened to Brendan Eich.
Star LGBT columnist-editor-author Dan Savage “shrugged off” suggestions that Mozilla blackballed Eich: “No gay rights organizations had called for him to step down. This wasn’t really an issue in the gay community, it was an issue at Mozilla. There were people at Mozilla who didn’t want this man representing them.”
(Disclosure: Savage has commissioned work from me, and I have said nice things about him, which I meant.)
Savage is right. No gay rights groups weighed in. They kept quiet. None spoke out in Eich’s defense.
Hey, if someone offs this turbulent priest, it’s no skin off my ass.
“He was perceived by his own employees as an unacceptable CEO,” Savage remarked, pointing to Eich’s record of right-wing politics, which included supporting Pat Buchanan and Rand Paul, in addition to the $1000 campaign contribution to California’s Proposition 8 in 2012, which attempted to ban gay marriage in the state.
Eich was perceived as “an unacceptable CEO” by Mozilla. But this was not because of his computer skills, which are widely seen as unimpeachable, or his management talent, which only came under fire after his politics came to light.
The New Yorker’s James Surowiecki showcased the rationale of McCarthyism. Allowing that Eich is “a brilliant software engineer who had been the company’s chief technology officer,” Surowiecki explained: “The problem was that Eich’s stance was unacceptable in Silicon Valley, a region of the business world where social liberalism is close to a universal ideology.” To which one might ask: so what? If I only bought products made by companies whose CEOs I liked, my house would be empty.
And here, the “well, duh” logic that ignores the much bigger question of whether censorship is a good idea: “In interviews, [Eich] repeatedly spoke about the need to respect the diverse views of Mozilla community members…But there was something self-evidently odd about the pairing of Eich’s rhetorical support for diversity with his financial support for denying legal rights to gay people.”
Bear in mind: Eich pledged, in writing, not to discriminate against gay Mozilla employees. There’s no evidence that he ever mistreated any member of the LGBT community.
What is “self-evidently odd” about the argument that a company that values diversity ought to be able to make peace with a right-wing, anti-gay marriage CEO? Nothing. These “liberals” are blind to their own prejudice. In the same way that cable news channels believe that ideological diversity runs the gamut from center-right Clinton Democrat to right-wing Republican, Surowiecki and Mozilla’s top executives think acceptable political discourse allows for no disagreement on gay marriage.
This makes me nervous, and not just because I’m a political pundit or because gay marriage is an issue about which Americans have changed their minds at a breathtakingly rapid rate. If anything you say can be used against you in the court of the HR office, who is going to risk saying what they think? At Mozilla, Republicans would be wise to stay in the political closet. Isn’t that kind of…fascist?
I think Eich is wrong about gay marriage. I disagree with his right-wing views. He’s a rich (former) CEO, so I don’t care about him personally. Nevertheless, Eich has become a symbol of something dangerous and wrong.
If you can lose your job due to your politics — especially if those in charge find those politics repugnant — there are only two options available to those of us who need to earn a living: keep our opinions to ourselves, or lie about them. If politics leaves the public sphere, forced underground by watchful employers and politically correct coworkers and anonymous online crusaders, how does the United States differ from East Germany?
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COPYRIGHT 2014 TED RALL, DISTRIBUTED BY CREATORS.COM
We love computers and other electronics, but — not unlike an addict’s opinion of his dealer — we hate the companies that sell them to us. Now our contempt for Silicon Valley is expanding to include tech workers.
In San Francisco, where locals know the techies best, 30-year-old worker bees are taking as much heat as their billionaire CEO overlords.
Geographical familiarity breeds political contempt.
Just as Zuccotti Park gave birth to Occupy Wall Street’s clarion cry against the predator class henceforth to be known as the Banksters, San Francisco bus stops have become ground zero in a backlash against Big Tech. Oversized SUV-like buses that ferry Google staffers down the Peninsula provoke anger by clogging public transit stops in a city whose crumbling fleet of city vehicles is starved of funding. Private tech company buses have been blocked by protesters who object to gentrification fueled by the soaring rents paid by deep-pocked tech workers. A bus window got smashed. Across the bay in Berkeley, demonstrators even showed up at the home of a Google engineer to hold him to account for his dual role as tech dystopian (he runs Google’s creepy robot car project) and real estate developer.
Save for a window and a few Google worker tardy notices, nothing has been harmed. Days of Rage this ain’t.
Despite the relative mellowness of it all, any hint that American leftism is livelier than a withered corpse prompts establishmentarians into anxious fits that the streets will soon run red with the blood of fattened-on-organic-veal-and-green-smoothies technorati. In Salon, the usually steady Andrew Leonard lectured San Francisco’s dispossessed that street actions like slashing bus tires are “bullshit,” opining that “delivering passionate rhetoric at a public hearing on city policy toward private shuttles is part and parcel of how a democratic society operates.” (Or doesn’t operate, by his very own account.)
“This is a very dangerous drift in our American thinking,” Tom Perkins, an 82-year-old venture capitalist who helped fund the initial launch of Google, wrote in an instantly infamous letter to the The Wall Street Journal, comparing dislike of 1%ers to Nazi attacks on Jews. “Kristallnacht was unthinkable in 1930; is its descendant ‘progressive’ radicalism unthinkable now?” (Note to Perkins: You’re old enough to remember that Nazism was a right-wing movement.)
“With spokesmen like Mr. Perkins,” David Streitfeld responded in The New York Times, “the tech community will alienate the entire country in no time.”
Gallup’s 2011 poll of public perceptions found that Americans view the tech sector more positively than any other industry but that, I think, is not going to last. Because there are lots of good reasons to hate Big Tech.
The root of our contempt for the tech biz is that all our economic eggs are in their basket. Manufacturing is never coming back. Whatever chance the U.S. economy has of recovering from the 2008-09 collapse (and, for that matter, the 2000-01 and 1989-93 recessions) lies with the tech sector. But the technies don’t care. And they’re barely employing anyone.
Facebook has 6,300 employees, Twitter has 2000, Instagram has 13.
The Big Three auto companies each employ between 2.5 million and 3 million workers directly or through subsidiaries and contractors.
It’s not like Facebook couldn’t use more American workers. Because Mark Zuckerberg can never grab enough loot for himself, Facebook does without the basics, like customer service reps. They don’t even have a phone number.
It’s hard to feel warm and fuzzy about companies that don’t hire us, our neighbors or, well, anyone at all.
Or answer the phone.
Fair or not, we feel vested in tech. The average American spends thousands of dollars a year on electronics and tech-related services, including broadband Internet. Objectively, we spend more on housing, food and energy — but those expenditures feel impersonal. Unlike our devices, we’re not constantly reminded of them.
Smartphones, tablets and desktop computers are central to our minute-by-minute lives, serving as a constant reminder of our material support to the digerati.
Every time we pick up our iPhone, we recall the $400 we spent on it. (And the $300 on its once cool, now lame, two-year-old precursor.) This makes us think of historic, extravagant profits pocketed by their makers. We can’t help but remember the over-the-top paychecks collected by their makers’ CEOs, including the incompetent ones. Also popping to the front of our consciousness is the despicable outsourcing of manufacturing to slave labor contracting firms like Foxconn, where abused Chinese workers attempt suicide so often that the company had to install netting around dormitory windows. Charmingly, Foxconn began requiring new hires to sign an agreement releasing the company from liability if they kill themselves.
Not only have Americans been reamed by Big Tech — they know they’ve been reamed. Which sets the stage for big-time resentment.
In the past, wealthy companies and individuals mitigated populist resentment by paying homage to the social contract — i.e., by giving back. Henry Ford paid assembly line workers more than market rates because he wanted them to be able to afford his cars. 19th century robber barons like J.P. Morgan and Cornelius Vanderbilt built museums and contributed to colleges and civic organizations. These gestures helped keep socialism at bay.
Whether it’s due to the influence of technolibertarianism, pure greed or obliviousness, tech titans are relative skinflints compared to the manufacturing giants they’ve supplanted. Yes, there’s the Bill and Melinda Gates Foundation (though its “philanthrocapitalism” model is staggeringly ineffective). But Steve Jobs kept almost every cent. Facebook and Twitter are basically “non-players” in the philanthropy world. Google doles out roughly 0.02% of its annual profits in charitable grants.
Some say the techies aren’t cheap — just skittish. “A lot of the wealthy in Silicon Valley are newly wealthy,” said E. Chris Wilder, executive director of the Valley Medical Center Foundation in San Jose. “That money still feels a little too tenuous; still feels fleeting. And the economic downturn has reinforced that feeling.”
Whatever the cause, underemployed and overcharged Americans expect tech’s 1% to start stepping up.
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COPYRIGHT 2014 TED RALL, DISTRIBUTED BY CREATORS.COM