The best thing about America used to be that anyone could become president. And Donald Trump proved that to be true. Now Joe Biden is running. No platform, no public appearances. We are going to find out if no one can be elected president.
She’s ahead in the polls by roughly three to four points. Given her opposition, however, Hillary Clinton ought be doing a lot better than that.
Consider Clinton’s structural advantages over Donald Trump.
Whereas top Democratic Party officials are so supportive of her that they even cheated to defeat her primary opponent, hundreds of leading Republicans – including the speaker of the house and the last two presidential nominees – have declared war against him. She’s been wildly outspending him in televised political advertising. She has campaign field offices in most counties; he doesn’t have any in most states. The news media despises him.
Then consider her personal advantages.
Trump is a novice, never having run for political office. She has served in the cabinet, presented herself for the Senate twice, run for president, weathered countless scandals and political storms. Whereas he rants and raves incoherently, her experience has taught her how to debate, crisis manage, issue sound bites, and carefully calibrate her every phrase for maximum impact and minimum risk. His main advantage is the perception of authenticity – and it’s a big one, having gotten him where he is now – but it has come at a huge price as all his years of running off at the mouth on and off camera are coming home to roost weeks before election day.
Donald Trump has infuriated more than half the voters: women. He has insulted one out of 10 male and female Americans: Latinos, some of whom are registering to vote just to cast a ballot against him. And let’s not forget Muslims.
Given all that, why is he doing so well? Why is she doing so badly – or more accurately, so not well?
Part of Hillary’s problem is personality. Truth be told, she really isn’t “likeable enough.”
“The vote for president is a ‘feel’ vote,” Chris Cillizza wrote in The Washington Post. “Do you think this person is someone who understands you and the problems (and hopes and dreams) you have for yourself and your children?” Polls have consistently shown that most Americans think she doesn’t.
It’s not all sexism: Clinton yells into microphones and overly enunciates. Her voice is objectively irritating. Then there’s her incredibly ugly, unbelievably hideous wardrobe: it’s hard to like someone who makes your eyes burn.
But let’s face it. Hillary Clinton, probably like you and definitely like me, can’t do anything about her personality. At 68, that stuff is baked in. Still, there’s a lot she could do to close the deal against Donald Trump — to widen her within-the-margin-of-statistical-error lead to a chasm, the insurmountable landslide that her institutional and other advantages would have guaranteed a better candidate.
It’s about policy, stupid.
Recommendation #1: Guarantee Bernie Sanders a high-profile position in the cabinet. (She should have made him vice president, but it’s too late for that.)
Even after the Democratic convention in which Sanders endorsed her, more than a third of Bernie voters – roughly 1/6 of the electorate – still weren’t behind her. Annoyed that Clinton didn’t grant any significant concessions to the party’s progressive base, many of them will vote for Jill Stein or stay home. I’ve been prognosticating about American politics for decades, and I’ve never been more certain of a prediction: a firm guarantee that Bernie Sanders will have a seat at the table for the next four years would singlehandedly put an end to Trump’s chances.
Recommendation #2: Promise to be a one-term president.
One thing that drives voters crazy is politicians who spend most of their time in office weighing every decision against their future reelection campaign. Nothing would do more to allay voters’ worries that she is a slave of her Wall Street masters than to turn herself into a lame duck on day one — and free herself of the burden of worrying about 2020. Anyway, Hillary Clinton is old and not in the greatest of health. Can anyone really imagine her finishing out the presidency at age 77, the same age as Ronald “Alzheimer” Reagan?
Recommendation #3: Turn her weaknesses into strengths by promising to finish her own unfinished business.
One of Hillary Clinton’s biggest weaknesses is her support of NAFTA and other job-killing “free trade” deals. Since she can’t run away from her record, why not embrace it by calling for a major national jobs retraining and financial assistance program for people who lose their jobs to globalization, as well as a $25/hour minimum wage? Similarly, her awkward reluctance to concede that Obamacare is too expensive should be replaced by an acknowledgement of what everyone already knows – the Affordable Care Act should have at least included a “public option” – and a promise that she will add one in January. She could also claimed that she learned a valuable lesson from her email scandal; she could promise to be the most transparent president in history by putting a live camera in the oval office and the cabinet, and promising not to conduct government business (other than national security matters) in private.
Recommendation #4: No more optional wars.
You know you’re on the wrong side of an issue when Donald Trump is the calm reasonable one. On foreign policy, Hillary Clinton has quite the reputation as a warmonger. She voted for wars against Afghanistan and Iraq, even though neither had anything to do with 9/11. As Secretary of State she encouraged President Obama to finance the Islamist fundamentalists who turned Libya and Syria into hell. Now she’s saber-rattling with Russia. Americans hate these endless wars. And militarism does us a lot more harm than good. Hillary Clinton should issue an October Surprise: if elected, she should say, she will never deploy American military power anywhere on earth other than to directly defend the American homeland.
I know she probably won’t take my advice. But here’s the thing: she’ll win if she does.
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.
Forget terrorism, Ebola or even climate change — the most dangerous threat to this country is an epic retirement crisis.
We will soon see tens of millions of Americans reduced to poverty, bringing an end to the United States as an economic superpower.
Unlike attacks and pandemics, this crisis is an absolute certainty, one with a clear, near start date. But the media is hardly mentioning the imminent retirement crisis. So politicians haven’t even begun to think about it, much less take it seriously.
Actually, “retirement crisis” is a misnomer. The problem isn’t that people won’t be able to retire or will be living on a shoestring, though those things are true. We’re staring down the barrel of an epic old age crisis. For the average American, to be elderly will mean not mere belt-tightening, but real, grinding poverty: homelessness and hunger.
Throughout the last few decades, vulnerable people living from payday to payday have gotten battered by the shredding of the government safety net, a lack of accumulated savings caused by the boom-and-bust cycle of capitalism, and a lackluster real estate market.
Now members of the poor and lower middle class in their 50s and 60s are heading into a retirement crisis created by a perfect superstorm.
Traditional defined-benefit pension plans have been replaced by stingy 401(k)s and similar programs which employers no longer pay into, cap how much you can contribute (assuming you can afford it), take a beating during downturns in the stock market, and allow workers to tap when they’re laid off or run into financial trouble. After years of sketchy raids and outright theft, workers with old-fashioned corporate and government pensions can’t be sure their money will be there when they need it. The first Generation Xers — many of whom never had the opportunity to accumulate wealth due to several long recessions that impacted them particularly hard — will reach the traditional retirement age of 65 in the year 2024.
The facts are brutal:
No savings: The average Gen Xer only has a net worth of about $40,000 — enough to live on for a year. Maybe. In Akron. 36% of Americans don’t have a dime saved for retirement.
Later Social Security: Thanks to that lovable wacky Ronald Reagan, the Social Security retirement age was quietly raised to 67 for Gen Xers born after 1960. When you finally get Social Security, it doesn’t pay enough. The U.S. ranks third to last in social security benefits among developed nations.
Age discrimination: The continuing post-2008 recession hit those in their 50s especially hard; employers want cheaper, younger workers. 25% of Americans over age 55 now have no savings whatsoever.
About those pension plans: When journalists mention the retirement crisis, they focus on problems with the defined-benefit system. But that’s irrelevant to most Americans. 90% of private-sector workers don’t have one. Most government workers do — but 85% of Americans work in the private sector.
401ks suck (if you have one). Three out of four workers have no pension plan. What they might have is a 401k. The average Gen Xer who has a 401k — 69% don’t — has a $63,000 balance.
Financial experts say 92% of U.S. workers fall significantly short of what they’ll need to live decently after retirement. “In the decades to come,” Edward Siedle writes for Forbes, “we will witness millions of elderly Americans, the Baby Boomers and others, slipping into poverty. Too frail to work, too poor to retire will become the ‘new normal’ for many elderly Americans.”
This is about you — not some theoretical lazy Other.
“At some point,” Siedle says, “lack of savings, lack of employment possibilities and failing health will catch up with the overwhelming majority of the nation’s elders. Let me emphasize that we’re talking about the overwhelming majority, not a small percentage who arguably made bad decisions throughout their working lives.” [Emphasis is mine.]
America’s army of starving old people will drag down younger people too. “Public finances will be pushed to the limit, crowding out other priorities such as education,” Christian E. Weller predicts in The Hill. “Moreover, economic growth will be slower than it otherwise would be because employers will have more workers whose productivity is declining, while many older families, who could start successful new businesses, will forego those opportunities.”
And the pols?
Useless, Siedle concludes. “Conservatives are trying to pare back so-called entitlements that will mushroom in the near future and liberals have failed to acknowledge the crisis or propose any solutions.”
We can hit the streets to demand action now — or we’ll be living on them later.
(Ted Rall, syndicated writer and cartoonist, is the author of the new critically-acclaimed book “After We Kill You, We Will Welcome You Back As Honored Guests: Unembedded in Afghanistan.” Subscribe to Ted Rall at Beacon.)
COPYRIGHT 2014 TED RALL, DISTRIBUTED BY CREATORS.COM
Women of a certain age are thrilled by the prospect of a possible President Hillary.
Over-50 females are so overjoyed that one of their own might finally achieve the nation’s top political post — better two centuries late than never — that they’re willing to overlook the former First Lady/Senator/Secretary of State’s not-so-minor defects.
Like her very long resume, minus significant achievements. Like the blood of a million Iraqis dripping off her warmongering claws. (She voted in ’03 for a war she ought to have known would soon become unpopular. What was she worried about? That New Yorkers, liberal as they come, wouldn’t reelect her in ’06?) Like the ugly optics of America’s first woman president having to be a former First Lady because we can’t find a woman who made something of herself on her own merits. Like the nasty truth that, aside from her chromosomes and body parts, she’s not one of them at all — just another slimy influence peddler. Not to mention, she doesn’t stand for anything, or have a vision that differs from the status quo.
For the rest of us, a Hillary Clinton presidential campaign is an incredibly depressing thought.
Starting with her much-vaunted Inevitability. Doesn’t anyone remember that we went through this in 2008? Democrats didn’t want her then; we don’t want her now. Can’t we do better than this tired old warhorse?
When I see Hillary’s chipmunk-cheeked countenance, I see old. Part of this is primal physicality, the sexist social conditioning that says guys age more gracefully than women. (How much you wanna bet that’d be the opposite under matriarchy?) But Hillary is actually old: she’ll be 69 on Election Day 2016. Her supporters point out that that’s the same age as Reagan when he took office. Considering the fact that the Gipper went senile in office, they might want to hush up.
More than calendar years, Hillary is spiritually old. She’s a throwback to another time, one that’s never coming back.
Like Reagan, Hillary Clinton is a cultural hiccup. Disconnected. Passé.
Post-Obama, who for his many shortcomings managed for a time to project a youthful vigor, an elderly President Hillary would mark a grim, dutiful restoration, a political return to the 1970s and 1980s, when she toiled as a talented if sketchy corporate lawyer. She harkens to the presidency of her husband, a conservative who banished liberals from the Democratic Party, severing the last connection between Washington’s political classes and the people they were supposedly sent to serve, never to be seen again after post-9/11 Bush went insane right-wing and Obama codified and expanded it all.
I don’t mind that she stayed married to Bill after he cheated on her. What’s unforgivable is that she stayed married to him after he destroyed American politics.
I hate Hillary — if you think about the million Iraqis she voted to kill, how can you not? — yet I don’t feel contempt for her.
What I feel is bored.
Bored, tired and sad. We have so many pressing systemic problems (economic decline, endless war, national purposelessness); is it really possible we’re going to have to endure another four-to-eight years of a presidency that doesn’t even try to address what ails us?
Because, let’s face it, there is no universe in which a President Hillary kicks ass. There is no chance, not even a remote one, that she is interested in decisive action on climate change (her “plan”: hope for young people to form a “movement“), bold moves to reduce unemployment or raise wages, putting an end to NSA spying on Americans (she’s in favor of it), or slamming the breaks on Washington’s kneejerk reaction to anything that happens overseas: blow it up (she’s really in favor of war).
You only get one thing by electing a President Hillary: a first woman president.
An old, tired, unimaginative, uninspiring, boring, useless, first woman president.
(Ted Rall, syndicated writer and cartoonist, is the author of the new critically-acclaimed book “After We Kill You, We Will Welcome You Back As Honored Guests: Unembedded in Afghanistan.” Subscribe to Ted Rall at Beacon.)
COPYRIGHT 2014 TED RALL, DISTRIBUTED BY CREATORS.COM
Dole’s Secret Youth Strategy Revealed
As a stunned America reels from the shock of pre-selected Republican nominee Bob Dole’s emergence as the Republican nominee, patriotic citizens should read the following secret memo—faxed to me by a Dole mole. As a dutiful public service, I have opted to relinquish my normal weekly column space. Instead, I am releasing this explosive internal strategy paper, for the good of the country and to improve my lagging sales:
PERSONAL AND CONFIDENTIAL—EYES ONLY
To: Bob Dole
cc: ___ _____________
From: C___s__ __in___
Dole ’96 National Youth Coordinator
Re: Youth Strategy for General Election
As you know, voters under 35 years of age have emerged as a potent political force. They were single-handedly responsible for Clinton’s 1992 win, but the Little Rock Mafia has failed to market themselves to this key group. For the first time in recent electoral history, the GOP has the chance to appeal to young people.
Not only are young voters (a.k.a. Generation Xers, twentysomethings, twentynothings, posties, Baby Busters, slackers, scum) the determinative demographic group this year—they are also the least worried about your age. February’s New York Times/CBS News poll revealed that 41 percent of respondents aged 65 and older think you’re too old to be an effective president, compared to 39 percent of those aged 45 to 64, or 31 percent of those 30 to 34, and 29 percent of those aged 18 to 29.
Says typical voter Mary Laurent, a Republican from Hollywood, Florida: “I’ll be 74. He’s 72. I think he looks pretty good but sometimes he looks tired. It all depends on who he picks as his Vice Presidential candidate.”
Moreover, you’ve alienated older people with your support of a plan to gut Medicare spending by $275 billion over seven years. Two-thirds of these selfish seniors oppose you on Medicare.
The data is clear: Sucking up to geezers is a losing game. If a Dole candidacy is to be successful, it must concentrate on issues and images that appeal to voters under 35. Specifically:
Baby Boomer Backlash. Difficult as it may be to believe, in light of the “generation gap” rhetoric of the ’60s, Gen Xers have more in common with older Americans over 60 than they do with Boomers (now aged 35 to 50).
Both the elderly and the young came of age under a stagnant economy. Young people, busy working several jobs to survive, do not empathize with their comparatively wealthy (middle-aged) Boomer seniors and their ceaseless search for personal self-fulfillment. Their disdain for a generation they blame for abandoning activism and embracing laissez-faire capitalism—often at their expense, by underpaying them—is impossible to exaggerate.
For Gen Xers, Clinton exemplifies the Baby Boomer stereotype—out-of-touch, wishy-washy, hypocritical, opportunistic, full of flexible idealism. Ask them about Renaissance Weekends, $100 haircuts, Hillary’s “luck” at the futures market or Chelsea’s private-schooling and they roll their eyes. While they’ve passed the last twenty years watching Boomers like Clinton racing to sell out; they never had anyone to sell out to. Gen Xers lost the vast majority of jobs caused by downsizing. They blame Clinton for supporting NAFTA. They overcame their annoyance at their Boomer bosses, gave Clinton’s generation a chance to run the country and got screwed.
Issues for Youngsters. Our focus groups tell us that young voters feel particularly strongly about economic issues. I recommend that you embrace the following promises in your platform at San Diego:
• Student Loan Forgiveness Plan: Your bland balanced-budget pitch (“Interest rates would drop 2 percent!”) is dead in the water. With the federal student-loan program bleeding $20 billion in defaults, ex-students aren’t paying them back anyway. The switch from grants to loans during the Reagan years saddled an entire generation of Americans with debt, preventing them from buying homes and stagnating the housing market. So let the Treasury repay old student loans. Recommended soundbite: “Let’s get real and revive the American Dream.”
• End Reverse Ageism: Drop the minimum car-rental age (now 25) and the drinking age from 21 to 16. Extend senior-citizen discounts to the young, who need it more. Soundbite: “If you’re old enough to work, you need a drink!”
• Corporate Responsibility: You’ve already cashed in on Pat Buchanan’s anti-corporate shtick. Go further by banning profit-enhancement layoffs. Support the SEC’s proposal to force corporations—the biggest employer of young voters—to limit their top salaries to no more than 20 times that of their lowest-paid employee. Soundbite: “Baby Boomers already got theirs. Let’s reward our future before it’s too late.”
• Your Vice President: Since you will probably die in office, choose a vibrant, hip veep, like Al Pacino (a gifted Italian-American actor, see “City Hall,” now playing at Georgetown Multiplex). Forget Colin Powell (black general/author)—when this generation grew up only losers went into the military. If you want to make a dual ploy for Xers and the black vote, consider Magic Johnson (photogenic basketball legend w/AIDS). A woman veep would go over well with kids raised overwhelmingly by divorced women, but Christi(n)e Whitman (NJ governor w/ ambiguous first name) is too patrician, too uptight. You’ll have to look outside the Republican party. Soundbite: “Two presidents for the price of one!”
Hip Imagery. Drop the “Comeback Adult” comparison rhetoric. Twenty-year-old voters consider Clinton too old as it is. Most young voters didn’t have fathers or extended families, so play the role of the wacky grandfather figure they never had. A lot of irrelevant old farts have cashed in on their ironic appeal with young adults(reverse hip): Frank Sinatra, Tony Bennett, Pat Boone. Why not you? Everything square is hip again: the Little Rascals, lunch boxes, gas guzzlers. Don’t fight your age…revel in it! Emphasize your stodgy demeanor and links with the past, use make-up that makes you look even older.
Balance your retro appeal with up-to-date tactics: Appear with Courtney Love (seedy rock singer, see attached cassette) on MTV (cable-TV music channel). Consider a nose ring (like an earring, but goes in nostril). Refer to lines from Tarantino movies (young actor/director, see attached VHS tape) to explain your position on issues (On the minimum wage: “Hey, this is one great $5 milkshake.”). Discuss your World War II experiences in hard-boiled terms appealing to young people (“Sure, we played football with their skulls, but hey—no one asked them to bomb Pearl Harbor.”).
I realize that much of the pandering to the stapled-nose crowd I’ve outlined above may feel somewhat awkward. But bear in mind that you’ve managed to hold down your lunch while promising the world to the Christian Coalition. You can win without the Creationist lunatics, but you can’t win without the young. As always, I’ll be at (202) ___-____ if you need me.
(Ted Rall, 32, a syndicated editorial cartoonist for Chronicle Features and freelance writer, is the author of Waking Up In America (1992) and All The Rules Have Changed (1995).)