Dr. Warren Farrell and I discuss his book “The Boy Crisis” which explores the challenges boys face in education, mental health, relationships with fathers, and more. Together we steer the conversation towards the overwhelming experience of being a young male navigating through early adolescent years into adulthood.
Warren Farrell is a well-established author who was chosen as one of the world’s top 100 thought leaders at the Financial Times. His books have been published in more than 50 countries and 19 different languages. Farrell is the author of New York Times Bestsellers “The Boy Crisis” and “Why Men Are The Way They Are”. Warren Farrell has been involved in a manifold of powerful movements focused on men and women and has been featured on over a thousand television shows including Oprah Winfrey, and Larry King.
Find out more about Dr. Warren Farrell here: https://warrenfarrell.com/
[00:00] Jordan Peterson introduces Warren Farrell.
[02:30] Why we are not attending “The Boy Crisis” and delayed gratification.
[13:00] Why we do not attest to “The Boy Crisis” and the disposable male crisis.
[17:30] The role of anger and couples communication.
[21:30] Criticisms from men on “traditional marriage” and the prejudice of the court system to men and custody battles.
[28:00] The four most detrimental things that children need in order to do their best.
[33:00] The development advantages when both father and mother are involved and delayed gratification.
[36:30] The disagreeableness of fathers and examples of delayed gratification.
[(43:30] Teaching a child “no.”
[45:00] Examples of delayed gratification in fathers.
[49:00] Personality traits in parenting.
[55:00] The zone of proximal development.
[01:02:30] The importance of parental dialogue and quality time.
[01:06:30] The developmental advantage of fathers teaching ‘teasing.’
[01:14:30] Men and women cohabiting in a workplace.
[01:24:00] The differences of choices between men and women lead to men making more money.
[01:25:30] The father’s Catch 22.
[01:33:30] Why are fathers making more money? The importance of respect in relationships.
[01:38:00] The competitiveness around men and women and the fear of rejection.
[01:45:30] Robert Crum’s bird-headed woman.
[01:50:00] In light of this information, what do we do?
[01:53:30] Dr. Thornhill and biological elements for attraction.
[02:00:30] What we can do to help, and the issues faced to implement such actions.
[02:04:00] The Father Warrior Program idea.
[02:09:00] Dr. Farrell’s suggestions to both Trump & Biden administrations.
[02:14:00] Dad deprived situations, and Dr. Farrell’s experience talking to the prison population.
[02:16:00] The importance of role models and what single moms can do.
[02:21:30] Issues Farrell faced while getting through with both political parties.
[02:26:30] Drafting and male privilege.
[02:31:00] The dialogue that’s needed in our culture.
Visit www.jordanbpeterson.com to view more information about Jordan, his books, lectures, social media, blog posts, and more.
Jordan B. Peterson is a professor of psychology at the University of Toronto, a clinical psychologist, and the author of the multi-million copy bestseller 12 Rules for Life: An Antidote to Chaos, #1 for nonfiction in 2018 in the US, Canada, the UK, Australia, New Zealand, Sweden, the Netherlands, Brazil and Norway, and slated for translation into 50 languages.
Dr. Peterson has appeared on many popular podcasts and shows, including the Joe Rogan Experience, The Rubin Report, H3H3 Podcast, and many more. Dr. Peterson’s own podcast has focused mainly on his lecture series, covering a great deal of psychology and historical content. Jordan is expanding his current podcast from lectures to interviews with influential people around the world. We hope you enjoy this episode and more to come from Dr. Peterson in the future.
What female students opt to study helps explain why gender pay gap persists—but their choices are changing
Over the past six decades, women have enrolled in college in greater and greater numbers. Those born in the mid-1980s are 22% more likely to hold a bachelor’s degree than men. Yet they still see lower wages.
That may have something to do with what women study and the jobs they take once they graduate, choices that are slowly shifting, according to new research by a trio of economists set to be published next week.
Female students tend to major in fields that lead to lower-paying jobs than their male counterparts, according to the paper by Carolyn Sloane of the University of California, Riverside, and Erik Hurst and Dan Black of the University of Chicago. And even when they do major in traditionally male-dominated fields, they often end up in jobs with lower potential salaries.
Why they make those choices will be the subject of future research, Ms. Sloane said.
The new research helps explain why the earnings gap between men and women in the labor force remains pronounced despite the rising number of women with college degrees.
Using data from the census, the researchers found that college-educated women earn about 23.3% less than college-educated men, after taking demographic factors such as age or race into account. About half of that gap comes from the choices that men and women make in college majors and, when they major in the same topics, from the occupations they pursue.
“There’s an important thing that happens in schooling and that is the specialization,” Ms. Sloane said. “It’s not just whether you’re getting more B.A.s, but where did you put your efforts in terms of your training.”
The researchers grouped college graduates in 10-year birth cohorts and tracked how their choices of college majors changed over the years, as well as the professions in which they ended up.
They found that while women have started to move into traditionally higher-paying and male-dominated majors, they still are more likely to graduate with degrees in areas associated with lower-paying jobs.
Women born in the 1950s chose majors with potential wages that were 12.5% lower than potential wages for majors picked by men. Those born in the 1990s picked majors with potential wages that were 9.5% lower than men did, suggesting the gap has shrunk slightly.
But even when women majored in traditionally male-dominated topics such as engineering or business, they tended to end up in professions with lower potential wages. For instance, women born between 1955 and 1965 who majored in those fields worked in professions where the potential wage was 12% below those chosen by their male counterparts. For women born between 1975 and 1985, that gap had narrowed to 6%.
In part, the difference in potential earnings has to do with women working in jobs with lower hours requirements. Across all age cohorts and college majors, the researchers found that women work at jobs that require 3% fewer hours worked than men do.
A new study from Lean In and McKinsey shows the pervasiveness of sexual harassment at the office and the persistence of inequality. That isn’t a coincidence.
What has been less apparent, though, is how harassment and the gender gap are inextricably linked. In fact, management experts and executives say, harassment can be a direct side effect of a workplace that slights women on everything from pay to promotions, especially when the perception is that men run the show and women can’t speak up.
Putting more women into executive ranks where they can have a greater collective voice goes hand-in-hand with making workplaces feel safer and more inclusive
.. “You can’t separate them,” she says. “When women see other women in a position of leadership, it reframes what they think is possible to them.”
.. Among women in technical roles, 45% reported experiencing harassment, while 55% of women in senior positions did.
“This is about power,” says Rachel Thomas, president of LeanIn.Org, the nonprofit founded by FacebookInc.’s Sheryl Sandberg to support women in their career ambitions. “And there is still a dramatic power imbalance in the workplace.”
.. One in five women say they are often the only, or one of the only, women in the room or a meeting—and women commonly in those situations are at greater risk of harassment and more subtle forms of discrimination
.. “I joke that I chose a career where there’s no line for the bathroom,” says Kate Mitchell
.. “Decisions get made in the men’s room,” she says. “Do you follow them into the men’s room? Do you put your ear against the wall? Many times, it was easy to hear and so when they came out, I’d just start up the conversation” where they’d left off.
.. there are signs #MeToo is having an effect. Corporate hotlines have lit up since Hollywood mogul Harvey Weinstein became the first of dozens of powerful men to be toppled by harassment allegations last October.
.. MicrosoftCorp. , Uber Technologies Inc. and Lyft Inc. have scrapped agreements that forced employees to resolve harassment claims in arbitration hearings rather than in open court.
.. cracked down on a frat-house work culture by banning alcohol in the office.
.. One thing managers spotted and changed was that there wasn’t always a woman on the job-interview team. That could both discourage female applicants and contribute to biased hiring decisions
.. To help get the conversation going, Ms. Steinberg told the group how, early in her career at another company, one of the most senior men cornered her in the copy room and groped her breast. Though she told her then-boss, they concluded the man held so much power that she would be better off not pressing the matter.
“I think back on it and still feel humiliated,” she says. At Zenefits, “we need to make sure employees know they have a voice.”
.. Another frequent question: whether hugging a colleague is still all right.
.. While nearly 60% of men say gender diversity is a high priority at their companies, only 44% of women do. Men are also more likely to worry the diversity focus will make their workplaces less of a meritocracy. In fact, one in seven say they worry that being a man will make it harder for them to advance.
.. That could include efforts as small as highlighting a point a woman made in a meeting if someone interrupts her, or, if a colleague repeats her idea without giving her credit, pointing out that she raised it first
.. create succession plans for their positions, and each has to include at least one woman and a person with a minority background. That motivates bosses to make sure those candidates get the experience and support they need to be viable potential successors
In the past, “everything we did was a program, this thing on diversity or this thing on unconscious-bias training,” Mr. Schlifske says. “I don’t think those are bad, but I just never saw those work if you didn’t add something in the workplace that was more day-to-day kind of stuff.”