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Read about the forgotten occult origins of the Suffragette movement, the coalition of women behind the Declaration of Sentiments and The Woman’s Bible of the Suffragettes and other radical feminists of the period.

WGOW values the family unit as a cornerstone of societal well-being and believes that certain workplace policies can contribute to a more family-friendly environment. Read more about the technological intervention of fertility treatments in reproduction at the behest of feminist corporations that financially profit from splintering equal pay against family wage, the historical exposition of equal pay used as a manipulative splinter faction against family wage, and the detrimental consequences this has for the identity of women, children, and culture at the behest of a technological machine.

Values We Uphold:

  1. Family Stability: We advocate for policies that contribute to the stability of working-class families. We believe that when men are provided with the means to adequately support their families, it creates a foundation for a nurturing and secure environment.
  2. Traditional Roles: We value the preservation of traditional family roles. We seek to create an atmosphere where men feel empowered to fulfill their roles as providers, promoting a sense of duty and responsibility within the family structure.
  3. Work-Life Balance: We believe in the significance of maintaining a healthy work-life balance. Our advocacy emphasizes the need for workplace policies that allow individuals to actively participate in family life while pursuing their professional goals.
  4. Community Well-Being: Women Going Our Way is committed to contributing to the overall well-being of our community. We believe that supporting traditional family values positively impacts the community at large, fostering a sense of cohesion and shared responsibility.
  5. Alternative profit models: We encourage corporations to invest in the future of humanity: children; and to explore alternative models that go beyond a singular focus on equal pay at the expense of family wage. The family is a nation-producing institution. These might include profit-sharing programs, flexible working arrangements, and comprehensive benefits packages that contribute to overall employee satisfaction and well-being. We advocate for corporate flexibility in compensation structures that enable businesses to tailor their offerings to the needs of their workforce.

Objectives of Our Advocacy:

  1. Family Wage Policies: We aim to promote policies that ensure individuals can earn wages sufficient to support their families, aligning with traditional family values.
  2. Flexible Work Arrangements: Our advocacy supports flexible work arrangements to accommodate the diverse needs of families. This includes promoting part-time work, telecommuting options, and flexible hours.
  3. Parental Leave and Family Support Programs: We advocate for the introduction of paid parental leave and family support programs, recognizing the importance of active family participation during significant life events.
  4. Emphasis on Family: Our values include the commitment to opportunities for career growth and advancement, encouraging healthy personal choices and emphasizing the traditional family structure, fostering a nation producing institution.

Economic Impact of Equal Pay Policies on Family Stability

In our examination of contemporary workplace practices, we find it imperative to scrutinize the financial motivations behind the prevailing equal pay policies that undermine the stability of working-class families. While equal pay is championed as a moral imperative, it is essential to critically assess its impact on the traditional family structure and economic well-being.

1. Short-Term Profit Margins vs. Long-Term Family Stability:

  • Profit-Driven Priorities: Many corporations, driven by short-term profit margins, often prioritize equal pay policies as a means to enhance their public image and comply with radical activism presented as “evolving societal expectations”. This focus on immediate gains may, however, overlook the long-term consequences on the stability of working-class families.
  • Detriment to Family Wage: By adhering strictly to equal pay principles without considering the unique economic dynamics of working-class households, corporations may inadvertently contribute to a situation where men, traditionally seen as primary providers, find it increasingly challenging to meet the financial needs of their families.
  • Detriment to Important Fertility Windows for Women: Women have a limited period for childbearing and marriage. Increasing reliance on corporatized intervention that has serious health risks and consequences such as abortion, IVF and egg cryopreservation also open up important ethical quandaries for paving the road to gene editing, artificial gestation (womb machines), and transhumanism.

2. Impact on Career Progression and Family Support Programs:

  • Unintended Consequences: Equal pay policies, while intending to eliminate gender-based wage gaps, limit the scope of alternative programs that could support family stability. This includes family-oriented career progression initiatives and targeted support for the economic well-being of working-class households.
  • Disincentives for Family-Oriented Roles: The emphasis on equal pay may create a climate where traditional family-oriented roles are overlooked or even discouraged. This, in turn, might dissuade individuals from pursuing family-wage-focused professions, leading to imbalances in the traditional family structure.

3. The Challenge of Balancing Work and Family:

  • Inadequate Support Systems: While equal pay policies strive for workplace fairness, they may not adequately address the broader challenges faced by working-class families in balancing work and family life. The absence of comprehensive family support systems for male providers contributes to the erosion of the traditional family structure and to the delaying of important windows of fertility for women.
  • Potential for Economic Disparities: In the pursuit of gender equality driven by the formal eschewal of biological sex by feminist ideology, the unintended consequence are the splintering of women against men, and the reinforcement of economic disparities within working-class families, as the burden of balancing career and family responsibilities falls disproportionately on one sex.

Summary of Global Equal Pay Legislation

Equal pay laws vary by country, and the level of detail and enforcement mechanisms can differ significantly. To help contact your local legislative authorities, here is a list of some global finance equal pay laws responsible for restructuring humanity at a fundamental, financial level; much of it is surprisingly recent and not as entrenched as one may think:

United States:

  • Equal Pay Act (1963): Requires equal pay for equal work regardless of gender.

United Kingdom:

  • Equality Act (2010): Covers equal pay and prohibits gender discrimination in the workplace.

Canada:

  • Equal Wages Guidelines (1986): Provides guidelines for implementing equal pay for work of equal value.

Australia:

  • Equal Opportunity for Women in the Workplace Act (1999): Addresses gender pay gaps and workplace discrimination.

European Union:

  • Equal Pay Directive (Law 75/117/EEC): Requires equal pay for equal work and work of equal value between men and women.

Germany:

  • German General Equal Treatment Act (2006): Prohibits discrimination based on gender in the workplace, including pay discrimination.

France:

  • French Labor Code: Contains provisions addressing equal pay for equal work.

South Africa:

  • Employment Equity Act (1998): Promotes equal opportunities and fair treatment in the workplace, including equal pay.

New Zealand:

  • Equal Pay Act (1972): Addresses equal pay for work of equal value.

India:

  • Equal Remuneration Act (1976): Ensures equal pay for equal work for men and women.

Brazil:

  • Constitution (1988): Contains provisions prohibiting gender discrimination in compensation.

Sweden:

  • Swedish Discrimination Act (2009): Prohibits discrimination in the workplace, including pay discrimination based on gender.

Norway:

  • Gender Equality Act (1978): Addresses gender equality in various aspects, including pay.

Japan:

  • Act on Securing, Etc. of Equal Opportunity and Treatment between Men and Women in Employment (1985): Contains provisions on equal pay for equal work.

South Korea:

  • Equal Employment Opportunity and Work-Family Balance Assistance Act (1987): Addresses equal opportunities, including pay equality.

It’s important to note that these laws can be amended, and new legislation may be enacted. Additionally, the effectiveness of equal pay laws depends on factors such as enforcement mechanisms, cultural attitudes, and societal awareness. Please refer to the most recent and authoritative sources for up-to-date information on equal pay laws in specific countries.