0. https://www.catholic.com/qa/the-churchs-position-on-transgen...
I just cannot reconcile the idea of personhood being valuable with reducing humans to mere biology.
The reaction of astronauts to seeing Earth from space -- the mystery of creation. Parents seeing pieces of themselves echoed in their children who are nonetheless distinct and surprising -- the mystery of the person.
Much of the meditations in the encyclical are related to human dignity and fraternity. An example:
> Finitude, when truly accepted, does not diminish us but opens us to recognizing the face of God and others. Indeed, precisely because we experience limits — vulnerability, suffering and failure — we can recognize the inviolable dignity of every person, both our own and that of others.
To somewhat mitigate that, here are items that are striking me as I read more. (I hope you'll forgive that this still directs the comment in the direction of my own lense.) I'll keep updating the comment.
> Looking at our own time, we cannot ignore the fact that the protection of human rights [as declared by the United Nations in 1948] has been exposed to two particularly serious dangers. The first is that these rights are declared in a purely formal sense, while technological progress continues alongside covert or overt violations of human dignity.
I read this as a warning of how rights are words, but actions are performed regardless of them. It aligns with something I've been trying to word, which is that as I've seen more and more abuses of power, I've come to believe that ethics requires external accountability, which can often require its own power - a conclusion I don't want to come to; I would prefer social agreement and communal spirit rather than external power. But either way, I do feel it's very clear there are a lot of people, very much in tech too, who simply do what they want regardless of its harm. They justify it to themselves; they don't stop themselves; no one externally stops them.
> Along with a greater awareness of the value of every human person and their rights, recognition of minority rights has also grown. Yet, there is still a long way to go to ensure that the rights of a great many, namely women [are guaranteed.] It is, therefore, not enough to state simply that men and women have equal dignity and rights; it is necessary that this be reflected in concrete decisions, such as in laws, access to employment, education, social and political responsibilities, and the way society listens to and values women’s contributions.
In 2026 American politics terms, this reads as pro-DEI to me.
> the first major principle of Social Doctrine that I wish to highlight: the common good. We can describe it as the social expression of the dignity recognized in every person. ... For a Christian, going beyond the narrow confines of one’s own interests and committing oneself, within the limits of one’s ability, to the common good is a non-negotiable value, as is the promotion of life.
'Non-negotiable.' Very clear words.
> When politics abandons a long-term perspective and reduces itself to short-term calculations or sterile polarizations, then the language of the common good loses credibility, and, at the same time, social inequalities and divisions grow.
> 64. This also applies to international politics.
and,
> I invite everyone to conceive of ways of cooperating and of more effective international institutions, capable of safeguarding the global common good without compromising the legitimate diversity of peoples and nations. Indeed, the promotion of the common good can never be separated from respect for the right of peoples to exist, to preserve their own identity and to contribute their unique qualities to the family of nations.
I love the support for international cooperation and peace and organisations that support it. It reminds me of the post-WW2 sense, the era that gave rise to the United Nations, Unicef, etc - organisations almost forgotten in the news we see on HN today, with the possible exception of the WHO.
> [84] Moreover, any attempt or plan to eliminate or subjugate a nation is gravely immoral and therefore unacceptable.
The beauty of this - or its tragedy - is that it is so easy to apply to many situations today, actions undertaken by many nations.
Immaterial and cultural goods. This is a fascinating view on non-tangibles and one I feel inspired by. Reading this I asked myself (wait for the larger quote in a minute) how this affects views of IP, learning when texts are not available, cultural impact of characters and stories, the output from universities, publication of papers, ownership of research done by public or even private (!) funds, and more. Particularly I wonder about open weights vs open source for AI, and open source as a concept: where the old-school 'free software' GPLed version seems -- perhaps I am showing my bias -- most aligned with the ethical stance here?
> 66. Certainly there is a right to private property, which has its own specific meaning and purpose, yet it is always subordinate to the universal destination of goods.
'Always subordinate'.
> among the goods that are universally intended for everyone, we must also include new forms of property, such as patents, algorithms, digital platforms, technological infrastructure and data. In a context where the wealth of nations depends increasingly on knowledge and technology, when these goods remain concentrated in the hands of a few, without adequate forms of sharing and access, a new imbalance is created that contradicts the universal destination of goods. In turn, it widens the gap between the included and the excluded, between those who can participate in the digital revolution and those who remain on the margins.
Wow!
I cannot interpret this; it's not my right. But moving from the questions I asked above, to this paragraph, is powerful.
For future reference, ten hours later I have still not finished reading all of it. It would make a great blog post to continue this comment thread once done.
Unfortunately we’re quick to forget that all of those words were put on paper after a time of violence, and ultimately they are a social contract between the many masses and the few “in power” that we agree to adhere to rules instead of committing violence to force behavior.
But ultimately there is only one logical conclusion to the game when parties stop playing by the rules and that’s violence, whether we want it or not. What i think you’ll find most often is the men who commit the most “crimes” against the social contract are the biggest cowards who have never faced violence or consequences and think they never will.
So ... women should have the same dignity as men and should get the same access to "employment, education, social and political responsibilities". But of course they cannot be trusted with spiritual matters, so they cannot become priests. In other words, to me this is still the same old hypocrisy that made me leave that institution and also today make me deeply distrust any words of wisdom coming from there.
If the Pope decides that it doesn't actually accomplish much good to force the issue when Catholics as a whole aren't ready for it, he could either try to advance women's rights without tipping the boat over, or he could just not bother.
This Pope is choosing to try to be a voice for good, and seems to do so from a deep desire for moral justice in an imperfect world. I'm grateful for that.
Just declaring the discrimination to be "not that important" is quite typical then (as it does not affect you) and well, my catholic aunt would disagree, but she is not important.
May I ask, what the principal role of women is in catholocism, besides being good mothers?
Maybe the OP's "not that important" was an unfortunate way to put it.
I think the answers you ask for are in Ordinatio Sacerdotalis[0]
[0] https://www.vatican.va/content/john-paul-ii/en/apost_letters...
Says who, exactly?
Now, I don't know if Pope Leo actually believes in the full equality of men and women or if he's really being a hypocrite here. It's fully possible that you're absolutely right to scoff at him for it.
But the thing is, the limitation of priesthood to men in the Roman Catholic Church is such a deeply ingrained thing, it would be very, very hard for a single Pope to change it, especially early on in his papacy. If one wanted to, one of the first things he'd have to do would be...
...why, it would be to release an encyclical talking about the equality of men and women. Whether that was its core message or not.
What I do know is, that a main motivation to introduce the celibate, was that priests don't inherit church land to their offspring anymore.
In other words, I applaud reforming what is possible, but I would not want that job as hypocrasy seems required. Because on the other hand all this should be gods own unique church and I could not preach that, while knowing about all the well, human compromises so to say.
the conundrum: what is the right objective? puerile attempts, eg "maximize flourishing" or perhaps "minimize suffering" are trivially countered by paperclip machines fulfilling the letter while laying utter waste
'mystery of the person'
given the context, some keywords for orientation: free will, rejection of temptation, the cross
For whatever reason HN has been slowly goose stepping towards the future lately so I expect this to go over like a lead balloon but I don't much care.
Whatever term you pick to describe a concerted effort to overcome the tendency to bigotry, they'll just hijack that, too.
There's a whole industry built around this, and the media is so receptive to the right-wing that they'll openly describe how they'll do it[1], will execute the plans in public, and the mainstream media will act as their stenographers.
[1] https://xcancel.com/sykescharlie/status/1396844806547050499
isn't really a thing so much as it's a collection of principles that can be implemented. To the unprincipled, this needs to be converted into a literal enemy that can be vilified, because any attempt to force them to adhere to principles is an attack.
>The lucrative industry shows few signs of waning–from the spike in well-compensated diversity consultants and czars; to online courses and degree programs at prestigious schools; to professional organizations and conferences; to the commissioning of ever more studies, task forces and climate surveys. The buzzword is emblazoned on blogs and books and boot camps, and Thomson Reuters, a multinational mass-media and information firm, even created a Diversity and Inclusion Index to assess the practices of more than 5,000 publicly traded companies globally.
When your leaders publicly condemn the idea that your company is discriminating on the basis of sex, but then privately institutes a system of reserving headcount for women, that'll make most people real cynical about DEI.
The course of our relationship with DEI was pretty similar: in university we earnestly believed that women were discriminated against in tech hiring. One of us even built a prototype anonymous interviewing platform. Once we entered the workforce, there was pretty big whiplash when we started getting visibility into our own companies' hiring pipelines. Many of us - including myself - found ourselves actively carrying out discrimination on the basis of sex and race. Mostly sex, though - while our DEI advocates often invoked racial disparities to emphasize the need for these discriminatory policies, the actual beneficiaries of these policies were mostly white and Asian women.
Does this make me any less likely to support better school funding, and other public benefits that help poor people and Black people? I don't think so. The discriminatory practices of tech company hiring is pretty far removed from these issues in my view. Why would should an underserved school not receive better funding because some tech companies preferentially hired an Asian female over an Asian male? I see no connection between these two.
YouTube was sued for directing one of its recruiters to exclusively advance diverse candidates for a period of time, and eventually settled with the recruiter [1].
Intel [2] and Microsoft [3] both tied specific percentage quotas to executive's compensation. If saying "reach this racial and gender quota or I'll penalize you financially" isn't discrimination, I'm not sure what is.
Perkins-Coie explicitly excluded applicants from its diversity fellowship program if they didn't meet certain racial, sexual orientation, or other requirements [4].
1. https://www.wsj.com/articles/youtube-hiring-for-some-positio...
2. https://www.theatlantic.com/magazine/archive/2017/04/why-is-...
3. https://www.bloomberg.com/news/articles/2016-11-17/microsoft...
4. https://www.reuters.com/legal/second-major-us-law-firm-chang...
This is untrue, though. The fact that a company does not have representation that is exactly equitable with the general population is not evidence of discrimination.
In fact, you can end up with disparities much larger without discrimination. It's even possible to actively discriminate against a group, and still have that disadvantaged group be overrepresented by a factor of 3 or 4.
That was the case with the Harvard admissions lawsuit. Even though the university was actively discriminating against Asian applicants, the undergrad population was ~20% Asian, despite ~6% of the applicants being Asian.
i didn't say exactly equitable, i said 80%. it's not possible to have 80% white guys and not be discriminatory.
you're making a bad faith apples to oranges comparison, to say nothing of the merit of Students for Fair Admissions v. Harvard. your viewpoint and disinterest is very clear, i don't know why you even bother arguing about it.
The relevance of SFFA vs. Harvard is to demonstrate that it's possible to have a substantial overrepresentation - over 3x in the case of Asians at Harvard - despite actively discriminating against the overrepresented group. Whites are only ~1.2x more common at Perkins Coie relative to the general population.
You can keep repeating the line that because a company has X% of Y race it must be evidence of discrimination as many times as you want, repetition doesn't make it true.
Would you like to try again?
edit: your later addition of Perkins Coie also was settled/dismissed and never adjudicated, and the executive order which claimed to penalize them for discrimination, which was adjudicated later, was a summary judgment in their favor[1].
The real takeaway is that a lot of people are very mad about what they imagine DEI to be.
[1] https://www.perkinscoiefacts.com/filings/memorandum-opinion-...
What about the Perkins Coie lawsuit serves to highlight the notion that DEI is often implemented through discriminatory manners? Do you deny the eligibility criteria that Perkins Coie set for its diversity fellowship.
> and the executive order which claimed to penalize them for discrimination, which was adjudicated later, was a summary judgment in their favor[1].
This judgement is largely unrelated to their discriminatory fellowship requirements. The lawsuit about the fellowship was resolved in 2023, before Trump took office. This was a judgement against Trump's executive order - it is not a judgement of Perkins Coie's employment practices before he took office.
You can read the complaint itself: https://regmedia.co.uk/2018/03/02/wilberg-v-google.pdf
> Please continue with L3 candidates in process and only accept new L3 candidates that are from historically underrepresented groups.
> We are still pre-Goodburger roll out, so that means the only candidates that need pre-allocation are L3s. And we should only consider L3s from our underrepresented groups.
Engage with the evidence of the lawsuit before proclaiming that it's meritless because YouTube settled with the plaintiff, rather than going to court and losing. If these emails were fabricated YouTube would have a slam-dunk case against the plaintiff. But they chose to settle.
> In the case of Intel and Microsoft you're conflating incentives with quotas
The incentives were implemented in the form of quotas. You're writing as though these are mutually exclusive things, when they're not.
"Your salary is $110,000. If you don't meet a quota of 40% women, I'm docking our pay by $10,000 as a penalty for failing to meet this quota."
"Your salary is $100,000. Because we want to make the company more diverse, we're giving a $10,000 bonus for reaching an inclusion milestone of 40% women."
This is exactly what Intel did, from the Atlantic article:
> But in the past couple of years, Intel decided to try a few other approaches, including hiring quotas.
> Well, not quotas. You can’t say quotas. At least not in the United States. In some European countries, like Norway, real, actual quotas—for example, a rule saying that 40 percent of a public company’s board members must be female—have worked well; qualified women have been found and the Earth has continued turning. However, in the U.S., hiring quotas are illegal. “We never use the word quota at Intel,” says Danielle Brown, the company’s chief diversity and inclusion officer. Rather, Intel set extremely firm hiring goals. For 2015, it wanted 40 percent of hires to be female or underrepresented minorities.
> Now, it’s true that lots of companies have hiring goals. But to make its goals a little more, well, quota-like, Intel introduced money into the equation. In Intel’s annual performance-bonus plan, success in meeting diversity goals factors into whether the company gives employees an across-the-board bonus. (The amounts vary widely but can be substantial.) If diversity efforts succeed, everybody at the company gets a little bit richer.
That's how the law sees it.
And again, you're still glossing over the other two examples: A manager at YouTube explicitly directed a recruiter to only proceed with diverse applicants. And Perkins Coie did, in fact, restrict eligibility for its fellowship program on the basis of race and sexual orientation (this was settled in 2023 after they agreed to stop discriminating. The 2025 judgement you linked above doesn't in any way defend Perkins Coie's hiring policies, only that Trump couldn't further punish them by banning them from federal buildings).
Irrelevant.
> And again, you're still glossing over the other two examples
Two examples is not a pervasive problem in my opinion, so it's super easy to gloss over.
What is a pervasive problem is the tables being very tilted against certain groups of people.
I find it noteworthy how often proponents of DEI talk in vague, euphemistic terms. You left me to guess what you mean by "certain groups of people". The group that I've witnessed benefit the most from DEI in tech companies is women - not Black people, or poor people. And the experimental evidence on the gender disparity in tech company recruiting does not back up the idea that women are disadvantaged when it comes to applying to tech companies: https://papers.ssrn.com/sol3/Delivery.cfm/SSRN_ID3946621_cod...
"The trouble with fighting for human freedom is that one spends most of one's time defending scoundrels. For it is against scoundrels that oppressive laws are first aimed, and oppression must be stopped at the beginning if it is to be stopped at all." -H. L. Mencken
I think people should be allowed to make their own choices in terms of whom to hire/associate with, with absolutely no outside intervention. That doesn't make me a bigot.
It’s become a thought stopping cliche. Modern discourse is absolutely loaded with thought stopping cliches so it’s not the only one by any stretch.
We should just stop using the term woke. It has been demonized in the common parlance...
We should just stop using the term social justice. It has been demonized in the common parlance...
We should just stop using the term critical race theory. It has been demonized in the common parlance...
We should just stop using the term diversity. It has been demonized in the common parlance...
And on and on and on. Why should we stop using terms because bigots demonize them "in the common parlance"? Bigots demonize every term.
If I told my executives I would dock their pay if they exceeded a cap of X% men in their org, would that be discrimination? I doubt many would contest that issuing explicit penalties for breaking a cap on a particular gender. Ah, but what if I gave executives a bonus for reaching an "inclusion milestone" of (100-X)% women? That's not discrimination - that's DEI. Microsoft [1] and Intel [2] both instituted this policy.
My own past employers extended this logic to headcount. In 2019 we instituted a policy of reserving EDP (engineering, product, & design) headcount for "diverse" candidates. What does does "diverse" mean? It means women of any race, as well as Black and Latino men - though in practice >95% of "diverse" candidates were white and Asian women. Each quarter, 20 heads were reserved for hiring "diverse" candidates, and when managers hired from this reserved pool it did not count towards their allocated headcount. You see, if I have a headcount of 100 and I exclude men from applying to 20 of those, then that's discrimination. But if I have a headcount of 80 and we allocate 20 additional headcount that's exclusively available to women, that's not discrimination that's DEI.
This is why, as contradictory as it may sound, I do consider myself supportive of affirmative action, but opposed to DEI. Certainly there are some groups that implement DEI in a transparent and honest manner, but my read is that DEI tends to be done in a two-faced manner while "affirmative action" carries the connotation of being upfront that sometimes equality needs to be honored in the breach to ameliorate the unequal circumstances of reality.
1. https://www.bloomberg.com/news/articles/2016-11-17/microsoft...
2. https://www.theatlantic.com/magazine/archive/2017/04/why-is-...
> Unrelated to AI, but a wonderful support of the breadth of humanity in this anti-DEI time.
I mean.. DEI was in reality homogenization and eliminated diversity. Just because you agreed with the small amount of allowed opinions/people doesn't make it more diverse.
All one has to see is how frequently people call any non-white/non-male hire or appointment a “DEI-hire” because they can’t possibly conceive that marginalized groups would see any success based on merit. They start from a position where they are all incompetent and being given an unfair advantage until proven otherwise. It’s also on you to guess whatever their arbitrary bar is.
You don't need to generate a new account just to spew racism.
You can argue that yo udon't think DEI helps and suggest an alternative but DEI is not racism even if you put it like this on purpose.
I know in my brief time being involved with a DEI initiative the discussion was never about how many of any particular demographic we hired. It was about asking if we had internal barriers that disproportionally impacted certain groups. I think that’s a very different mindset than “quotas.” But people arguing in bad faith generally aren’t looking for nuance so here we are.
Edit: to be clear, this is directed at the other commenter not you
They do nothing to include everyone. They are not standing up when it counts or excumante churches and believes who do not follow proper humanitarity.
They are not even in the forefront of fighting climate change which hurts billions.