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      "body": "Congratulations @digitalcoma! You received a personal award!\n\n<table><tr><td>https://steemitimages.com/70x70/http://steemitboard.com/@digitalcoma/birthday2.png</td><td>Happy Birthday! - You are on the Steem blockchain for 2 years!</td></tr></table>\n\n<sub>_You can view [your badges on your Steem Board](https://steemitboard.com/@digitalcoma) and compare to others on the [Steem Ranking](https://steemitboard.com/ranking/index.php?name=digitalcoma)_</sub>\n\n\n###### [Vote for @Steemitboard as a witness](https://v2.steemconnect.com/sign/account-witness-vote?witness=steemitboard&approve=1) to get one more award and increased upvotes!",
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      "body": "Congratulations @digitalcoma! You have received a personal award!\n\n[![](https://steemitimages.com/70x70/http://steemitboard.com/@digitalcoma/birthday1.png)](http://steemitboard.com/@digitalcoma)  1 Year on Steemit\n<sub>_Click on the badge to view your Board of Honor._</sub>\n\n\n**Do not miss the [last post](https://steemit.com/steemitboard/@steemitboard/steemitboard-world-cup-contest-russia-vs-saudi-arabia) from @steemitboard!**\n\n---\n**Participate in the [SteemitBoard World Cup Contest](https://steemit.com/steemitboard/@steemitboard/steemitboard-world-cup-contest-collect-badges-and-win-free-sbd)!**\nCollect World Cup badges and win free SBD\nSupport the Gold Sponsors of the contest: [@good-karma](https://v2.steemconnect.com/sign/account-witness-vote?witness=good-karma&approve=1) and [@lukestokes](https://v2.steemconnect.com/sign/account-witness-vote?witness=lukestokes.mhth&approve=1)\n\n---\n\n> Do you like [SteemitBoard's project](https://steemit.com/@steemitboard)? Then **[Vote for its witness](https://v2.steemconnect.com/sign/account-witness-vote?witness=steemitboard&approve=1)** and **get one more award**!",
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      "body": "Hey reg Sent you an up vote! Hope we both make it threw the rat life",
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      "author": "digitalcoma",
      "body": "@@ -81,16 +81,137 @@\n ber.pdf%0A\n+This is a repost For people that want the document %0Ahttps://www.wesearchr.com/bounties/james-damore-official-fundraiser%0A%0A\n Google%E2%80%99s\n",
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      "body": "https://assets.documentcloud.org/documents/3914586/Googles-Ideological-Echo-Chamber.pdf\nGoogle’s Ideological Echo Chamber\nHow bias clouds our thinking about diversity and inclusion\ngo/pc-considered-harmful\nJames Damore - damore@\nJuly 2017\nFeel free to comment (they aren’t disabled, the doc may just be overloaded).\nFor longer form discussions see g/pc-harmful-discuss\nReply to public response and misrepresentation 1\nTL;DR 2\nBackground 2\nGoogle’s biases 2\nPossible non bias causes of the gender gap in tech 3\nPersonality differences 4\nMen’s higher drive for status 5\nNon discriminatory ways to reduce the gender gap 5\nThe harm of Google’s biases 6\nWhy we’re blind 7\nSuggestions 8\nReply to public response and misrepresentation\nI value diversity and inclusion, am not denying that sexism exists, and don’t endorse using\nstereotypes. When addressing the gap in representation in the population, we need to look at\npopulation level differences in distributions. If we can't have an honest discussion about this,\nthen we can never truly solve the problem.\nPsychological safety is built on mutual respect and acceptance, but unfortunately our culture of\nshaming and misrepresentation is disrespectful and unaccepting of anyone outside its echo\nchamber.\nDespite what the public response seems to have been, I've gotten many†personal messages\nfrom fellow Googlers expressing their gratitude for bringing up these very important issues\nwhich they agree with but would never have the courage to say or defend because of our\nshaming culture and the possibility of being fired. This needs to change.\nTL;DR\n● Google’s political bias has equated the freedom from offense with psychological safety,\nbut shaming into silence is the antithesis of psychological safety.\n● This silencing has created an ideological echo chamber where some ideas are too\nsacred to be honestly discussed.\n● The lack of discussion fosters the most extreme and authoritarian elements of this\nideology.\n○ Extreme: all disparities in representation are due to oppression\n○ Authoritarian: we should discriminate to correct for this oppression\n● Differences in distributions of traits between men and women may in part explain why we\ndon't have 50% representation of women in tech and leadership.\n● Discrimination to reach equal representation is unfair, divisive, and bad for business.\nBackground1\nPeople generally have good intentions, but we all have biases which are invisible to us.\nThankfully, open and honest discussion with those who disagree can highlight our blind spots\nand help us grow, which is why I wrote this document2. Google has several biases and honest\ndiscussion about these biases is being silenced by the dominant ideology. What follows is by no\nmeans the complete story, but it’s a perspective that desperately needs to be told at Google.\nGoogle’s biases\nAt Google, we talk so much about unconscious bias as it applies to race and gender, but we\nrarely discuss our moral biases. Political orientation is actually a result of deep moral\npreferences and thus biases. Considering that the overwhelming majority of the social sciences,\nmedia, and Google lean left, we should critically examine these prejudices:\n___________________________________________________________________________\n1 This document is mostly written from the perspective of Google’s Mountain View campus, I can’t speak\nabout other offices or countries.\n2 Of course, I may be biased and only see evidence that supports my viewpoint. In terms of political\nbiases, I consider myself a classical liberal and strongly value individualism and reason. I'd be very happy\nto discuss any of the document further and provide more citations.\nNeither side is 100% correct and both viewpoints are necessary for a functioning society or, in\nthis case, company. A company too far to the right may be slow to react, overly hierarchical, and\nuntrusting of others. In contrast, a company too far to the left will constantly be changing\n(deprecating much loved services), over diversify its interests (ignoring or being ashamed of its\ncore business), and overly trust its employees and competitors.\nOnly facts and reason can shed light on these biases, but when it comes to diversity and\ninclusion, Google’s left bias has created a politically correct monoculture that maintains its hold\nby shaming dissenters into silence. This silence removes any checks against encroaching\nextremist and authoritarian policies. For the rest of this document, I’ll concentrate on the\nextreme stance that all differences in outcome are due to differential treatment and the\nauthoritarian element that’s required to actually discriminate to create equal representation.\nPossible non-bias causes of the gender gap in tech3\nAt Google, we’re regularly told that implicit (unconscious) and explicit biases are holding women\nback in tech and leadership. Of course, men and women experience bias, tech, and the\nworkplace differently and we should be cognizant of this, but it’s far from the whole story.\nOn average, men and women biologically differ in many ways. These differences aren’t just\nsocially constructed because:\n● They’re universal across human cultures\n● They often have clear biological causes and links to prenatal testosterone\n● Biological males that were castrated at birth and raised as females often still identify\nand act like males\n● The underlying traits are highly heritable\n● They’re exactly what we would predict from an evolutionary psychology perspective\nNote, I’m not saying that all men differ from all women in the following ways or that these\ndifferences are “just.” I’m simply stating that the distribution of preferences and abilities of men\nand women differ in part due to biological causes and that these differences may explain why\nwe don’t see equal representation of women in tech and leadership. Many of these differences\nare small and there’s significant overlap between men and women, so you can’t say anything\nabout an individual given these population level distributions.\n____________________________________________________________________________\n3 Throughout the document, by “tech”, I mostly mean software engineering.\nPersonality differences\nWomen, on average, have more:\n● Openness directed towards feelings and aesthetics rather than ideas. Women generally\nalso have a stronger interest in people rather than things, relative to men (also\ninterpreted as empathizing vs. systemizing).\n○ These two differences in part explain why women relatively prefer jobs in social\nor artistic areas. More men may like coding because it requires systemizing and even\nwithin SWEs, comparatively more women work on front end, which deals with both\npeople and aesthetics.\n● Extraversion expressed as gregariousness rather than assertiveness. Also, higher\nagreeableness.\n○ This leads to women generally having a harder time negotiating salary, asking for\nraises, speaking up, and leading. Note that these are just average differences\nand there’s overlap between men and women, but this is seen solely as a\nwomen’s issue. This leads to exclusory programs like Stretch and swaths of men\nwithout support.\n● Neuroticism (higher anxiety, lower stress tolerance).\n○ This may contribute to the higher levels of anxiety women report on Googlegeist\nand to the lower number of women in high stress jobs.\nNote that contrary to what a social constructionist would argue, research suggests that \"greater\nnation-level gender equality leads to psychological dissimilarity in men’s and women’s\npersonality traits.\" Because as “society becomes more prosperous and more egalitarian, innate\ndispositional differences between men and women have more space to develop and the gap\nthat exists between men and women in their personality traits becomes wider.” We need to stop\nassuming that gender gaps imply sexism.\nMen’s higher drive for status\nWe always ask why we don't see women in top leadership positions, but we never ask why we\nsee so many men in these jobs. These positions often require long, stressful hours that may not\nbe worth it if you want a balanced and fulfilling life.\nStatus is the primary metric that men are judged on4, pushing many men into these higher\npaying, less satisfying jobs for the status that they entail. Note, the same forces that lead men\ninto high pay/high stress jobs in tech and leadership cause men to take undesirable and\ndangerous jobs like coal mining, garbage collection, and firefighting, and suffer 93% of\nwork-related deaths.\nNon-discriminatory ways to reduce the gender gap\nBelow I'll go over some of the differences in distribution of traits between men and women that I\noutlined in the previous section and suggest ways to address them to increase women's\nrepresentation in tech without resorting to discrimination. Google is already making strides in\nmany of these areas, but I think it's still instructive to list them:\n● Women on average show a higher interest in people and men in things\n○ We can make software engineering more people-oriented with pair programming\nand more collaboration. Unfortunately, there may be limits to how\npeople-oriented certain roles at Google can be and we shouldn't deceive\nourselves or students into thinking otherwise (some of our programs to get\nfemale students into coding might be doing this).\n● Women on average are more cooperative\n○ Allow those exhibiting cooperative behavior to thrive. Recent updates to Perf may\nbe doing this to an extent, but maybe there's more we can do.\n○ This doesn't mean that we should remove all competitiveness from Google.\nCompetitiveness and self reliance can be valuable traits and we shouldn't\nnecessarily disadvantage those that have them, like what's been done in\neducation.\n● Women on average are more prone to anxiety\n____________________________________________________________________________\n4 For heterosexual romantic relationships, men are more strongly judged by status and women by beauty.\nAgain, this has biological origins and is culturally universal.\n○ Make tech and leadership less stressful. Google already partly does this with its\nmany stress reduction courses and benefits.\n● Women on average look for more work-life balance while men have a higher drive for\nstatus on average\n○ Unfortunately, as long as tech and leadership remain high status, lucrative\ncareers, men may disproportionately want to be in them. Allowing and truly\nendorsing (as part of our culture) part time work though can keep more women in\ntech.\n● The male gender role is currently inflexible\n○ Feminism has made great progress in freeing women from the female gender\nrole, but men are still very much tied to the male gender role. If we, as a society,\nallow men to be more \"feminine,\" then the gender gap will shrink, although\nprobably because men will leave tech and leadership for traditionally \"feminine\"\nroles.\nPhilosophically, I don't think we should do arbitrary social engineering of tech just to make it\nappealing to equal portions of both men and women. For each of these changes, we need\nprincipled reasons for why it helps Google; that is, we should be optimizing for Google—with\nGoogle's diversity being a component of that. For example, currently those willing to work extra\nhours or take extra stress will inevitably get ahead and if we try to change that too much, it may\nhave disastrous consequences. Also, when considering the costs and benefits, we should keep\nin mind that Google's funding is finite so its allocation is more zero-sum than is generally\nacknowledged.\nThe harm of Google’s biases\nI strongly believe in gender and racial diversity, and I think we should strive for more. However,\nto achieve a more equal gender and race representation, Google has created several\ndiscriminatory practices:\n● Programs, mentoring, and classes only for people with a certain gender or race5\n● A high priority queue and special treatment for “diversity” candidates\n● Hiring practices which can effectively lower the bar for “diversity” candidates by\ndecreasing the false negative rate\n● Reconsidering any set of people if it’s not “diverse” enough, but not showing that same\nscrutiny in the reverse direction (clear confirmation bias)\n● Setting org level OKRs for increased representation which can incentivize illegal\ndiscrimination6\n____________________________________________________________________________\n5 Stretch, BOLD, CSSI, Engineering Practicum (to an extent), and several other Google funded internal and external programs are for people with a\ncertain gender or race.\n6 Instead set Googlegeist OKRs, potentially for certain demographics. We can increase representation at an org level by either making it a better\nenvironment for certain groups (which would be seen in survey scores) or discriminating based on a protected status (which is illegal and I’ve seen it\ndone). Increased representation OKRs can incentivize the latter and create zero-sum struggles between orgs.\nThese practices are based on false assumptions generated by our biases and can actually\nincrease race and gender tensions. We’re told by senior leadership that what we’re doing is\nboth the morally and economically correct thing to do, but without evidence this is just veiled left\nideology7 that can irreparably harm Google.\nWhy we’re blind\nWe all have biases and use motivated reasoning to dismiss ideas that run counter to our\ninternal values. Just as some on the Right deny science that runs counter to the “God > humans\n> environment” hierarchy (e.g., evolution and climate change), the Left tends to deny science\nconcerning biological differences between people (e.g., IQ8 and sex differences). Thankfully,\nclimate scientists and evolutionary biologists generally aren’t on the right. Unfortunately, the\noverwhelming majority of humanities and social sciences lean left (about 95%), which creates\nenormous confirmation bias, changes what’s being studied, and maintains myths like social\nconstructionism and the gender wage gap9. Google’s left leaning makes us blind to this bias and\nuncritical of its results, which we’re using to justify highly politicized programs.\nIn addition to the Left’s affinity for those it sees as weak, humans are generally biased towards\nprotecting females. As mentioned before, this likely evolved because males are biologically\ndisposable and because women are generally more cooperative and agreeable than men. We\nhave extensive government and Google programs, fields of study, and legal and social norms to\nprotect women, but when a man complains about a gender issue issue affecting men, he’s\nlabelled as a misogynist and a whiner10. Nearly every difference between men and women is\ninterpreted as a form of women’s oppression. As with many things in life, gender differences are\noften a case of “grass being greener on the other side”; unfortunately, taxpayer and Google\nmoney is being spent to water only one side of the lawn.\n____________________________________________________________________________\n7 Communism promised to be both morally and economically superior to capitalism, but every attempt\nbecame morally corrupt and an economic failure. As it became clear that the working class of the liberal\ndemocracies wasn’t going to overthrow their “capitalist oppressors,” the Marxist intellectuals transitioned\nfrom class warfare to gender and race politics. The core oppressor-oppressed dynamics remained, but\nnow the oppressor is the “white, straight, cis-gendered patriarchy.”\n8 Ironically, IQ tests were initially championed by the Left when meritocracy meant helping the victims of\naristocracy.\n9 Yes, in a national aggregate, women have lower salaries than men for a variety of reasons. For the\nsame work though, women get paid just as much as men. Considering women spend more money than\nmen and that salary represents how much the employee sacrifices (e.g. more hours, stress, and danger),\nwe really need to rethink our stereotypes around power.\n10 “The traditionalist system of gender does not deal well with the idea of men needing support. Men are\nexpected to be strong, to not complain, and to deal with problems on their own. Men’s problems are more\noften seen as personal failings rather than victimhood, due to our gendered idea of agency. This\ndiscourages men from bringing attention to their issues (whether individual or group-wide issues), for fear\nof being seen as whiners, complainers, or weak.”\nThis same compassion for those seen as weak creates political correctness11, which constrains\ndiscourse and is complacent to the extremely sensitive PC-authoritarians that use violence and\nshaming to advance their cause. While Google hasn’t harbored the violent leftist protests that\nwe’re seeing at universities, the frequent shaming in TGIF and in our culture has created the\nsame silent, psychologically unsafe environment.\nSuggestions\nI hope it’s clear that I'm not saying that diversity is bad, that Google or society is 100% fair, that\nwe shouldn't try to correct for existing biases, or that minorities have the same experience of\nthose in the majority. My larger point is that we have an intolerance for ideas and evidence that\ndon’t fit a certain ideology. I’m also not saying that we should restrict people to certain gender\nroles; I’m advocating for quite the opposite: treat people as individuals, not as just another\nmember of their group (tribalism).\nMy concrete suggestions are to:\n● De-moralize diversity.\n○ As soon as we start to moralize an issue, we stop thinking about it in terms of\ncosts and benefits, dismiss anyone that disagrees as immoral, and harshly\npunish those we see as villains to protect the “victims.”\n● Stop alienating conservatives.\n○ Viewpoint diversity is arguably the most important type of diversity and political\norientation is one of the most fundamental and significant ways in which people\nview things differently.\n○ In highly progressive environments, conservatives are a minority that feel like\nthey need to stay in the closet to avoid open hostility. We should empower those\nwith different ideologies to be able to express themselves.\n○ Alienating conservatives is both non-inclusive and generally bad business\nbecause conservatives tend to be higher in conscientiousness, which is required\nfor much of the drudgery and maintenance work characteristic of a mature\ncompany.\n● Confront Google’s biases.\n○ I’ve mostly concentrated on how our biases cloud our thinking about diversity and\ninclusion, but our moral biases are farther reaching than that.\n○ I would start by breaking down Googlegeist scores by political orientation and\npersonality to give a fuller picture into how our biases are affecting our culture.\n● Stop restricting programs and classes to certain genders or races.\n○ These discriminatory practices are both unfair and divisive. Instead focus on\nsome of the non-discriminatory practices I outlined.\n____________________________________________________________________________\n11 Political correctness is defined as “the avoidance of forms of expression or action that are perceived to exclude, marginalize, or\ninsult groups of people who are socially disadvantaged or discriminated against,” which makes it clear why it’s a phenomenon of the\nLeft and a tool of authoritarians.\n● Have an open and honest discussion about the costs and benefits of our diversity\nprograms.\n○ Discriminating just to increase the representation of women in tech is as\nmisguided and biased as mandating increases for women’s representation in the\nhomeless, work-related and violent deaths, prisons, and school dropouts.\n○ There’s currently very little transparency into the extent of our diversity programs\nwhich keeps it immune to criticism from those outside its ideological echo\nchamber.\n○ These programs are highly politicized which further alienates non-progressives.\n○ I realize that some of our programs may be precautions against government\naccusations of discrimination, but that can easily backfire since they incentivize\nillegal discrimination.\n● Focus on psychological safety, not just race/gender diversity.\n○ We should focus on psychological safety, which has shown positive effects and\nshould (hopefully) not lead to unfair discrimination.\n○ We need psychological safety and shared values to gain the benefits of diversity.\n○ Having representative viewpoints is important for those designing and testing our\nproducts, but the benefits are less clear for those more removed from UX.\n● De-emphasize empathy.\n○ I’ve heard several calls for increased empathy on diversity issues. While I\nstrongly support trying to understand how and why people think the way they do,\nrelying on affective empathy—feeling another’s pain—causes us to focus on\nanecdotes, favor individuals similar to us, and harbor other irrational and\ndangerous biases. Being emotionally unengaged helps us better reason about\nthe facts.\n● Prioritize intention.\n○ Our focus on microaggressions and other unintentional transgressions increases\nour sensitivity, which is not universally positive: sensitivity increases both our\ntendency to take offence and our self censorship, leading to authoritarian\npolicies. Speaking up without the fear of being harshly judged is central to\npsychological safety, but these practices can remove that safety by judging\nunintentional transgressions.\n○ Microaggression training incorrectly and dangerously equates speech with\nviolence and isn’t backed by evidence.\n● Be open about the science of human nature.\n○ Once we acknowledge that not all differences are socially constructed or due to\ndiscrimination, we open our eyes to a more accurate view of the human condition\nwhich is necessary if we actually want to solve problems.\n● Reconsider making Unconscious Bias training mandatory for promo committees.\n○ We haven’t been able to measure any effect of our Unconscious Bias training\nand it has the potential for overcorrecting or backlash, especially if made\nmandatory.\n○ Some of the suggested methods of the current training (v2.3) are likely useful,\nbut the political bias of the presentation is clear from the factual inaccuracies and\nthe examples shown.\n○ Spend more time on the many other types of biases besides stereotypes.\nStereotypes are much more accurate and responsive to new information than the\ntraining suggests (I’m not advocating for using stereotypes, I just pointing out the\nfactual inaccuracy of what’s said in the training).",
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      "author": "croat",
      "body": "They keep covering this up! What is Trudeau hiding?",
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      "parent_author": "digitalcoma",
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      "author": "digitalcoma",
      "body": "MAJOR UPDATE!!\n\nWe have new information on the six month long investigation into Justin Trudeau’s potentially unethical trip to the Bahamas.\n\nIn a bid to hide as much information as possible, the government heavily redacted the 88 page document – despite the Liberals promising to be an open and transparent government.\n\nIt turns out officials worked on the assumption that the trip really was an “official visit”, despite Trudeau’s claim that it was a “family holiday”.\n\nThis likely made the trip much more expensive than it needed to be.\n\n>> Tell Trudeau to stop using your tax dollars for his fancy lifestyle! <<\n\nNow, those in the media are asking why the Ethics Commissioner’s investigation into the matter is taking so long.\n\nAnd why after almost 7 months, other government agencies have failed to respond to Access to Information requests regarding the trip!\n\nWe know the PM was not truthful about certain details of his trip to the Bahamas.\n\nAnd the rules are clear!\n\n“Trudeau is in jeopardy of becoming the first sitting prime minister to have been found in violation of a federal statute while in office.”\n\nHmm, when Justin Trudeau spoke of “sunny ways”... was he actually referring to using $130,000 of your tax dollars to go to the Bahamas?\n\nYou deserve better.",
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      "author": "americana-reboot",
      "body": "Epic statement.",
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      "parent_author": "digitalcoma",
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      "author": "digitalcoma",
      "body": "@@ -342,21 +342,908 @@\n   %0A%0A\n-%0A%0AI speak now\n+MARTIN NIEM%C3%96LLER: %22FIRST THEY CAME FOR THE SOCIALISTS...%22%0A%0ARelated Articles%0AComments%0AHow to cite this article%0AQuotation from Martin Niem%C3%B6ller on display in the Permanent Exhibition of the United States Holocaust Memorial Museum. Niem%C3%B6ller was a Lutheran minister and early Nazi supporter who was later imprisoned for opposing Hitler's regime.%0AQuotation from Martin Niem%C3%B6ller on display in the Permanent Exhibition of the United States Holocaust Memorial Museum. Niem%C3%B6ller was a Lutheran minister and early Nazi supporter who was later imprisoned for opposing Hitler's regime.%0A%E2%80%94 US Holocaust Memorial Museum%0AVIEW PHOTOGRAPHS%0AView Photographs%0AMartin Niem%C3%B6ller (1892%E2%80%931984) was a prominent Protestant pastor who emerged as an outspoken public foe of Adolf Hitler and spent the last seven years of Nazi rule in concentration camps.%0A%0ANiem%C3%B6ller is perhaps best remembered for the quotation:%0A%0ASo now I Speak \n  bec\n@@ -1269,8 +1269,22 @@\n  am free\n+ - DigitalComa\n",
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      "author": "digitalcoma",
      "body": "First they came for the Socialists, and I did not speak out—\nBecause I was not a Socialist.\n\nThen they came for the Trade Unionists, and I did not speak out— \nBecause I was not a Trade Unionist.\n\nThen they came for the Jews, and I did not speak out— \nBecause I was not a Jew.\n\nThen they came for me—and there was no one left to speak for me.  \n\n\n\nI speak now because For the time i am free",
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      "author": "americana-reboot",
      "body": "We've got the same issues down here in the U.S. We can't be honest about these issues for fear of being \"politically incorrect\". People are dying and our culture is getting erased. How do the average Canadians feel about Trudeau giving the jihadist 10.5 million? I was pissed man.",
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      "author": "cheetah",
      "body": "Hi! I am a robot. I just upvoted you! I found similar content that readers might be interested in:\nhttp://pamelageller.com/2017/07/honor-murder-pregnant-trudeau-sanctions.html/",
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      "author": "digitalcoma",
      "body": "I just want a strong Canada with our values Not the Bullshit the left spews \n\n\nBABY DIES: 33-Year-Old Pregnant Woman Repeatedly Stabbed in Honor Murder, Trudeau Removing Warning Against FGM & Honor Killings From Citizenship Guide Prime Minister Justin Trudeau’s response to this savage cultural migration? Remove warnings to honor killings and female genital mutilation from Canada’s Citizenship Guide.\n\nStanley Sainey lives in the same apartment building as the couple and said he was shocked to learn that the woman had been stabbed and that police are looking for her partner.\n\n“He is always smiling and would often say hello,” Sainey said. “When I saw his car was gone I figured it out. I was very surprised by this news because I didn’t know there was violence in that relationship.”\nThe the neighbors say what a lovely, sweet man the murderer was — which speaks to the two faces of islam, not their stupidity.\n\nThe woman has two other children who were not home when their mother was attacked. The woman had called police Sunday night after a dispute with her partner. Police suggested to her that her two children stay with relatives.\n\nUpdate: Pregnant woman had called police the day before she was stabbed\n\nHow do we know he was Muslim? Look for media-code words like: “He is of North African descent.”\nhttp://pamelageller.com/2017/07/honor-murder-pregnant-trudeau-sanctions.html/",
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