My daughter loves My Little Pony. So does this guy. And that, apparently, is a problem. Grown men are not supposed to like the same things as young girls.
The guy—though Gawker has done a story on him, he remains anonymous—is a dad in his late 30s. He calls himself “a fairly big fan.” He made the picture of one of the show’s characters the background image on his desktop. He talked to the boss’s 9-year-old daughter about the show. His co-workers, and the boss, got freaked out. According to the guy, the boss told him that “it’s weird and it makes people uncomfortable that I have a ‘tv show for little girls as a background.’”
Now he’s been fired.
After talking to several folks, I’m still not clear why people are freaked out by this guy. Is it the gender non-comformity? If so, you better revise your sense of what’s normal because, as the Washington Post reports, an increasing number of dudes are loving the show. There’s even a FB page called “The Christian Libertarian Brony.” (The creator of the page writes: “On this page I post stuff about Austrian economics, Christian libertarianism/Christian anarcho-capitalism, MLP:FiM & GMOs!”)
Or is it the hint of pedophilia? If so, would you be nervous if a grown man had a passion for Little League or superhero comics? Enough to fire him?
Others have told me it’s the Peter Pan syndrome: guys like this just seem like they’ve never grown up. Unlike, apparently, every other dude on the internet.
Regardless of what buttons are being set off by this guy, the story just confirms a point some of us have been making over and over again: the American workplace is one of the most coercive institutions around. It’s a place where, whatever the niceties and pieties of our allegedly tolerant culture may be, bosses and supervisors get to act out—and on—their most regressive anxieties and fears. It’s a playground of cultural and political recidivism, where men and women (but more often men) are given the tools to inflict and enforce their beliefs, their style, their values upon their employees.
Chris Bertram, Alex Gourevitch, and I have tried to use these extreme cases to point to a more systemic underlying problem of power and domination in the workplace. It’s not merely that bosses are intolerant assholes, though clearly many of them are. It’s that they get to be intolerant assholes because the workplace is set up that way. Not by accident, or in the exception, but by design. In the typical American workplace, you can be fired for good reasons, bad reasons, or no reason at all. By law.
And so we come back to the Gawker piece. As Nathan Newman pointed out to me, every time a story like this comes out, there’s a frenzy of commentary, where people wonder whether or not this kind of thing is illegal, why doesn’t the employee sue, and so on. Most people seem to think that First Amendment-ish freedoms—the freedom of not merely speech but of expression, of personal style, etc.—apply in the workplace. They don’t. And while there are a host of protections for protected categories of workers, those constitute a limited number of cases.* The vast majority of cases of workplace coercion are simply not covered by federal or state law (though see this article by Eugene Volokh for a counterpoint; his focus, however, is on exclusively political speech). Unless you have a union, which ensures that you can only be fired for just cause, you’re often screwed.
Here’s the bottom line: in most American workplaces, the boss can fire any brony who loves My Little Pony. It’s totally legal. And that’s the problem.
*I asked Nathan, who’s an expert on labor and employment law, whether or not this guy could make some kind of claim based on gender discrimination, i.e., that he was fired for being insufficiently masculine, along the lines of a woman claiming she was fired for being insufficiently feminine. Here’s what he wrote back:
That’s the only plausible argument but few lawsuits on that basis have been successful, even for women arguing they are insufficiently feminine—unless they can show it’s part of an overall bias against women in general. But where no clear bias against women and men in hiring and promotion, differential dress codes and other biases based on gender that do not burden their performance of work would generally be legal. That’s one reason why state (and ideally federal) gay and transgender anti-discrimination laws are needed.
He then sent me to this article—“Sexual Orientation, Gender Nonconformity, and Trait-Based Discrimination: Cautionary Tales From Title VII & An Argument for Inclusion”—by Angela Clements from the Berkeley Journal of Gender, Law and Justice, which I have not yet read.