His argument is that the under-representation of women in tech can be explained by biological differences that make them inferior candidates for technical and leadership positions rather than hundreds of years of disenfranchisement and misogyny that still echoes in work culture today.
But you are right, "The point is to treat people with respect by building an environment where they can be their best (whatever individual skillset they have), instead of insulting them", which is antithetical to what the author did by writing the pseudo scientific trash and then widely distributing it to his colleagues.
[disclaimer: I work at Google, my views are my own and not those of my employer]
I didn't see that in the "manifesto" at all. The assertions that "biological differences exist" and that they contribute to the under-representation of women in tech don't at all imply the conclusion that the under-representation is due to biologically-caused inferiority.
There's good evidence, summarized in this blog post, that on the average across society, equally gifted and capable girls tend to choose non-STEM careers more than their male counterparts simply because of differences in preference, combined with the fact that a wider array of career options is open to them due to their higher verbal skills (this was featured on HN a couple of weeks ago): https://www.psychologytoday.com/blog/rabble-rouser/201707/wh...
Furthermore, it seems that unlike men, women who are capable in math also tend to be capable in both math and verbal skills (whereas on the average, men have less capability in verbal skills), thus giving women more career options. Unlike men (on the average, again), women that do choose STEM careers tend to excel at all levels, including management.
> pseudo scientific trash
See the above article. It references highly cited studies that seem to clearly indicate innate differences in preference (in even 2-day-old infants and primates).
> Diversity programs are not about lowering the bar, they are about outreach.
> Nobody is being insulted by this.
[0] https://communequation.wordpress.com/2017/07/05/im-not-a-wom...
> I don’t want your ‘exclusively for women’ support groups
> I want inclusivity, not exclusivity.
> You’re victimising me when you do that. You’re indicating that it’s most
> likely I need special, extra support. Just because I’m female.
> By creating special awards for women I think you’re belittling the impact
> and effort a group of humans are having in their field – just because of
> their gender.
We can't just ignore people's lived experiences when they don't suit our positions.
The ensuing comments thread on HN also had many similar stories.
So saying that, what part of the memo was pseudo scientific drivel?
1. http://quillette.com/2017/08/07/google-memo-four-scientists-...
Utterly ahistorical nonsense.
At various times (in the United States) men have been able to opt out of war by: hiring a replacement to take their place; being a conscientious objector and taking a non-combat role; being born at the right time to not be drafted, and choosing not to volunteer; enlisting in a branch of the service unlikely to see combat; pleading a hardship; finding a doctor to claim you are medically unfit; just walking away (desertion, as long as it was not during combat, has historically be inconsistently punished).
I get the feeling that this document is what Scott Adams talks about when he writes that two people can sit in the same movie theater, look at the same screen, and watch two different movies play out.
This is completely false! He absolutely does not say that, he says women to not prefer to compete for those jobs. He might still be wrong but you are grossly misrepresenting his statement in an attempt to demonize his lack of PC orthodoxy.
At colleges, lowering the bar is in fact how they have often been implemented. This article has some decent numbers:
https://www.nytimes.com/2017/01/30/opinion/white-students-un...
Lowering the bar is also the easiest way for a mid-level manager to achieve a target percentage. It's probably also the first method that may come to mind for many people.
Also, if you spend 3x the resources to find 3x the number of candidates (is it linear? I dunno), conduct normal interview processes, and then randomly throw out 2/3 of the male candidates that passed, while keeping all the women that passed, that is one way to triple the number of women you hire while having the same bar for men and women. However, the step where you throw out a random 2/3 of the male candidates might strike someone as highly irrational. Why not throw out the bottom 2/3 of male candidates? But then you end up with male candidates that passed a higher bar. You're not lowering your standards for women, but you're raising your standards for men, and then employees might notice and form the impression that the average male employee is better than the average female employee, which would be unfortunate. But it would probably be difficult to convince the people involved that avoiding the "unfortunate" outcome is worth throwing away 2/3 of the very best male candidates.
It might be possible to spend 3x the resources in such a way that all the new candidates you find are women. That would be a way to avoid the above problems. How would this be accomplished? Perhaps you send a recruiter to a university, and have them only talk to the female students. Hmm, that might be a little weird. How about a female-only university? That would be great. Likewise any female-only programming meetup groups. And of course any qualified female engineers that anyone knows—they'll never be wanting for a job.
How well will a company perform that spends significant resources recruiting from female-only groups, compared to one that recruits from groups that simply take the best candidates? How significant a fraction of company resources are normally spent on recruiting? And I did see a study indicating that demographic diversity (measured as age and sex) improved morale. I guess we'll see.
What would really help is if universities published the CS accomplishments of all their female students, but not of their male students. I wonder if they'd be willing to do it.
In any case, my original point was, even if a company does in fact implement its diversity program with one of the methods that does not systematically lead to higher-quality male hires than female hires, I think it is natural for someone to assume until proven otherwise that it is implemented by shifting the bar.
No process is ever random. All processes have side effects, that make some kind of memory/feed back loop.
If there are two groups of uniform set of people A and B. And you if make it harder for A to succeed. Set of people in A will have to work way harder, than set B over very long periods of time to win consistently. You will end up making A far more stronger than B. While your intention was to make B at least as good as A over time, you have now achieved the very exact opposite of what you set out of achieve.
This is common in sports, and even competitive exams. Candidates are trained to take on difficult problems than the baseline so that they can get better than the baseline.
At this point the bar for winning is largely to subject to interpretation. Did you raise the bar for A, or did you decrease the bar for B? It depends on what you consider the baseline.
If women are really worth more to the company, for diversity purposes - if not literal diversity of people, at least diversity of opinion and experiences - it would make perfect sense to just actively headhunt women from other companies and simply pay them more than the other people.
Companies never want to actually pay employees more money though.
It does not mean you get to decide anything for others, but it is a basic sign of respect to listen to what people say, and it is an even more basic sign of respect to not attempt to defame them.
This guy clearly isn't perfect. He was naive about what the effect of releasing his memo would be. However he was respectful and seemed to be trying to temper his perspective. He doesn't deserve the raw hatred and condemnation he is receiving. I think we should be compassionate and try our best to tolerate our differences.
They should have included him on the diversity and inclusion leadership team. Sad that Google went the route they did.
Agree that it's a basic sign of respect to listen to what people say. I am tired of guys not listening to me saying I'm a boring, normal woman who likes math/tech/computers, not a freak or a biological anomaly, some evolutionary mistake.
And he is not saying that you are a "freak" or "biological anomaly", he is talking about aggregated, statistical differences.
He provides no evidence to back the conclusions he draws from that data though. It reminds me of some articles or posts you might see briefly gain traction on the internet where the author starts from a point backed by one or two reputable sources and proceeds to use those references to back an argument that lies well outside the bounds of the original data.
As one of the authors of a paper cited in the memo puts it:
> In the case of personality traits, evidence that men and women may have different average levels of certain traits is rather strong. [...] But it is not clear to me how such sex differences are relevant to the Google workplace. And even if sex differences in negative emotionality were relevant to occupational performance (e.g., not being able to handle stressful assignments), the size of these negative emotion sex differences is not very large [1]
[1] http://quillette.com/2017/08/07/google-memo-four-scientists-...
I guess the larger point I was trying to make is that when people feel singled out because of statistical differences b it leads them to take things personally, which leads to perpetuating disproportionate reactions and a non-existing platform for actual discussion.
Vets are 80% female. Is the industry closed to men that might want to be a vet? Do we need more outreach programs for men to be vets?
Or maybe is it that men are less likely to want to medically treat animals than women, and the gender discrepancy is one of preference? And yes, men who do become vets are statistical outliers, but certainly not "freaks". It's likely the same for tech and women - you are a statistical outlier, and from your perspective things are the norm, but the majority of women are not interested in the same things that you are interested in professionally. (The majority of men aren't either, but there's a larger minority of men sharing your professional interests than a minority of women).
And as for "not getting somewhere original" - the author's point about the difference between comparing averages vs the overlap of bell curves around the averages is a great point and not one I'd seen highlighted that way before. Perhaps you have, but it was novel to me.
> This stuff has been hashed, rehashed, refried, deep fried... and he got all the biology research wrong. It just seems that he did no research, instead thinking about his feelings a lot and claiming he got somewhere original without engaging the existing scholarship at all.
Please provide examples. Your statement is incorrect. Looks like you didn't bother to listen correctly to what he said.
Need it be either/or? Can't we listen to all the stakeholders in this attempt to change the culture for the better?
EDIT: Quoted relevant section of parent for context.
Affirmative action is legal in the United States.
I work at a large SV tech company and was recently privy to an affirmative action policy that was almost certainly illegal. The wording of the policy was quickly changed after a couple folks spoke up so as to make it conform with the law. If the policy had made it to a news outlet, I guarantee you it would have been on the front page of the NYT the next day.
In short, quotas are illegal. With some exceptions, hiring based on race is illegal. However, taking race into account among many factors is legal. The on-the-ground reality of these policies is exceedingly grey.