Spend more time on the many other types of biases besides stereotypes. Stereotypes are much more accurate and responsive to new information than the training suggests (I\u2019m not advocating for using stereotypes, I [sic] just pointing out the factual inaccuracy of what\u2019s said in the training).<\/li>\n<\/ul>\n[1] This document is mostly written from the perspective of Google\u2019s Mountain View campus, I can\u2019t speak about other offices or countries.<\/em><\/p>\n[2] Of course, I may be biased and only see evidence that supports my viewpoint. In terms of political biases, I consider myself a classical liberal and strongly value individualism and reason. I\u2019d be very happy to discuss any of the document further and provide more citations.<\/em><\/div>\n[3] Throughout the document, by \u201ctech\u201d, I mostly mean software engineering<\/em>.<\/p>\n[4] For heterosexual romantic relationships, men are more strongly judged by status and women by beauty. Again, this has biological origins and is culturally universal.<\/em><\/p>\n[5] Stretch, BOLD, CSSI, Engineering Practicum (to an extent), and several other Google funded internal and external programs are for people with a certain gender or race.<\/em><\/p>\n[6] Instead set Googlegeist OKRs, potentially for certain demographics. We can increase representation at an org level by either making it a better environment for certain groups (which would be seen in survey scores) or discriminating based on a protected status (which is illegal and I\u2019ve seen it done). Increased representation OKRs can incentivize the latter and create zero-sum struggles between orgs.<\/em><\/p>\n[7] Communism promised to be both morally and economically superior to capitalism, but every attempt became morally corrupt and an economic failure. As it became clear that the working class of the liberal democracies wasn\u2019t going to overthrow their \u201ccapitalist oppressors,\u201d the Marxist intellectuals transitioned from class warfare to gender and race politics. The core oppressor-oppressed dynamics remained, but now the oppressor is the \u201cwhite, straight, cis-gendered patriarchy.\u201d<\/em><\/p>\n[8] Ironically, IQ tests were initially championed by the Left when meritocracy meant helping the victims of the aristocracy.<\/em><\/p>\n[9] Yes, in a national aggregate, women have lower salaries than men for a variety of reasons. For the same work though, women get paid just as much as men. Considering women spend more money than men and that salary represents how much the employees sacrifices (e.g. more hours, stress, and danger), we really need to rethink our stereotypes around power.<\/em><\/p>\n[10] \u201cThe traditionalist system of gender does not deal well with the idea of men needing support. Men are expected to be strong, to not complain, and to deal with problems on their own. Men\u2019s problems are more often seen as personal failings rather than victimhood,, due to our gendered idea of agency. This discourages men from bringing attention to their issues (whether individual or group-wide issues), for fear of being seen as whiners, complainers, or weak.\u201d<\/em><\/p>\n[11] Political correctness is defined as \u201cthe avoidance of forms of expression or action that are perceived to exclude, marginalize, or insult groups of people who are socially disadvantaged or discriminated against,\u201d which makes it clear why it\u2019s a phenomenon of the Left and a tool of authoritarians.<\/em><\/p>\nUpdate 7:25pm ET:<\/strong>\u00a0Google\u2019s new Vice President of Diversity, Integrity & Governance, Danielle Brown, issued the following statement in response to the internal employee memo:<\/p>\nGooglers,<\/p>\n
I\u2019m Danielle, Google\u2019s brand new VP of Diversity, Integrity & Governance. I started just a couple of weeks ago, and I had hoped to take another week or so to get the lay of the land before introducing myself to you all. But given the heated debate we\u2019ve seen over the past few days, I feel compelled to say a few words.<\/p>\n
Many of you have read an internal document shared by someone in our engineering organization, expressing views on the natural abilities and characteristics of different genders, as well as whether one can speak freely of these things at Google. And like many of you, I found that it advanced incorrect assumptions about gender. I\u2019m not going to link to it here as it\u2019s not a viewpoint that I or this company endorses, promotes or encourages.<\/p>\n
Diversity and inclusion are a fundamental part of our values and the culture we continue to cultivate. We are unequivocal in our belief that diversity and inclusion are critical to our success as a company, and we\u2019ll continue to stand for that and be committed to it for the long haul. As Ari Balogh said in his internal G+ post, \u201cBuilding an open, inclusive environment is core to who we are, and the right thing to do. \u2018Nuff said. \u201c<\/p>\n
Google has taken a strong stand on this issue, by releasing its demographic data and creating a company wide OKR on diversity and inclusion. Strong stands elicit strong reactions. Changing a culture is hard, and it\u2019s often uncomfortable. But I firmly believe Google is doing the right thing, and that\u2019s why I took this job.<\/p>\n
Part of building an open, inclusive environment means fostering a culture in which those with alternative views, including different political views, feel safe sharing their opinions. But that discourse needs to work alongside the principles of equal employment found in our Code of Conduct, policies, and anti-discrimination laws.<\/p>\n
I\u2019ve been in the industry for a long time, and I can tell you that I\u2019ve never worked at a company that has so many platforms for employees to express themselves\u2014TGIF, Memegen, internal G+, thousands of discussion groups. I know this conversation doesn\u2019t end with my email today. I look forward to continuing to hear your thoughts as I settle in and meet with Googlers across the company.<\/p>\n
Thanks,<\/p>\n
Danielle<\/p><\/blockquote>\n
\n#Google Manifesto<\/strong><\/p>\nI think it’s important to understand the entirety of this memo, including Google’s response. On our Twitter account, nearly every Tweet from our followers was about this subject, using the hash tag of #Google Manifesto.<\/p>\n
This has taken on a life of its own<\/strong><\/p>\nMany agreed with Google’s response while others agreed with the author. The CEO of Google actually said that he cut his vacation short to address the controversy, so this isn’t about some small inconsequential internal squabbling. It’s currently taken on a life of its own, such that the entire globe is now weighing in with their observations, right or wrong, liberal or conservative, men versus women views of the world.<\/p>\n
The fired engineer has vowed to file a lawsuit<\/strong><\/p>\nOf course, anyone can file a lawsuit in the United States for anything and everything under the sun, but will he prevail in legal proceedings, should it go that far? In Missouri, they have what’s called, “Work at Will,” which means that your employer can fire you for pretty much any reason they want, as long as they’re not violating any laws. In California, who knows? I’m sure Google has on staff an army of talented legal counsel to represent their interests.<\/p>\n
Those who have not read the Manifesto weighing in on its merits<\/strong><\/p>\nI was quite surprised at the number of tweets from people weighing on the memo without reading it, rationalizing their reasons. In essence, they’re basing their reaction to the memo based on the reactions of others who have (or have not) read it.<\/p>\n
I’m sure most of us have participated in a classroom experiment whereby one class member tells someone a story, then they in part tell someone else and so on until the last person is asked to repeat what was originally said. At the time, it’s all a fun and games experiment because the original story and the finished product are never even closely related.<\/p>\n
In real life, when companies and governments start regulating diversity issues, the consequences can and very often do have far reaching effects.<\/p>\n
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