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jjn2009

Lowering the bar for a cohort is going to create different distributions of skill in that cohort, this person wasn't the first and won't be the last to come to this conclusion. I think damaging organizational cohesion is never the right choice but both sides of this argument contribute to that damage.

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There is no evidence of lowering the bar. Companies like Google aim to cast a wider net at candidates, the bar stays the same.

On the contrary, there is evidence of bias against women, which logically means that the bar is lower for men by default.

I'm telling you in plain mathematical terms that the way you go about hiring effects the distribution of candidates skill if you introduce any bias into the system regardless of whether or not its a literal or figurative bar or a bias on any parameter. I don't think anyone is going to disagree that biases exist on both sides of the aisle. Arguing about what google does or does not do is futile exercise I made zero claim about google and only believe they have introduced some biases in their hiring in some form.

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