But you aren't aloud to talk about that openly.
What is a problem is if you use that to justify discrimination. Just because members of a demographic are statistically different, it isn’t okay to treat individuals differently because they belong to a certain demographic. And that’s what people are complaining about!
People don’t complain when you say: “A lot of the fastest marathon runners are from Kenia”. People will complain if you use that fact to justify an imbalance in your workforce: “Well, it’s obvious that we hire only people from Kenia since marathons show they are much faster!”
So why do companies fire people who say stuff like that? Because discrimination is stupid from a business point of view: variance within demographics is much larger than variance of the mean between demographics. So if you hire people based on them being part of a “good” demographic, you will end up with worse hires than if you actually selected for individual aptitude.
People don’t complain when you say: “A lot of the fastest marathon runners are from Kenia”. People will complain if you use that fact to justify an imbalance in your workforce: “Well, it’s obvious that we hire only people from Kenia since marathons show they are much faster!”
This is precisely the point. If objectively they are better, why is it discrimination to only hire them? Definitely you give everyone the opportunity to work for you, but if a singular group always performs better, is it really your fault? And if society did determine that it was your fault, how long could that go on for? Forever? How long can that charade last? Hasn't a Darwinian economy (capitalism) done the best ever for man kind (massively raised standards of living over the last 200 years).
TL;DR - Don't hire only Kenyans, that's discrimination. You might end up with a lot of Kenyans if you hire only marathoners, but that's not the same.
Of course, a lot of the discussion is about faulty tests, that claim to test for individual aptitude, but end up testing for demographics instead (eg. interviewers inadvertently giving higher scores to people similar to themselves)
Discrimination is suspected if the test has little to do with actual job requirements.
Lack of diversity in tech is sad for me, but I don't think that there should be any additional incentives or bonus points on entry based on minority status. The problem for me is that large companies pretty much shy away from responsibility of training new employees for themselves and only hire people who got themselves fully educated already. This causes artificial barriers in entry to tech that let in only the people who in the past had the means and the will.
I'd put responsibility on the companies to hire for entry level positions people that have not previously worked in tech and attempt to train them. This could be proportional to company headcount and if company refuses to hire it should contibute significant amount of money to a fund that sponsors free tech education initiatives for anyone who's willing.
I think this approach would increase diversity and even help other groups disadvantaged on the job market.
It would put burden on companies but I haven't heard of company bankrupt because it spent too much on new employee training.
This kind of scheme is in place in my country to support employment of the disabled people. I think it should work on entry level employees too.
How is this even possible? People have to work full time jobs while interviewing.
> variance within demographics is much larger than variance of the mean between demographics. So if you hire people based on them being part of a “good” demographic, you will end up with worse hires than if you actually selected for individual aptitude.
did you not read the comment fully? that last part seems to pretty clearly address what you're asking here.