Microsoft staff are openly questioning the value of diversity
qz.com
qz.com
If you have many people then you will have diversity, because they are different people and therefore they have all different experience and ideas from each other. They should neither to try to only to hire people of same gender nor to try to hire everyone all difference gender/skins (doing so can be relevant to a movie set perhaps, but not for a computer programming job).
If women are less interested or less capable for this job by average (although I do not actually know whether or not this is true) then by your interviewing to see who is qualify then you can hire someone, by statistics it is likely that less women will be hired and that is not your fault and is not your problem. But you should not try to hire less women, nor more; see if they are competent at the job rather than their gender.
But you're oblivious to your bias.
I have seen some absolutely egregious cases of trying to keep a minority in an underrepresented field, that have lead to everyone losing in the long term and further resentment towards minorities from even the most ardent supporters of affirmative action.
Everytime there is a discussion of this, it gets bogged down because of claims like these. In general, I think that the equality of opportunity people would be more effective at reaching the ears of the equality of outcome people if they skipped over the whole "why are there fewer of some group working in this field" issue entirely, and focused on the harms of not having equality of outcome. I see why they go to these arguments (to communicate that equality of outcome as a value might be misguided if inequality of outcome wasn't driven by bias), but people frequently jump ship and stop listening when they hit something like this in the argument.
on one hand we want more diversity.
on the other i saw companies offer ludicrous offers to people heavily underqualified for the offers because they are a woman. Like a 2 year of experience lady with bad instincts (just lack of experience) but tons of potential. And offering her a senior engineer, same as we'd offer a 10 year veteran.
Point is, from the white male side, it seems insulting. I am not suggesting women are less capable, but they are having money thrown at them in ways males can't even approach.
But I suppose the price we pay for having so few women engineers.
I guess this is what happens when we optimize for a metric.
One is opportunity due to preloaded factors. For instance in my case. My four grandparents were middle class and college educated. As were my parents. No shit that's an advantage I got that others didn't.
The other is discrimination due to biases. The same biases that underlie affinity scams. As in this guys dresses talks and looks like Mark Zuckerberg, lets give his company $100 million vs that brown skinned lady who doesn't.
While society should try to reduce these as much as possible they can't be gotten rid of completely perhaps even mostly.
Perhaps there are implementations of equality of outcome solutions that allow you to approximates both, but so far that doesn't seem possible.
That is a pipe dream.
> Because women used to be actively prohibited from full-time employment many decades ago, there is now the misguided belief that women SHOULD work, and if women AREN’T working, there’s something wrong…. Many women simply aren’t cut out for the corporate rat race, so to speak, and that’s not because of ‘the patriarchy,’ it’s because men and women aren’t identical, and women are much more inclined to gain fulfillment elsewhere.
> Williams and O’Reilly (1996) review dozens of studies showing that ethnic diversity has a negative impact on group performance. In the two decades since, more research has reinforced that result. Alesina and La Ferrara (2005) find that increasing ethnic diversity from 0 (only one ethnic group) to 1 (each individual is a different ethnicity) would reduce a country’s annual growth by 2 percent. Multiple studies (La Porta et al., 1999; Alesina et al., 2003; Habyarimana et al., 2007) have shown that ethnic diversity negatively affects public good provision. Stazyk et al. (2012) find that ethnic diversity reduces job satisfaction among government workers. Parrotta et al. (2014a) find that ethnic diversity is significantly and negatively correlated with firm productivity
https://economicsdetective.com/2016/07/costs-ethnic-diversit...
“Does Microsoft have any plans to end the current policy that financially incentivizes discriminatory hiring practices? To be clear, I am referring to the fact that senior leadership is awarded more money if they discriminate against Asians and white men,” read the original post by the Microsoft program manager on Yammer, a corporate messaging platform owned by Microsoft."