Let's not ignore that this exception is being positioned as being based on skin color (racist motives), not job role, tenure, exceeding expectations, caregiving responsibilities, or any other plausible reason for an exception. That's a laughable, yet dangerous take. Incredibly inflammatory and accusatory.
Either Coinbase is an incredibly racist and black-unfriendly company, or some people would like you to believe that, and these accusations can all be unravelled to crying wolf, accusing others of downright illegal acts, without even filing a formal complaint to help others not suffer the same fate.
And at a certain point the motive for these decisions doesn't even matter. If an overwhelming majority of Black employees feel they are being discriminated against at work, that is a huge failing for a company whether there is active discrimination happening or not.
More likely: There is a activist political trend now, that has picked up a lot of steam. In that political view, society is racist, and whites at best profit from this, at worst contribute to this. Anything bad happening to a person of color is then used to accuse the racist system, or even individuals, of a heinous act, to force their hands to adopt your view, or deplatform them and their criticism as an obstacle to growth of your movement, for personal gain, as revenge for inequality, or as a coping mechanism.
Far easier to argue/reason/imagine that, than that Coinbase makes WFH exceptions due to skin color, or that black employee are correctly assessing skills and experience of co-workers and correctly identifying racism on skin color, when passed over for a promotion. And if you don't believe that racism is really a driver at Coinbase, the correct course seems to be to attack these allegations for what its actually doing, not to support it by falling victim to this poor-argument overload and resigning because it is too hard, or too sensitive, or too taboo, to call out this damaging and horrific behavior.
Maybe it doesn't work like that in high school debate clubs, but it works like that in the law. Look up concepts like circumstantial evidence and disparate impact.
We can infer someone is guilty of a crime from a collection of evidence suggesting they are guilty even without direct evidence.
We can also punish someone for discrimination simply for exhibiting a pattern of discrimination regardless of intent to discriminate.
Don't do trial by (social) media. Especially when your accusations are incredibly heavy and damaging. Don't play judge when you are not capable of objectively looking at all the presented evidence.
Coinbase presented their side of the story: nothing went to court. No investigation found anything of substance. If the circumstantial evidence was so strong to hold up in court, why didn't it?
For the law, intent is of utmost importance. For (social) media, just "circumstantial evidence" of exhibiting patterns of discrimination is enough to act. It is not enough to act, if you are a decent person.
>Ms. Sawyerr said she had talked with four other Black employees about bringing a discrimination lawsuit against Coinbase, but the others backed out after being offered hefty severance payments in exchange for confidentiality agreements.
It never went to court because almost everyone involved was incentivized for it to not end up in court. Going to court is often a difficult, expensive, and likely damaging path to pursue for victims of a variety of crimes. The lack of a court case has nothing to do with the amount of evidence or the truthfulness of the accusations here.
>For the law, intent is of utmost importance. For (social) media, just "circumstantial evidence" of exhibiting patterns of discrimination is enough to act. It is not enough to act, if you are a decent person.
Once again, you are factually wrong with this comment. People can be thrown in jail based purely on an overwhelming amount of circumstantial evidence and companies can be punished for discriminatory behavior even if there is documented proof that there was no intent to discriminate.
Of course she said that. Big bad company silenced her co-suiters with money, after their spy devision learned that she was bringing suit. Now she has no recourse to go court herself, she absolutely needed those four other employees.
> The lack of a court case has nothing to do with the amount of evidence or the truthfulness of the accusations here.
It allows me to disqualify it as hearsay, and it allows you to think they offered severance payments, with the purpose to keep legit actual racism out of the courts.
Intent is of utmost importance for the law. Every lawyer and judge will agree to that. Punishment is increased for bad willful intent.
> In contrast, a disparate-impact claim does not require proof of an intention to discriminate. Instead, showing that a facially neutral employment practice has a disproportionately adverse impact on a protected group states a prima facie case of unlawful disparate-impact discrimination.
What do you know, intent isn't needed for a valid case of discrimination.
[1] - https://www.americanbar.org/groups/gpsolo/publications/gp_so...
No. That's totalitarian and evil. If someone is not intending to discriminate, then they are not guilty of anything and should not be "punished". It's not even slightly reasonable to expect every possible way of slicing a group of people to be reflective of the average gender/race data of the overall population because people are different: that's the entire argument for diversity to begin with.
That's the basic position that is alienating so many hundreds of millions of people and convincing them this kind of activism is toxic. It's why Trump won the first time and did much better than predicted the second. It's why this thread is full of people that think the NYT is being manipulative and deceptive. You may not punish people simply for not having enough black/women employees if they haven't actually done anything to discrimate: end of story.
They stated that discrimination, even if done without intent, is still discrimination. Please respond to that statement.
The whole notion is ridiculous. The fact that California takes this stuff so seriously just makes it look like it's throwing away its tech lead, as viewed from afar.
[1] - https://www.eeoc.gov/statutes/title-vii-civil-rights-act-196...
And you reveal your true motivation when you say something like "America is indeed structurally racist: against whites". No one with any semblance of objectivity would agree with that.
It is scary, right? "We can also punish" hides behind the "we", unclear if they mean "We, the people, the court system" or "We, the racial justice movement, public opinion". Then what is this "punishment"? A bad article in the NYT? Calling up your network and suppliers with a 100 people (with too much time and too much anger) to cancel you for being racist? Jail time or a fine for illegal activity?
They are power hungry, totalitarian, and evil. Other comments talk of "subconscious racism" or "white privilege". This comment demands responsibility for outcomes they perceive as unjust, where it is very unjust to demand demographic parity, when it is not possible to attain that, without severely dropping in quality (there are not enough Black people in tech to fill those positions with talent). So they demand you pay/invest to increase Black people in tech. But if too vocal or direct about it, they accuse you of "stating in general that Black people are less capable" as if reasoning from racist motives. So don't look to closely at the reason for not being able to hire as much Black people as society, activist, or the board wants you to.
This activism is a very strong and dangerous and toxic meme. It leads to Qanon levels of delusion, accusing criticism of racism, so it can't be attacked. Where Qanons see the deepstate and pedophiles when looking at government or big business, these activists see a racist society and neo-Nazi's when looking at government or big business. You can't change their minds. They've been in Whatsapp groups for years, pointing out targets for collective actions, and finding counters to often used criticism. It's why no activist would use the word "Identity Politics" even though that's the animal's name (evil Neo-Nazis use that term to attack our efforts!).
So that's why you hear: reverse racism is impossible! Racism has to do with power, and whites have all the power! When nearly every white person can recount cases of being discriminated against, and how terrible it made them feel. Accused of cultural appropriation for liking rap music. Challenged by Black men for having a Black girlfriend. Chosen as victim of robbery, because perceived weak and rich. Accused of getting your promotion, not due to hard work, but because your white old boys network favored your dumb white ass over a Black deserving queen.
If this NYT article was about over-representation of not white Libertarian crypto bros, but of over-representation of Jewish people in positions of power, you'd hear a different tune. Even suggesting that clear fact labels you as anti-Semitic. Apparently white people don't have enough shared culture, shared activism, to make racist anti-male anti-white anti-autist hit pieces like this controversial, even though we supposedly run the world, actively suppress entire races and genders, and create non-inclusive companies out of principle.
There's a data mismatch between the CB blog post and the article. CB cites that only 2-3 formal complaints were filed iirc.
11 employee complaints matches pretty closely with the PDX group.
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FWIW I'm not dismissing the complaints. I've worked and studied in places where I've felt like an outsider; I've seen people make inappropriate comments about race+stereotypes in past work environments; I've also seen people make fishing claims of racial discrimination.
I wasn't on those teams in 2019, so the truth is I simply don't know.
From what I see today and the lack of concrete evidence in the article, I do have some doubts about the overall impression the article tries to give. I have the sense that certain information might have been omitted that might paint a clearer picture. I could totally be wrong as well.
>The 15 people worked at Coinbase, the most valuable U.S. cryptocurrency start-up, where they represented roughly three-quarters of the Black employees at the 600-person company.
"[R]oughly three-quarters" implies there were likely either 19 or 21 employees Black employees at the company since 20 would be exactly three-quarters. I was just using 75% and 20 employees because that is the best estimate we got. The article also stated clearly that 8 Black employees were part of the PDX group.
The Coinbase rebuttal was worded very specifically.
>only three of these people filed complaints during their time at Coinbase.
The New York Times wasn't being as narrow with their counting and they said:
>11 of them informed the human resources department or their managers about what they said was racist or discriminatory treatment
There is obvious middle ground between these two quotes. 11 people complained to their manager or HR at some point including potentially after they left the company however only 3 filed official complaints while working there. Keep in mind that simply complaining about something to a coworker isn't the same thing as "filing" a complaint.
If this middle ground scenario transpired as I described, doesn't the NYT's recounting sound much closer to the truth than CB's? Also ask yourself who has a bigger incentive to stretch the truth here. Is it the newspaper that could instead report on literally anything else or the company that is being accused of discrimination?
It really depends on the HR department, too. In most, reporting something as seemingly straightforward as an overt sexual assault will raise the question "how do you want to proceed." But they might not lay out what your actual options are -- or worse, they might just offer an ear and won't offer to act unless you demand it. Sometimes, they'll make it quite clear that a complaint will be a huge pain in the ass for everybody involved, especially the person reporting. HR should understand that there can be direct and indirect blow-back; that reporting misbehavior (especially of management, or worse, HR) can have both real and perceived consequences for the person reporting. HR departments cannot, generally, be trusted to police themselves if you can't go to them or above them, the only other option is the labor relations board. So much of the time, marginalized employees will either suck it up and endure the abuse, or quietly leave to keep their reputation intact.
So if anything, I see the discrepancy of 3 official reports and 11 complaints as a weak signal about how seriously HR takes complaints about racism at the company.