Ask a Female Engineer: Thoughts on the Google Memo

Many of the more reasonable criticisms of the memo say that it wasn't written well enough; it could've been more considerate, it should have used better language, or better presentation. In this particular link, Scott Alexander is used as an example of better writing, and he certainly is one of the best and most persuasive modern writers I've found. However, I can not imagine ever matching his talent and output, even if I practiced for years to try and catch up.

I do not think that anyone's ability to write should disbar them from discussion. We can not expect perfection from others. Instead we should try to understand them as human beings, and interpret them with generosity and kindness.

I think one thing that struck me from the linked article was the point that the memo wasn't structured to invite discussion. It wasn't "let's have a chat", it was "here's an evidence bomb of how you're all wrong".

I think advancing points is fine, but if you're after productive discussion rather than an adversarial debate, you need to proactively invite discussion. And if an adversarial debate was what he was after, that does strike me as inappropriate work communication.

Then the correct way to handle it is to drop another refutational evidence bomb attacking his primary points instead of picking the low hanging fruit of claiming it's "too confrontational," "poorly written," "naive," or whatever other secondary problems exist (this is aside from wilfully misrepresenting his claims, which is definitely a bigger problem). Plenty of far more aggressive articles and essays have been written from the opposite side that have not been criticized in the same way.

And for the record, I did not get any aggressive tone from his paper. I thought he was as polite as he needed to be and made the necessary caveats. I think many people were just so unprepared to hear any argument from an opposing viewpoint that they read into it what they wanted to.

> Then the correct way to handle it is to drop another refutational evidence bomb attacking his primary points instead of picking the low hanging fruit of claiming it's "too confrontational," "poorly written," "naive," or whatever other secondary problems exist (this is aside from wilfully misrepresenting his claims, which is definitely a bigger problem).

This was addressed in the article. This burden has fallen on women since they were teenagers. To expect them to do it yet again, to have to defend themselves at work this time, is ridiculous.

I'm not talking about a woman having to prove her technical ability to her male coworkers at work because of their prejudices. I know that that's bullshit and I'm sorry they have to do so.

I'm talking about handling what Damore claimed in an intellectually honest way. You can't dismiss his points just because you're tired of talking about them (or what you think are the same points you've always been talking about, but I think Damore's comments on each gender's preference and pressures for picking careers had something worth discussing). What he said had at least some spark of originality and insight, otherwise it wouldn't have gotten nearly the attention it did. Consider, would we be talking about the memo if it were about how he thought Sundar Pichai was a lizard man?

Those who disagreed with Damore already won the battle. They kicked him out of Google and doubled down on their diversity initiatives/echo chamber. We should be able to talk about his arguments honestly and rationally without falling back on gendered reasons at this point at least.

> You can't dismiss his points just because you're tired of talking about them

You can, and some people have, and that's okay. It's not clear whether you're making the implication here, but commonly it's implied that "if you walk away from the debate therefore you are wrong", which is fallacious. Nobody owes you a debate.

> I'm talking about handling what Damore claimed in an intellectually honest way

Then the initial argument needs to start from a place of "intellectual honesty".

Damore presented evidence to support his claim that women are on average less able than men in areas relevant to engineering. He didn't discuss veracity, or contradictory evidence. That's textbook confirmation bias, not intellectual honesty.

Damore then started making HR policy proposals. We use a 50/50 gender ratio as an indicator that a particular field is free from bias. It's one thing to propose that 50/50 is not the natural ratio to end up with, but until Damore can propose a model that predicts another number then proposing HR policy changes put the cart before the horse. This indicates that the policy changes are what James in interested in, not the evidence. More confirmation bias.

Further, Damore's proposals discuss diversity as a whole (race not just gender) without a single word of justification, let alone evidence. That's either more confirmation bias or conscious sleight-of-hand, either way, it's certainly not intellectual honesty.

I don't bear Damore any ill will, he should be forgiven, but this memo was a mistake and showed poor judgement and more than a little bias. These studies may be good science, but stringing them together to confirm a conclusion you'd already set your sights in making is bad science.

> Damore then started making HR policy proposals. We use a 50/50 gender ratio as an indicator that a particular field is free from bias. It's one thing to propose that 50/50 is not the natural ratio to end up with, but until Damore can propose a model that predicts another number then proposing HR policy changes put the cart before the horse.

This seems to assume that the only way to measure or achieve equitable hiring is to measure the representation of identity groups across a given position and make sure it tracks their makeup in the general population. It's not clear to me that there aren't other acceptable methods of trying to make things equitable.

For example, you could check that applicants from different identity groups succeed in being hired at about the same rate. That's a practice that should direct an organization towards equitable results whether the reality is that women are underrepresented because of sexism in hiring or the reality is that women are represented in different proportion because of the endeavors they tend to prefer. And also for a reality that's a mix of both (which I suspect is the way of things).

Also: if the primary accepted standard becomes to match representation in a position with an identity's representation in the population, it seems pretty likely that over time it would become more difficult over time to predict a "natural" ratio.

Or just make the entirely hiring process completely gender and race blind by hiding the name and salient biographical details of the applicant.

This solves two problems: 1) the hiring process is blinded and 2) you can demonstrate to the whole world that it's blinded.

As a side bonus, you get to eliminate other implicit biases that are part of the hiring process, like people preferring people who act like them.

As many people have pointed out before, making the hiring process blind doesn't do what you seem to think it'll do. There was a famous study (can't find it right this second on mobile) where researchers found that the ratio of black hires to white hires decreased when their resumes were submitted with all identifying information scrubbed.

Well, orchestras introduced blinded auditions in the 1970s, when there very few women, and now women are the majority in most orchestras.

So why do you think there is such a disparity in outcome?