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.

Why would this mean anyone already working in the field needs to bring any burden to the table in terms of defending themselves? The subject was centered around the probability that some recruiting assumptions may be wrong, and that there may be better approaches to recruiting or improving the situation in general.

Women that work in the field should definitely be respected as much as anyone else. They should be free of sexual harassment, and mistreatment. On the flip side, if only 20% of graduating classes in targeted STEM fields are women, and women represent a disproportionate amount of college students... then maybe the issue is broader than the affect of men on the field at that level.

I think part of it may be natural inclination... another is probably the role of movies and media. The latter likely a much bigger role on the impressions of the work and the likely types to fulfill those roles.

--- Edit:

Big example Daisy/Quake from Agents of Shield... started off as a badass hacker, best of the best... as the show moved on, the role was relegated to brawler, and the impact of intellect or technical ability was largely sidestepped, or made secondary and less.

Media portrayals of technical professionals all around are usually very unbalanced... and that doesn't even begin to go into the other fields that are disproportionately male or female, or the hindrance of men in higher education.

> Why would this mean anyone already working in the field needs to bring any burden to the table in terms of defending themselves? The subject was centered around the probability that some recruiting assumptions may be wrong, and that there may be better approaches to recruiting or improving the situation in general.

Assuming you're asking in good faith: because of the idea that diversity hiring effectively lowered the hiring bar.

Imagine for a second you have imposter syndrome. Now imagine that you've been told (not necessarily by Damore) that you're the (not quoting you here) "diversity hire". Imagine how much worse that imposter syndrome now is.

> Imagine for a second you have imposter syndrome. Now imagine that you've been told (not necessarily by Damore) that you're the (not quoting you here) "diversity hire". Imagine how much worse that imposter syndrome now is.

And this, I believe, is the strongest possible argument against discriminatory hiring practices.

If I hire someone who's black, or female, or gay/bi, or any other 'protected group', I want them to know that I hired them for their ability, not to fill some quota. And the only way to do that is to hire based purely on ability.

By setting 'diversity hire' quotas, Google's own HR department is telling anyone who qualifies for any of those quotas that they're not good enough.

Has Google actually implemented diversity hire quotas?