Ask a Female Engineer: Thoughts on the Google Memo

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 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.

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.

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 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.

We are and lots of people are doing so, but another point made in this post is that the workplace isn't the venue for this.

The workplace was the venue for this, because 'this' was evidence was that Google(his workplace)'s diversity initiatives and censorship were harming the company. He attempted to go through the proper channels (HR) as discussed in another part of the comment section for this very article.

Completely ignored by HR, and after some watercooler discussion in which he received confirmation that he was not the only one to have such thoughts, he decided to organize his thoughts into a memo, which from his perspective, introduced ideas that could explain the gender employment gap at Google and help make the company better by erasing the notion of being a 'diversity hire' among other things.

What it did not do was claim that his female coworkers were inferior. I feel the need to reiterate that because that seems to be the disinformation that many take home with them and use for their arguments against him. With it, they vilified and ousted him.

Going back and reading it now, it's hard to believe such a seemingly harmless claim (women aren't as well represented in tech because they're not as interested in it) has created such outrage. I blame this mainly on Gizmodo, and those who piggybacked their original article (that blatantly lied about what he wrote and presented his memo which they had quietly edited). Some credit also needs to go to whoever leaked the memo, which Damore probably did not mean to leave the relatively small group of people he originally introduced it to, at least at that point in time.

Really, what he presented and how he presented it were not very controversial. It easily could have been addressed internally by HR, or discussed within the company by its employees without the dishonesty and witch hunting. My point is, what he presented should have been acceptable in the way he did it especially given Google's claims of free speech and the historical precedent of memos like these, but dishonesty and close-mindedness distorted it until it looked like he was calling for repealing women's suffrage.

But here's the deal, a bunch of other really smart people think it did do exactly what you claim it didn't. Now what? Are they wrong, you're right? On what basis?

Besides which, if you write "effectively lowered the bar for 'diversity' candidates", actually yes you just claimed that women at Google are less qualified.

Many voices are loudly explain why this memo is offensive. Shelve your own ideas of what you think this memo is saying, and consider them.

As for the emotions, there's a huge veiled anti-woman slant to arguments that take the paper on it's "logical" face value and dismiss emotions. First off, dismissal of emotions is a classic anti-woman tactic. Secondly, you're a human male, you have as many emotions as anyone else. You can separate emotion and "rational" thought.

Of course it's a fact about the document. Damore does not say this. If you claim he did, you should easily be able to prove it by quoting him saying it. No one has done that, because the accusation is false. The burden of proof is on the accuser. The accuser is not presumed to be telling the truth on the basis of their social standing, gender or the emotional intensity of their reaction.

>But here's the deal, a bunch of other really smart people think it did do exactly what you claim it didn't. Now what? Are they wrong, you're right? On what basis?

On the basis of the content of the memo, they are wrong.

This is the full quote, "Hiring practices which can effectively lower the bar for 'diversity' candidates by decreasing the false negative rate." Latter emphasis mine.

I read this the same way that he writes it: that Google takes steps to reduce the false negative rate for diverse candidates but does not take these steps with non-diverse candidates. Policies like re-trying failed phone interviews, or automatically passing resume review for diverse candidates are examples of this (these are examples I've witnessed, I don't know if they in place at Google). They still need to pass the final interview loop, so they're not underqualified. But extra steps earlier in the interview process reduce the false negative rate.

Personally, I think these steps are an acceptable means of getting a more diverse group of candidates but I'd still respect my co-workers if they disagreed. To point out the fact that this results in some non-diverse candidates being denied when they could have gotten offers is factually correct. More importantly, to point this fact out is not to call the diverse candidates passed under such a system underqualified - as I pointed out earlier all candidates pass the final interview loop so all candidates are qualified.

To better illustrate what it means to reduce the false negative rate without admitting underqualified candidates, consider the following scenario:

* Phone interviews have a 50% false negative rate.

* On-site interviews have a 0% false negative rate.

* Neither type of interview has a false positive rate.

* Non-diverse candidates get one phone interview, and if the interview is positive they go on to an on-site interview. If the onsite is positive, the candidate gets an offer.

* Diverse candidates get two phone interviews. If either is positive, they move on to the onsite which, if passes, gets an offer.

In this setup, no candidates are underqualified since there are no false-positives in either the phone interview or the onsite. Non-diverse candidates have a 50% false negative rate; 50% are erroneously disqualified at the phone interview stage. Diverse candidates have a 25% false negative rate. Since they go through two phone interviews, there's only a false negative if both (0.5 * 0.5 = 0.25) phone interviews are false negatives.