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I can't help but wonder if this is politically motivated.
Google is full of engineers who prize logic and fairness above most else, and culturally most the engineers I meet in most places espouse gender parity and equality. In light of this, it is hard to believe Google would not find a way to even up payscales. That said, while non-management says one thing it is often the case that management find a way to enact the opposite.
Something in me feels like this has the air of a dirty underhanded PR-war to it, and the government is trying to pressure Google into something we don't know about...
Until the government releases their methodology it is hard to know how factual this assessment is. Google has done a lot of work internally to even up the gap and claims that they have achieved parity. https://www.theguardian.com/technology/2017/apr/07/google-pa... Either party could squelch the un-informed debate by releasing the data and the methods used to arrive at their conclusions.
> Either party could squelch the un-informed debate by releasing the data and the methods used to arrive at their conclusions. Just like the overall gender pay gap in the US, right?
Here a company is singled out with a very specific and easy to prove or falsify claim given the data.
There were times not too long ago when there were Jewish quotas. Nobelist Physicist Richard Feynman was denied entry into Columbia and he went to MIT instead.
Nobelist Medicine & Physiology Author Kornberg was one of 3 of 200 Jewish applicants to get into medical school from his university.
Those universities/firms that didn't have Jewish quotas and discrimination got a good boost in performance over those who had quotas and discrimination.
If they women are only getting paid less at Google and not other firms then they should change firms. If other firms are paying less, then Feds should go after them as well and not single out Google. Any firm that pays women as much as men should be able to hire the competent women from Google.
In another part of the WSJ article, there is a complaint that most of the employees are male and asian or white. They should examine the portion of people attending top engineering schools: male and asian or white.
Example: DoL is required by law to track non-white applicants and hiring to jobs. Alice is not white, and applies to ten open jobs at Example.com, a hot new startup. She's hired for one. DoL reports this as 90% of non-white applicants being rejected. If 10 non-white applicants each apply for all those ten jobs and are all hired, one job each, that's 90% rejection.
A mix of law and regulation requires counting this way. Near one edge case (plausibly including SV today!) the error doesn't matter much. But as you get anywhere near justice, this isn't helpful.
So without seeing the details of this analysis, I'm skeptical that DoL's way of counting is helpful here.
https://duckduckgo.com/?q=google+spreadsheet+compensation+le...
I can't read the whole article, but does it (or DOL documents) include details like amount of experience and job function? I've heard that much (not all) of the aggregate gap (i.e., on the national level) goes away after controlling for those variables. Curious if that applies here, and if so, to what degree. Edit: consider recent headlines promoting outrage at Marissa Mayer's successor earning double her salary beca…
It is hard to discern what is going on, and it feels strange to say I trust Google ahead of the government. Google is full of engineers who prize logic and fairness above most else, and culturally most the engineers I meet in most places espouse gender parity and equality. In light of this, it is hard to believe Google would not find a way to even up payscales. That said, while non-management says one thing it is oft…
While a lot of progress has been made in reducing the gender wage gap in tech, we still have a long way to go.
I can't read the whole article, but does it (or DOL documents) include details like amount of experience and job function? I've heard that much (not all) of the aggregate gap (i.e., on the national level) goes away after controlling for those variables. Curious if that applies here, and if so, to what degree. Edit: consider recent headlines promoting outrage at Marissa Mayer's successor earning double her salary beca…
There is a pay gap and we should fix that. It is also very likely to vary widely in different industries. I also wonder if it all really caused by closed minded hirers who pay women less because they are going to be "too emotional" or other such nonsense.