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At Google, an Employee-Run Email List Tracks Harassment and Bias Complaints

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Re: At Google, an Employee-Run Email List Tracks Harassment and Bias Complaints

#221

Earlier quoted context omitted.

Just a few questions: - Do you believe that an employer should only fire someone for things that are illegal? If yes, why, if no, how can we rely on the legal system if they are being fired for things that aren't illegal? - Do you believe that this innocent until proven guilty legally applies even if other employees are leaving as a result of their conduct? Say a manager whose reports seem to quit very quickly compla…

> Do you believe that an employer should only fire someone for things that are illegal? If yes, why, if no, how can we rely on the legal system if they are being fired for things that aren't illegal? They can fire an employee for any reason they want to in an "at will" state, so your question isn't cogent to begin with. Whether or not it should be done is contextual and I can't answer in the abstract. The way you fra…

I'm sorry you took my post as a rhetorical trap, it wasn't intended as such.

You stated that "that kind of action ought to wait until a real legal judgment has been made." Which to me comes across as rather absolute, your response has made it clear that that wasn't entirely true, so my apologies for misunderstanding you.

From your comments here though, it sounds to me that you consider an HR investigation an unfair process, would that correctly characterize your view?

To be clear, I do believe your stance is untenable, but that doesn't mean my statements are in bad faith, these questions are more or less the reasons that I believe that the stance that "companies shouldn't fire people before they're found guilty of a crime" is an untenable stance (and s/companies/universities or other organization/ for a broader conversation).

I don't think that an organization can hold itself to the ethical bar you think is proper without causing itself (and its constituents) a level of inconvenience that is too great. For a society or government, where membership is not voluntary, that is necessary, but for groups whose members are free to leave (for whatever definition fits the group), it doesn't work.

You can't simultaneously have a group that people will want to voluntarily join in and one that protects abusers.

Re: At Google, an Employee-Run Email List Tracks Harassment and Bias Complaints

#222

Earlier quoted context omitted.

> Do you believe that an employer should only fire someone for things that are illegal? If yes, why, if no, how can we rely on the legal system if they are being fired for things that aren't illegal? They can fire an employee for any reason they want to in an "at will" state, so your question isn't cogent to begin with. Whether or not it should be done is contextual and I can't answer in the abstract. The way you fra…

I'm sorry you took my post as a rhetorical trap, it wasn't intended as such. You stated that "that kind of action ought to wait until a real legal judgment has been made." Which to me comes across as rather absolute, your response has made it clear that that wasn't entirely true, so my apologies for misunderstanding you. From your comments here though, it sounds to me that you consider an HR investigation an unfair p…

I do believe that it is very unusual for an HR investigation to be a fair process. HR is primarily tasked with protecting the company from legal liability first, and with resolving employee disputes second, and with finding out the truth as a distant third (so distant as to be not-on-the-map).

I'm not an absolutist but I do have a high standard of ethics when it comes to disciplinary action that can affect a person's livelihood and reputation (and thus future employment prospects).

There is an unfortunate trend in our society right now for the justice of the mob. The loudest and most aggrieved mob tends to exert its "authority" (as such, it's illegitimate but is authority none the less) against those who stand accused of a moral transgression. This has created the atmosphere of a moral panic which leads to numerous false accusations. It's a troubling circumstance.

Given the troubling circumstances we find ourselves in I find it important to advocate for higher standards of discourse, ethics, and institutional conduct because the natural tendency otherwise becomes a race to the bottom combined with CYA behavior.

I don't think my advocacy for high standards of ethics in institutional authority is untenable though. I think we have reached a place where we need new solutions because HR isn't cutting it because it is not intended to nor should its mandate be expanded to cover this kind of stuff.

If workplace harassment is as pervasive and problematic as it seems to be (at some companies) then a separate function for handling those issues fairly would be my preference. I'm also, however, deeply concerned that we are seeing a slip into a transgressions-driven-dialogue and the moral panics and kneejerk reactions we see all over social media, and particularly on college campuses, is beginning to become normalized in the workplace as well. That would be a tragic outcome.

Re: At Google, an Employee-Run Email List Tracks Harassment and Bias Complaints

#223

Earlier quoted context omitted.

I'm sorry you took my post as a rhetorical trap, it wasn't intended as such. You stated that "that kind of action ought to wait until a real legal judgment has been made." Which to me comes across as rather absolute, your response has made it clear that that wasn't entirely true, so my apologies for misunderstanding you. From your comments here though, it sounds to me that you consider an HR investigation an unfair p…

I do believe that it is very unusual for an HR investigation to be a fair process. HR is primarily tasked with protecting the company from legal liability first, and with resolving employee disputes second, and with finding out the truth as a distant third (so distant as to be not-on-the-map). I'm not an absolutist but I do have a high standard of ethics when it comes to disciplinary action that can affect a person's…

>This has created the atmosphere of a moral panic which leads to numerous false accusations. It's a troubling circumstance.

Why do you believe this to be the case? From my perspective, I've seen very few examples of false accusation (certainly not enough to call them "numerous") and many more examples of actions that go unpunished.

Really I think that's what defines the core of our difference in view. You seem to believe that there is some great number of false accusations flying around, and further that these false accusations are causing innocent people great harm. On the other hand, I see many instances of people who should be punished for actions that are unacceptable go completely without consequence. Can you see why, from my perspective, I don't see our current situation as tragic, and indeed see it as a vast improvement over the past (which had an even greater number of unpunished actions).

Re: At Google, an Employee-Run Email List Tracks Harassment and Bias Complaints

#224

Earlier quoted context omitted.

I do believe that it is very unusual for an HR investigation to be a fair process. HR is primarily tasked with protecting the company from legal liability first, and with resolving employee disputes second, and with finding out the truth as a distant third (so distant as to be not-on-the-map). I'm not an absolutist but I do have a high standard of ethics when it comes to disciplinary action that can affect a person's…

>This has created the atmosphere of a moral panic which leads to numerous false accusations. It's a troubling circumstance. Why do you believe this to be the case? From my perspective, I've seen very few examples of false accusation (certainly not enough to call them "numerous") and many more examples of actions that go unpunished. Really I think that's what defines the core of our difference in view. You seem to bel…

to be clear, I don't believe the moral panic has set in at private employers yet in the way it has in the university, but I see more and more steps in that direction every day and the YAG mailing list is too close for comfort, in my opinion. It's one moderator slip-up away from becoming noxious.

Re: At Google, an Employee-Run Email List Tracks Harassment and Bias Complaints

#225

Earlier quoted context omitted.

>This has created the atmosphere of a moral panic which leads to numerous false accusations. It's a troubling circumstance. Why do you believe this to be the case? From my perspective, I've seen very few examples of false accusation (certainly not enough to call them "numerous") and many more examples of actions that go unpunished. Really I think that's what defines the core of our difference in view. You seem to bel…

to be clear, I don't believe the moral panic has set in at private employers yet in the way it has in the university, but I see more and more steps in that direction every day and the YAG mailing list is too close for comfort, in my opinion. It's one moderator slip-up away from becoming noxious.

As a very recent graduate, my same comments apply, more or less, to universities.

Re: At Google, an Employee-Run Email List Tracks Harassment and Bias Complaints

#226

Earlier quoted context omitted.

to be clear, I don't believe the moral panic has set in at private employers yet in the way it has in the university, but I see more and more steps in that direction every day and the YAG mailing list is too close for comfort, in my opinion. It's one moderator slip-up away from becoming noxious.

As a very recent graduate, my same comments apply, more or less, to universities.

as someone with more years and perspective than a very recent graduate, I would encourage you to consider your critics more seriously and reflect on why so many people are deeply disturbed by what is going on in the academy right now.

Re: At Google, an Employee-Run Email List Tracks Harassment and Bias Complaints

#227

Earlier quoted context omitted.

>I find considerable irony in this assertion considering we're talking about Google here. If any organization should know about the emptiness of promises of anonymity it's Google. So, you're assumption is that the 15,000 engineers who are subscribed (including multiple people in this thread), are incapable of determining whether or not the list is actually anonymous? Its a google internal list, how do you think peopl…

Google knows exactly the times, places, and details of how Levandowski did questionable operations on his laptop. If management wanted to find out who posted what on yag, it would have no problem doing so.

Sure, but there's no evidence that that is happening at all, and if it did the mailing list would die. People aren't getting fired over things that came up on YAG. People aren't getting disciplinary action over things on YAG. People aren't being passed over for promotions over things on YAG. What real (not hypothetical) harm is there?

Re: At Google, an Employee-Run Email List Tracks Harassment and Bias Complaints

#228
post #209

Earlier quoted context omitted.

Systematic sexism is tens of thousands of men telling women to "smile more" at work to look prettier, the opposite of which does not happen at a huge scale (but is also wrong). There is a difference between institutional isms (eg slavery, separate-but-equal) and systemic isms (eg private schools in The South, disproportionally higher rates of police brutality of minorities). Is it acceptable to be openly racist? Yes,…

> Systematic sexism systematic Done or acting according to a fixed plan or system; methodical. Source: https://en.oxforddictionaries.com/definition/systematic If this is systematic, then I guess you can tell me who is in charge of this plan or system? What is the goal of this plan or system and who does it benefit and how? > thousands of men telling women to "smile more" at work to look prettier Is this the biggest i…

> If this is systematic, then I guess you can tell me who is in charge of this plan or system? What is the goal of this plan or system and who does it benefit and how?

https://goo.gl/ceakLN

"relating to a system, especially as opposed to a particular part."

Systemic doesn't imply directed, it can also be used to mean it is deeply embedded in the system.

> Is this the biggest issue in women's lives today?

It is one common example of a pervasive mindset that informs all kinds of actions, including seeing and treating women as decoration.

> Also, what about women telling women the same thing?

What about them? Women can be sexist and perpetuate sexism too.

> Do reports on it. Call them out and protest there instead of places where there is hardly any racism. Call out specific regions and people, don't just say that, well everybody's racist, because this will not get people on your side.

People do. This isn't zero sum though - people can protest that and other issues that are ongoing simultaneously.

Re: At Google, an Employee-Run Email List Tracks Harassment and Bias Complaints

#229

Earlier quoted context omitted.

As a very recent graduate, my same comments apply, more or less, to universities.

as someone with more years and perspective than a very recent graduate, I would encourage you to consider your critics more seriously and reflect on why so many people are deeply disturbed by what is going on in the academy right now.

>as someone with more years and perspective

Wasn't it you who said we should speak in good faith. I prefer not to be patronized.

I asked you a question, which applied equally to universities as workplaces, that could be summed up as "As someone who has recently been at a university, and is currently in a workplace, I am aware of many more (perhaps orders of magnitude more) instances of abuse that goes unreported or unpunished as compared to instances of people being falsely accused of things. Given that, why should I take your concerns seriously, other than your wisdom and perspective?" You avoided it. Its difficult to take your concerns seriously when you avoid explaining them.

Or in other words, I have anecdotal evidence that a lot of harassment goes unreported, and similarly anecdotal evidence that relatively few accusations are false ones, and anecdotal evidence that in many cases, being forced out or punished for perceived harassment won't actually have a lasting negative impact, and certainly won't be life-ruining. Actual data tends to agree with me. If, as I believe, for every 1 false accusation of something, 10 instances of that thing go unreported, why should I stand for focussing resources on providing additional (and perhaps unnecessary) protections to the 1, when at the same time there are 10 victims, and perhaps 10 assailants, who go without justice and punishment, respectively?

Re: At Google, an Employee-Run Email List Tracks Harassment and Bias Complaints

#230
post #209

Earlier quoted context omitted.

Systematic sexism is tens of thousands of men telling women to "smile more" at work to look prettier, the opposite of which does not happen at a huge scale (but is also wrong). There is a difference between institutional isms (eg slavery, separate-but-equal) and systemic isms (eg private schools in The South, disproportionally higher rates of police brutality of minorities). Is it acceptable to be openly racist? Yes,…

> Systematic sexism systematic Done or acting according to a fixed plan or system; methodical. Source: https://en.oxforddictionaries.com/definition/systematic If this is systematic, then I guess you can tell me who is in charge of this plan or system? What is the goal of this plan or system and who does it benefit and how? > thousands of men telling women to "smile more" at work to look prettier Is this the biggest i…

I of course was mistaken to choose the word "systematic". I intended to use the word "systemic". Though I am not surprised you did not offer me the courtesy of possibly being mistaken and instead cast my position as a strawman prepared to burn for being wrong.

I'm not going to response here with my views in a well-articulated response. Instead, here is a meta discussion of what we have discussed so far, from my perspective.

Forgive me if I am seeking to have a discussion at a level higher than pedantry. All your arguments thus far against what I have set out to say are based on technical definitions of words, what a particular word actually means and entails at a nuanced level, all in an attempt to disprove, disregard or avoid dealing with my original core point: we are not in a post-race society. For instance, your middle response (whether you are aware of it or not) excuses insults as exempt from being racist simply because the objective is to maximize harm, which is itself a pretty inflammatory proposition.

Furthermore, you are keen on tearing my viewpoint apart without providing evidence of your own to show that yes, America is living in a post-race society. Notably, you actually did do this with the original anecdote about having a black president. And, to disprove your point, the burden is on me to find a proof by contradiction, which I supplied also in the form of an anecdote. Which is actually a valid argument when needing to supply a proof by contradiction (by definition of the proof, N=1 contradiction is all that is needed). Rather than acknowledge this, you instead replied that I was a hypocrite, a response I figured was not one worth responding to. If your defense is an ad homenim, I see no reason to engage further.

I understand that the arguments worth having are with people that genuinely seem to want to explore ideas together in a debate instead of convince "the wrong side they are wrong". I even opened up to the former by sharing a very vivid, personal anecdote to hopefully invite reflection. Instead, I was called a hypocrite, so please consider yourself informed (re: "I have no idea where you got that idea from").

So please forgive me not continuing to answer the following questions:

- "I guess you can tell me who is in charge of this plan or system?" (Rooted in strawman)

- "What is the goal of this plan or system and who does it benefit and how?" (Rooted in strawman)

- "Is this the biggest issue in women's lives today?" (Who are you to dismiss their concerns when they give a clear signal this is a problem?)

- "What about women telling women the same thing?" (What is the implication behind this question? That you think I believe only men can be sexist? Another strawman setup?)

- "So these were your best arguments?" (A question that is a huge signal to your underlying intentions: to signal you disapprove of my viewpoint and never a chance to exchange ideas, and that you have won)

Finally, the kicker, to really embody and summarize this whole meta discussion:

- "I was just raising genuine questions and counter points that most people with the same opinion as you are having trouble answering."

Casting this as a me-versus-you is disengagement and disinterest on your part. I want to share, you want to win.

Language matters. The questions you pose to "people with the same opinion as me" that we have trouble answering are, to be frank, bad questions and heavily loaded. The real kicker though, is whether your response to this post is "Yep, he had trouble defending his view, so he is attacking me and avoiding to answer the question", because that is the strongest signal to me that there was never going to be a chance of having a good-faith exploration of ideas, and to me justifies why I will keep disengaging from people who try to have arguments the way you do.

At best, I hope we can have a different discussion in the future. At worst, you think I'm an unreasonable person (to put it lightly). I accept these ranges of outcomes, hence me writing this response. But please do not expect any more from me on this thread.

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