I’m an Ex-Google Woman Tech Leader and I’m Sick of Our Approach to Diversity

> The problem is made up of myriad small issues all along the pipeline, so that's also where you need to tackle it.

Yup. The WHOLE pipeline, from how we treat girls who are interested in math to how we figure out who to promote. The system pushes female gendered people out at every step. In High School, College, at Interview, at Work, at Promotion time.

I think though it's a bit disingenuous to say if we just look at the beginning, then it will eventually all sort itself out.

I can promise you as a person coming to grips with a transgender identity, seeing that there are women in upper management at my workplace is really, really important to me. You need to see people further along the path than you to know it's a real option. I needed to see women succeeding in ways I wanted to before I could be comfortable accepting my identity.

I wish I had more transgender women as role models, but cis women make a huge difference, too. I know that me, personally, presenting in a feminine way at the workplace has inspired at least one other person to accept her gender identity, too.

Point is, it's not an abstract thing that affects hypothetical people. It's a concrete thing that very directly affects me, right now. I'm in a fragile place trying to rebuild my identity, and I need people to look up to.

Edit: Either you edited what you wrote or I missed half a paragraph, but either way, we're in agreement :)

What evidence do you have for this?

What I have read is that the "hiring a lab manager" experiments actually only found an effect for candidates that were (a) mediocre and (b) identically qualified. For exceptional candidates, they did not find bias. If there was a clearly better candidate they did not find bias.

Furthermore, the most commonly cited study on this was hiring for a position in a Psychology department. A discipline that is majority female. Other studies have shown that grading tends to be biased towards the gender that is less well represented in a particular field.

And of course there's the Ceci-Williams study that showed a 2:1 advantage for women in STEM tenure track hiring.

Users are flagging it heavily, as they have been flagging most opinion pieces that have appeared during this tidal wave.

People who feel strongly one way or the other typically want to see the articles they agree with stay on the front page and the ones they disagree with get flagged. But from a systemic point of view, it isn't in HN's interest to have the front page dominated by repetitive arguments (and certainly not repetitive flamewars) about the same thing. That's not what the site is for and not why the majority of HN users come here.

>But that's a cop-out. We should work on all stages of the pipeline.

From the article:

>>Go out and talk to freshmen and sophomore women about why they should pursue a career in tech.

>>Start a mentoring program.

>>If you are a manager, make sure women who work for you are properly treated and recognized.

>>Educate men and women about how to detect and correct subliminal biases.

>>Find men who are willing to educate other men about this to make the message more effective.

Which part of her list of suggestions is a cop-out?

>It's unsurprising that a Google engineer would believe that gender balance can't be addressed without fixing the college pipeline

I fail to see how any reading of the article will give you that impression.

TL; DR Woman startup CEO fires women, hires men who work for peanuts because men love coding and thus are higher "energy"; takes advantage of recent controversy to get free advertising on HN. Side note, said woman lacks professionalism and uses profanity in an appeal to the peanuts working, 20twenties'ish men reading the article.