Four times I felt discriminated against for being a female developer

People always say "two wrongs don't make a right" and then make no effort to correct the first wrong that happens to benefit them.

Tech certainly does have a diversity problem, by which I mean lack of diversity actually works to the detriment of tech companies. Yes, from the POV of companies who are hiring, this is largely a pipeline problem. No, tech companies aren't going to solve this problem directly themselves.

But, what tech companies can do is change their candidate sourcing practices. I'm in favor of some version of the Rooney Rule [0] in tech hiring. Roughly, you should make sure to interview at least one person from an underrepresented group each time there's a position to fill. Given the pipeline problem, I'd cap it at some arbitrary number of candidates per opening -- one large enough to ensure that the company made an effort to seek out candidates who would add diversity to the company, but small enough that you can still actually hire. You'd have to validate that recruiters were actually contacting people from underrepresented groups to make sure you're not just getting to a point where every position ended with "Welp, we tried, but the only people we could find to interview for the position were these N white and Asian guys," but it could certainly work.

The beauty of this approach is that you don't lower your hiring bar. You just make sure to get people from underrepresented groups in front of your interviewers and hire them if they're the most qualified people for the job.

Now, I get that big companies don't hire for 1 position at a time, so, the point here would be to have your pool of candidates interviewing always contain a certain number of people from underrepresented groups. This is explicitly not a hiring quota, because you don't lower your bar. It's just putting an opportunity in front of more people to see if you can get people who look different from your standard straight, cisgender, white or Asian male tech worker into your recruiting pipeline to begin with.

---

[0]: https://en.wikipedia.org/wiki/Rooney_Rule

> But I also had one boss who did not want to hire one woman because " what happens when she gets pregnant"

This is perhaps an example where extending parental leave benefits to both parents solves both ends of the problem. Men also may leave if they choose to expand their family, and women aren't pressured into more child care than they prefer due to the men not having parental leave to help.

> They are in avg more social

Careful with these generalizations. Women get placed in impossible behavioral expectations. Told to be more assertive, but then perceived differently than men when they are.

What does “the feminine approach” mean? How is she supposed to employ “it”?

What if a manager advised to use “manly ruggedness” to fix an algorithm from O(n^2) to O(n)? It employ “Irish Luck”?

Never had anything given to me by any connection in my family. Heck, my family dosen't even have any connections I could profit off if I wanted to.

Now, it does annoy me having had to jump-backwards through the modern interviews for tech position and now there are people like the author who get handed the same kind of jobs solely based on the genitalia the were born with and still complains about it.

So save your dollar store philosophy and stop making judgments about my reasons.