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Are these diversity numbers for the US or for Google as a whole? If they are world-wide, I find it quite interesting how closely the location of the Google offices where software development occurs[1] matches the ethnicity numbers. Notably, there is only one development office in Latin America (and none in Spain/Portugal), and the only development office in the Middle East or Africa is Tel Aviv (not clear what ethnic…
Race is US, Gender is Worldwide.
age diversity would be interesting as well
Indeed. I would bet my last dollar that its workforce is skewed hugely, disproportionately young. And there are no convenient they-just-aren't-majoring-in-CS excuses for this either. Lots of 50 year old engineers with years of training and experience are looking for work.
Earlier quoted context omitted.
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It's worth reflecting on why the makeup of the NFL is as it is. One could for example imagine that it has something to do with what the opportunities for people with different backgrounds are. To be more blunt, if being football players is one of the ways that people with disadvantaged backgrounds who went to poor schools have of succeeding in life, then one could view the makeup of the NFL as a symptom of a problem.
It's {{current_year}} and people are still asking, "why does diversity matter?" Diversity matters for a lot of reasons. Perhaps most importantly, demographic diversity is strongly correlated with diversity in points of view. You want the people building your products to come from many walks of life. Remember how Google+ had significant uptake in the rich white tech dude demographic? Not a coincidence. If you want the…
"If you want the best people working at your company, you should want a group with similar demographics as the customer population" It's not the role of every single worker to deal with how the customer interfaces with the product. So what's the point in having diversity at every level? "and if you disagree with that, you either believe there is something inherent about certain groups that makes them better or worse…
It is, if you work at a company that values your input. (As Google does). The point is not that everybody gives input all the time - the point is that if something goes wrong that affects subgroup ${X}, there's a member from that subgroup who can speak out and provide feedback.
That doesn't work if you're in a company that believes in centralized control and top-down management. Google is not that company :)
And yes, if you disagree with that approach because you want top-down, you do believe there's a certain group that's better suited to make all decisions - they're the managers.
Are these diversity numbers for the US or for Google as a whole? If they are world-wide, I find it quite interesting how closely the location of the Google offices where software development occurs[1] matches the ethnicity numbers. Notably, there is only one development office in Latin America (and none in Spain/Portugal), and the only development office in the Middle East or Africa is Tel Aviv (not clear what ethnic…
Race is US, Gender is Worldwide.
Earlier quoted context omitted.
Thank you for typing that all out. I agree completely. As a visible minority in tech, I'm simply more attracted to companies where I feel l won't stick out like a sore thumb. Of course I want to hired for my qualifications, but I'm only applying to companies that can meet _my_ requirements as well.
I don't get this logic. How does it matter if you are a sore thumb if you are not being discriminated? As someone who is also from a visible minority group, it never bothers me unless of course people change their behavior towards me because of the colour of my skin, which I have luckily never experienced. Please don't feel that I am being condescending; I have come across this statement many times before and I can't…
Are these diversity numbers for the US or for Google as a whole? If they are world-wide, I find it quite interesting how closely the location of the Google offices where software development occurs[1] matches the ethnicity numbers. Notably, there is only one development office in Latin America (and none in Spain/Portugal), and the only development office in the Middle East or Africa is Tel Aviv (not clear what ethnic…
Upstream is important, but we should still make an effort.
Earlier quoted context omitted.
You'll note that no one has suggested that Google adopt quotas, so your whole "does this mean" thing has no basis at all.
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It's great to be open and all, but they never mention what their goal is. Do Google believe diversity is good for workplace cohesion, their own social mobility goals, good corporate moral policy, etc.? The data is interesting in it's own right but I don't better understand where Google is going with diversity; I only understand where Google currently stands.
As a Google employee, the reasons I hear is that we'd like the diversity of our workforce to more accurately reflect the diversity of our users, so we can serve them better.
If Google achieves a 51% Female 49% Male ratio, is this good? Supporters of forced diversity are implying it is, but why? If there is something gained by having gender X, then you are saying that genders are not equal. If there is no difference, then why are we doing this? Why are we basing employment on gender anyway? I'd like to see stats regarding people looking for work who are successful and those that are not.…
> then you are saying that genders are not equal No, you're saying that their life experience is not equal. There's no inequality in terms of ability, but in terms of what you know.
> I'd like to see stats regarding people looking for work who are successful
Closest proxy I can find is a study of success rate for MBAs by gender.[1] No surprise whatsoever, women experience lower salaries and career satisfaction. Also, women have less upward mobility into management positions.
> If a woman wants to stay at home, can we not accept her choice? The issue is not wanting to stay at home.
> If a man wants to stay at home while the woman is breadwinner, is this not okay too?
Of course it is. To make that possible, we need to close the salary gap and address glass ceiling issues.
http://deepblue.lib.umich.edu/bitstream/handle/2027.42/29182...