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#2This should not only apply to gender but also to race and ethnicity. I’ve seen too much white, male dominated positions of responsibility beyond an individual contributor. This requires managers to be the ones that promote from within and recognize good skills among any kind of person on their team while keeping in mind their backgrounds and how that may affect their perception.
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#3The article doesn't seem to say much beyond the heading.
How do you reconcile being anti positive discrimination, wanting more women in various fields, not having a goal as to what number is enough and not understanding when any of the various sides involved will be happy with the result.
Will the author be happy if women are only promoted because of their talents but an imbalance is achieved as a result?
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#4There has been a staggering amount of research over the decades on this topic. And there are countless real world examples in particular within business and politics which support the conclusions of the research. Simply that quotas work and encouragement doesn't.
So thank you anonymous guy for trying to prove the opposite with no facts or evidence. And maybe in a century or so when we have eradicated systemic sexism and racism it might be a more interesting conversation to have. But for now I prefer to stick to the facts and methods that are proven to work.
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#5[deleted]
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#6The article doesn't seem to say much beyond the heading. How do you reconcile being anti positive discrimination, wanting more women in various fields, not having a goal as to what number is enough and not understanding when any of the various sides involved will be happy with the result. Will the author be happy if women are only promoted because of their talents but an imbalance is achieved as a result?
Seek out the negative aspects of a given thing as a profession, as well as the positive ones.
Make the profession desirably by decreasing the bad and increasing the good; for everyone, fairly.
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#7There has been a staggering amount of research over the decades on this topic. And there are countless real world examples in particular within business and politics which support the conclusions of the research. Simply that quotas work and encouragement doesn't. So thank you anonymous guy for trying to prove the opposite with no facts or evidence. And maybe in a century or so when we have eradicated systemic sexism…
"Works" according to what definition of working? Works to create a gender balance that you assume a priori is "correct" with any deviation being down to evil discrimination? Or do you have some more interesting definition?
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#8Let's start with men..
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#9There has been a staggering amount of research over the decades on this topic. And there are countless real world examples in particular within business and politics which support the conclusions of the research. Simply that quotas work and encouragement doesn't. So thank you anonymous guy for trying to prove the opposite with no facts or evidence. And maybe in a century or so when we have eradicated systemic sexism…
The onus is on you to prove that quotas outperform skill-based hiring. Sorry, but d'uh.
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#10There has been a staggering amount of research over the decades on this topic. And there are countless real world examples in particular within business and politics which support the conclusions of the research. Simply that quotas work and encouragement doesn't. So thank you anonymous guy for trying to prove the opposite with no facts or evidence. And maybe in a century or so when we have eradicated systemic sexism…
If by 'work' you mean that quotas lead to more women in the targeted roles then that's obvious...
But actually solving these issues (whether real or perceived) means not having quotas.