As of 2022, the only protected status one is allowed to discriminate against without new acronyms or hashtags or any uproar is age. We tend to hire people we want to befriend, which means people similar to us, which leads to a lot of this discrimination. See: "culture fit".
What “diversity and inclusion” means at Microsoft
101–110 of 972 posts
Re: What “diversity and inclusion” means at Microsoft
#102At this moment in time I think companies can gain a major hiring advantage by simply hiring the best regardless of race/gender. So many large companies are shooting themselves in the foot distorting incentives and saying "no" to people who are the wrong color/gender.
Quoted post unavailable.
> The new leftist talking point is that there is no possible way to measure merit objectively so we shouldn't even attempt to do so. Therefore, they would counter your point by saying that you're incapable of hiring the best based on merit.
Those who believe that there is no possibility of measuring merit are destined to be out-competed by those who can and do measure it at least somewhat accurately.
Re: What “diversity and inclusion” means at Microsoft
#103Posts like this seem reactionary and equally anti-intellectual. Sure I know that a lot of the DE&I stuff is frustrating for people. But it seems like if you really want to dig into this you need to take broader approach. Can you actually prove that people are in any way capable of measuring merit, especially for leadership decisions, which is pretty squishy to begin with? It seems to me like throwing some extra diver…
When I do an interview, and someone can complete a simple coding exercise in 2 minutes, I feel very good about my ability to say they are better than someone who takes 20 mins on the same question. If you want to argue that it is impossible to judge merit, it is you who needs to provide proof. And even if you were right, doing promotions based on coin flips would be better than on race.
> When I do an interview, and someone can complete a simple coding exercise in 2 minutes, I feel very good about my ability to say they are better than someone who takes 20 mins on the same question.
Honestly? My gut reaction is you're not very thorough in measuring abilities if you offer a coding exercise that can be completed in two minutes by anybody.
> And even if you were right, doing promotions based on coin flips would be better than on race.
The article explicitly states they are not asked to make promotion decisions based on race.
Re: What “diversity and inclusion” means at Microsoft
#104According to the Microsoft 2021 Annual Diversity And Inclusion report, 34.9% of employees identified as Asian in the US, far exceeding their overall representation in the US population. Why are Asians doing so well? Why can't we replicate this for other groups? And doesn't trying to hire more of other races imply that mathematically speaking, fewer Asians must be hired and promoted to achieve greater equality? Please…
> Why are Asians doing so well? Why can't we replicate this for other groups? Parents matter. https://en.wikipedia.org/wiki/Tiger_parenting
In that case, systemic racism matters too.
Re: What “diversity and inclusion” means at Microsoft
#105It's telling that this person posted a job listing, interviewed dozens of candidates, realized they couldn't proceed because they hadn't interviewed any minority candidate, tried for months and were still unsuccessful at finding a single one , and the take away wasn't that they should fix their broken recruiting pipeline but that the corporate policy was what was wrong.
I'm surprised they didn't do c) which was to interview an obviously unqualified candidate to get the checkoff on the policy. This is the usual workaround.
There is no broken recruiting pipeline. There are simply not enough candidates in the pool to staff every company in a way that is representative.
Re: What “diversity and inclusion” means at Microsoft
#106I hate articles like these and their appeals to "meritocracy". Before my current team, my whole career, every single team I worked in was pretty much exclusively young, white, nerdy men. Maybe each person on those teams was objectively the "best" candidate for their respective hiring round! (though I doubt it) But they make horrible teams. If your team looks like that, your team is horrible too, no matter how much yo…
> every single team I worked in was pretty much exclusively young, white, nerdy men.
You worked at Big-O Tires as an installer?
Re: What “diversity and inclusion” means at Microsoft
#107Earlier quoted context omitted.
> "If your team looks like that, your team is horrible too, no matter how much you tell yourself it's not." Yes, it's true. There has never been a strong team of young, white nerdy men. Never happened. Technological and engineering progress was at a baffling standstill for centuries until the wisdom of diversity, inclusion and equity dawned upon us.
Your sarcasm would work better if anyone understood what the hell you were trying to refer to. You seem to ascribe "technological and engineering progress" exclusively to teams of young, white, nerdy men in this comment, which is clearly something only an idiot would do, so I presume you are trying to make a different, better point. Feel free to let us know what that might be.
From TFA:
> But they make horrible teams.
Re: What “diversity and inclusion” means at Microsoft
#108Re: What “diversity and inclusion” means at Microsoft
#109At this moment in time I think companies can gain a major hiring advantage by simply hiring the best regardless of race/gender. So many large companies are shooting themselves in the foot distorting incentives and saying "no" to people who are the wrong color/gender.
Quoted post unavailable.
> The new leftist talking point
Please stop with the tribal generalisations. There are more than two points of view in the world.
Re: What “diversity and inclusion” means at Microsoft
#110According to the Microsoft 2021 Annual Diversity And Inclusion report, 34.9% of employees identified as Asian in the US, far exceeding their overall representation in the US population. Why are Asians doing so well? Why can't we replicate this for other groups? And doesn't trying to hire more of other races imply that mathematically speaking, fewer Asians must be hired and promoted to achieve greater equality? Please…
> Why are Asians doing so well? Why can't we replicate this for other groups? What _are_ the groups? "Asian" can mean anything. From India, China, Japan, many countries in Oceania, etc. I think the classification is fundamentally flawed.
Agree. Asian is kind of like Hispanic, it doesn't mean anything in terms of ethnicities.