571–580 of 724 posts
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It's the first question that provides points, not the only one.
It clearly states that if you choose anything other than science for that question, you get zero points. It's literally in the quiz and captured in a screen shot. How is this controversial or confusing at all?
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My company's DEI program effectively does this. The main tenets are: - Cast a wide recruiting net to attract a diverse candidate pool - Don't collect demographic data on applications - Separate the recruiting / interview process from the hiring committee - The hiring committee only sees qualifications and interview results; all identifying info is stripped - Our guardrail is the assumption that our hiring process is…
> Our guardrail is the assumption that our hiring process is blind, and our workforce demographics should closely mirror general population demographics as a result > If our demographics start to diverge, we re-eval our process to look for bias or see if we can do better at recruiting These are not good assumptions. 80% of pediatricians are women. Why would a hospital expect to hire 50% male pediatricians when only 2…
I think it is damaging when hiring outcomes are skewed as well as it undermines the credibility of those who got hired under easier conditions fabricated by the company.
I too agree with the grandparent post that we should try to be scrubbing PII from applications as much as possible. I do code interviews at BIGCO and for some reason recruiting sends me the applicants resume which is totally irrelevant to the code interview and offers more opportunities for biases to slip in (i.e this person went to MIT vs this person went to no name community college).
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It really depends on what the outcome is. There has been pro-DEI pushback on blind interviews and auditions when it resulted in fewer minorities being represented. One particularly famous case is when GitHub shut down their conference on diversity grounds after the blind paper review process resulted in a speaker slate that was all male. For another example, here's a pitch against blind auditions for orchestras to "m…
In both those examples, why are you not giving the benefit of the doubt to the failed attempts? If GitHub attempted to anonymize applications and resulted in a biased selection, can that not be a result of them failing to eliminate the bias they set out to? Same with the blind auditions for orchestras, if they found that they weren't actually eliminating bias with the stated methods, why is it bad that they're not do…
America should help its poor and underprivileged groups through stuff like progressive taxation, better social service, and extra resources for schools in poor areas. It’s not perfect, but kind of works. It helps people to achieve better educational outcomes already in their childhood. Discriminating against everyone else in school or work application processes is just wrong and insane way to handle things.
> better social service we should just drop means testing of services > extra resources for schools in poor areas more funding != better outcomes. Parental involvement is what drives outcomes. If you don't have parents around, nothing matters.
That’s a lot of logic, but resources for schools is a lot more than free food, better books, etc. schools are one of the best ways to distribute community resources. The alternative (read: kids who got expelled from normal schools) near me hosts adult job fairs, has family counseling, etc.
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> using current cultural agenda items and going back in time and attributing them to people is always going to be wild speculation. I'm as blue as they come, but let's not mince words. This was a racial equity policy. Like a lot of them, it was designed by idiots and/or racists. Much like the elite college admissions lawsuit, we don't need to guess at people's ideology - they WROTE DOWN that the cognitive test "disad…
The difference between this and the college scandal is that there were limited numbers of seats at colleges, so to putting in an underqualified white student meant you had to pull an overqualified Asian student. The situation here was the ATC was chronically understaffed and unable to fill positions. So an effort for them to boost applications makes sense even under non-DEI principles.
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No, it doesn't. This is a dramatic reach and complete misunderstanding of the stats. The data in table 5 is not statistically significant. If you go down to table 6 (which is also incredibly weak), it shows the opposite: men are advancing at a higher rate than women in blind auditions. Andrew Gelman reviewed the link as well and agreed: https://statmodeling.stat.columbia.edu/2019/05/11/did-blind-...
Table 5 is stat sig. There’s not a p-value given but the effect sizes are large. The knit place it’s not is the semi-final and final rounds with their smaller sizes. And table 6 shows blind auditions significantly increased the chances of women advancing from the preliminary round and winning in the final round. However women were less likely to advance past semifinals when auditions were blind. But still a net win.…
There are multiple critical reviews of this paper. It is well-known to be largely nonsense.
http://www.jsmp.dk/posts/2019-05-12-blindauditions/blindaudi...
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To clarify, I picked those two questions not to imply a focus on bad academic performance but because they are both a) absurd/arbitrary and b) the highest-weighted questions by far.
Is it absurd? The choices for both were Science, Math, English, History/Social Sciences and Physical Education, plus did not attend college for the second. Math is highly predictive of ATC performance. English is a key requirement due the communication-heavy role. Physical Education is linked to confidence which is a strong predictor of graduation rates. That leaves History/Social Sciences and Science as oddballs. If…
Or infinitely better than being an active ATC, which earned 0?
For those curious, you can try the FAA's air traffic controller test for yourself here: https://kaisoapbox.com/projects/faa_biographical_assessment/ After trying it, I recommend reading the article for yourself.
NB they still administered a cognitive test to candidates that passed (blegh) the biographical assessment
For those curious, you can try the FAA's air traffic controller test for yourself here: https://kaisoapbox.com/projects/faa_biographical_assessment/ After trying it, I recommend reading the article for yourself.
This is not the FAA's air traffic controller test. This is the biographical assessment. The air traffic controller test is called the ATSA (formerly AT-SAT) for Air Traffic Skills Assessment (Test). This gives examples of the test format and questions: https://pointsixtyfive.com/xenforo/threads/atsa-compilation....