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What “diversity and inclusion” means at Microsoft

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Re: What “diversity and inclusion” means at Microsoft

#791

Post by thegrimmest »

ParetoOptimal wrote: post #779
toomuchtodo wrote: post #554

Earlier quoted context omitted.

> Of all the factors most predictive of economic mobility in America, one factor clearly stands out in their study: family structure. By their reckoning, when it comes to mobility, “the strongest and most robust predictor is the fraction of children with single parents.” They find that children raised in communities with high percentages of single mothers are significantly less likely to experience absolute and relat…

Quoted post unavailable.

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Re: What “diversity and inclusion” means at Microsoft

#792

Post by ParetoOptimal »

badpun wrote: post #262
purpleblue wrote: post #202

Earlier quoted context omitted.

It's not those with a disadvantage. It's strictly based on skin color. That's the problem. You have no idea if they are disadvantaged or not. There are plenty of middle-class and upper-class Black families these days. Unless you think that all Black people are disadvantaged. To me, it's a "ruinous empathy" form of racism if you think "Oh look at that poor Black person!" without knowing anything about her background.

Spot on. I wonder if daughters of Barrack Obama will get preferrential treatment as diversity hires. As women of color, they definitely should, according to many companies' policies.

What if that treatment is a necessary counter-weight to being taken less seriously?

Re: What “diversity and inclusion” means at Microsoft

#793

Post by datavirtue »

uup wrote: post #612
nonethewiser wrote: post #414

Earlier quoted context omitted.

> I do worry that my kids won’t be diverse enough to be able to get into a decent school or get a good job like I was able to when they’re older. 1. A single person cannot be diverse or not diverse. 2. There is nothing wrong with your kids being in a majority demographic. It sounds like you're more worried about the world discriminating based off race and other traits. I suspect you agree with all of this but it's a…

A single person can be diverse relative to a group, though. Like a black woman would add diversity to a group of white men, for instance. When we talk about diversity in recruiting, usually we mean diversity of the candidate relative to the makeup of the company.

What if the black woman is privileged, and went to a prestigious college all expenses paid by parents...you know, like most of the white men you meet in tech?

Meanwhile, the person who is self made (real diversity in this situation) and successfully bootstrapped themselves gets passed over because thier skin color is too bright.

Qualified diverse people are rare (no relation to skin color "diversity"). That is why everyone is cracked out over skin color and gender because there is an actual population of people that the HR secretariat pool can EASILY identify by just taking a glance. Thier mission, of course, is to please thier white male executives.

Re: What “diversity and inclusion” means at Microsoft

#794

Post by bioemerl »

kthejoker2 wrote: post #661
bioemerl wrote: post #281

Earlier quoted context omitted.

> Depends on the "some" being "harmed." How does harming anyone help? No it does not depend on the some. Life isn't a zero sum game. Pull people down and you don't distribute their value to others, you only destroy it.

You are begging the question, I don't believe eliminating private schooling harms anyone, nor will it "pull people down." Inequity in schooling is already harming others.

But in the comment I'll responded to you said and I quote

" It depends on the some who are being harmed"

"There will be winners and losers"

That doesn't sound to me like someone who believes eliminating private schools harms nobody, That sounds to me like someone who is being a little bit reactionary and doesn't care.

You aren't harming anyone, but there will be losers?

Re: What “diversity and inclusion” means at Microsoft

#795

Post by concinds »

chrismcb wrote: post #659
dijonman2 wrote: post #575

Earlier quoted context omitted.

As a hiring manager I have substantial pressure to hire incompetent people to meet quotas. I confronted my recruiter in front of witnesses and was partially shunned. I have been hiring for many years, and I truly pay no attention to gender or ethnicity. Now I am forced to. It’s an insult to those who earned their position. It’s an insult to me as I am less and less likely to get a new job because I won’t fit quotas.…

And that is illegal (assuming you are in the us)

Likely not. Saying "we will only hire women for this position" would be illegal, but saying it implicitly would not be. True quotas are unlawful, but there are many loopholes there.

Re: What “diversity and inclusion” means at Microsoft

#796

Post by Epa095 »

hintymad wrote: post #516
Dig1t wrote: post #382

I work at a different FAANG and it seems like more and more the only news that we get from corporate is related to DEI. Also a lot of hiring details are now hidden from ICs. It used to be that you would be apart of the interview panel as an interviewer and then you would get together with your team afterwards and everyone on the team would vote yes/no and that would pretty much be it. Now it’s made by a manager elsew…

I was wondering why the US is so obsessed with diversity alone the line of race and gender instead of social-economical status, education background, career background, and etc? If I'm developing a statistical model, wouldn't it make more sense if my diversity means having in my team people who have statistics background, people who study statistical physics, people who are great at maths, people who are great at bui…

It's weird that none of the answers here mention slavery and segregation. It's really not a long time ago, and not surprising at all that this trauma leaves permanent cultural marks. These people are peoples grandparents, and many of them are still alive: http://webapp1.dlib.indiana.edu/archivesphotos/results/item....

Re: What “diversity and inclusion” means at Microsoft

#797

Post by brailsafe »

ProjectArcturis wrote: post #644
Der_Einzige wrote: post #635

Earlier quoted context omitted.

It is. Portland went from shockingly massively increasing home prices to declining home prices in no small part due to this.

Isn't it generally better to have affordable housing than shockingly massively increasing home prices?

The way I read this is that the more desirable a city is to property devs, the lower the cost of housing, which seems true. Affordable housing = Less scarcity, less scarcity comes from building more

Re: What “diversity and inclusion” means at Microsoft

#798

Post by jojok »

ParetoOptimal wrote: post #779
toomuchtodo wrote: post #554

Earlier quoted context omitted.

> Of all the factors most predictive of economic mobility in America, one factor clearly stands out in their study: family structure. By their reckoning, when it comes to mobility, “the strongest and most robust predictor is the fraction of children with single parents.” They find that children raised in communities with high percentages of single mothers are significantly less likely to experience absolute and relat…

Quoted post unavailable.

Why would racism affect the family structure of non-white families?

Re: What “diversity and inclusion” means at Microsoft

#800

Post by jeegsy »

mostertoaster wrote: post #689
slt2021 wrote: post #658

Earlier quoted context omitted.

>Still assuming you’re right, and not prejudiced, why is giving historically disadvantaged people a crutch to lean on so bad this is simply not true. Hiring must be all about merit, not handouts for some noble social purpose. Secondly, lowering bar for one race while keeping the same bar other races is blatant racism. It is conveniently called affirmative action, but in reality it is racism against more qualified can…

I’ve actually heard from many friends that even though they are in a “favored” group, because of their skin color or gender, they hate it because they suffer from even worse impostor syndrome than the average developer. They might genuinely be awesome and yet they sit there and doubt and ask “am I only doing well because of something not related to my work”

This is something I have always wondered. What are the psychological/mental effects on an employee upon the discovery of the real reason they were hired?
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