Well it certainly looks as if Le Shit Storm has rattled the socially delicate innards of the great lefty beast, Google.
A software engineer’s 10-page screed against Google’s diversity initiatives is going viral inside the company, being shared on an internal meme network and Google+. The document’s existence was first reported by Motherboard, and Gizmodo has obtained it in full.
In the memo, which is the personal opinion of a male Google employee and is titled “Google’s Ideological Echo Chamber,” the author argues that women are underrepresented in tech not because they face bias and discrimination in the workplace, but because of inherent psychological differences between men and women. “We need to stop assuming that gender gaps imply sexism,” he writes, going on to argue that Google’s educational programs for young women may be misguided.
The courageous employee (given the oppressive nature of today’s emotionally-laced group-think of the unscientific and non-analytical sociopolitical paradigm guiding the thinking in the finer halls of upper caste White America) begins with a resolutely logical TL;DR intro which is ironically placed at the beginning of the piece.
Reply to public response and misrepresentation
I value diversity and inclusion, am not denying that sexism exists, and don’t endorse using stereotypes. When addressing the gap in representation in the population, we need to look at population level differences in distributions. If we can’t have an honest discussion about this, then we can never truly solve the problem. Psychological safety is built on mutual respect and acceptance, but unfortunately our culture of shaming and misrepresentation is disrespectful and unaccepting of anyone outside its echo chamber. Despite what the public response seems to have been, I’ve gotten many personal messages from fellow Googlers expressing their gratitude for bringing up these very important issues which they agree with but would never have the courage to say or defend because of our shaming culture and the possibility of being fired. This needs to change.
Objective, analytical thinking is no longer in favor. Emotionalism rules the day. Women are allowed to steer discourse now and this can only mean one thing: sequential and orderly logic processes take a backseat to emotional solipsism and capricious refutations of clarity. Our bold software engineer from Google continues with a 10-page manifesto.
- Google’s political bias has equated the freedom from offense with psychological safety, but shaming into silence is the antithesis of psychological safety.
- Differences in distributions of traits between men and women may in part explain why we don’t have 50% representation of women in tech and leadership. Discrimination to reach equal representation is unfair, divisive, and bad for business.
- Only facts and reason can shed light on these biases, but when it comes to diversity and inclusion, Google’s left bias has created a politically correct monoculture that maintains its hold by shaming dissenters into silence. This silence removes any checks against encroaching extremist and authoritarian policies. For the rest of this document, I’ll concentrate on the extreme stance that all differences in outcome are due to differential treatment and the authoritarian element that’s required to actually discriminate to create equal representation.
- On average, men and women biologically differ in many ways. These differences aren’t just socially constructed…
- Women, on average, have more:
- Openness directed towards feelings and aesthetics rather than ideas. Women generally also have a stronger interest in people rather than things, relative to men (also interpreted as empathizing vs. systemizing).
- Because as “society becomes more prosperous and more egalitarian, innate dispositional differences between men and women have more space to develop and the gap that exists between men and women in their personality becomes wider.” We need to stop assuming that gender gaps imply sexism.
- Status is the primary metric that men are judged on, pushing many men into these higher paying, less satisfying jobs for the status that they entail. Note, the same forces that lead men into high pay/high stress jobs in tech and leadership cause men to take undesirable and dangerous jobs like coal mining, garbage collection, and firefighting, and suffer 93% of work-related deaths.
- Women on average show a higher interest in people and men in things
- Feminism has made great progress in freeing women from the female gender role, but men are still very much tied to the male gender role. If we, as a society, allow men to be more “feminine,” then the gender gap will shrink, although probably because men will leave tech and leadership for traditionally feminine roles.
- I strongly believe in gender and racial diversity, and I think we should strive for more. However, to achieve a more equal gender and race representation, Google has created several discriminatory practices.
- Hiring practices which can effectively lower the bar for “diversity” candidates by decreasing the false negative rate
- Unfortunately, the overwhelming majority of humanities and social scientists learn left (about 95%), which creates enormous confirmation bias, changes what’s being studied, and maintains myths like social constructionism and the gender wage gap. Google’s left leaning makes us blind to this bias and uncritical of its results, which we’re using to justify highly politicized programs.
- In addition to the Left’s affinity for those it sees as weak, humans are generally biased towards protecting females. As mentioned before, this likely evolved because males are biologically disposable and because women are generally more cooperative and areeable than men. We have extensive government and Google programs, fields of study, and legal and social norms to protect women, but when a man complains about a gender issue issue [sic] affecting men, he’s labelled as a misogynist and whiner. Nearly every difference between men and women is interpreted as a form of women’s oppression.
- As soon as we start to moralize an issue, we stop thinking about it in terms of costs and benefits, dismiss anyone that disagrees as immoral, and harshly punish those we see as villains to protect the “victims.”
- Alienating conservatives is both non-inclusive and generally bad business because conservatives tend to be higher in conscientiousness, which is require for much of the drudgery and maintenance work characteristic of a mature company.
- There’s currently very little transparency into the extend of our diversity programs which keeps it immune to criticism from those outside its ideological echo chamber.
- I’ve heard several calls for increased empathy on diversity issues. While I strongly support trying to understand how and why people think the way they do, relying on affective empathy—feeling another’s pain—causes us to focus on anecdotes, favor individuals similar to us, and harbor other irrational and dangerous biases. Being emotionally unengaged helps us better reason about the facts.
- Once we acknowledge that not all differences are socially constructed or due to discrimination, we open our eyes to a more accurate view of the human condition which is necessary if we actually want to solve problems.
To which Google cluelessly retorted today, in part, courtesy of the highfalutin-sounding “Google Vice President of Diversity, Integrity & Governance,” Danielle Brown.
Value transference, anybody?
Diversity and inclusion are a fundamental part of our values and the culture we continue to cultivate. We are unequivocal in our belief that diversity and inclusion are critical to our success as a company, and we’ll continue to stand for that and be committed to it for the long haul. As Ari Balogh said in his internal G+ post, “Building an open, inclusive environment is core to who we are, and the right thing to do. ‘Nuff said. “
Part of building an open, inclusive environment means fostering a culture in which those with alternative views, including different political views, feel safe sharing their opinions. But that discourse needs to work alongside the principles of equal employment found in our Code of Conduct, policies, and anti-discrimination laws.
Pretty tone deaf there, Ms. Brown. I wouldn’t expect less from any “VP of Diversity.”
It’s apparent that emotional pleas to sentimental yearnings for a Utopian, anti-human society of artificially manipulated instincts dominate all social media, pop media and all other forms of low-investment communication. Folks like the Google engineer must blaze a new trail by speaking up in the face of scorn, ridicule and the dominant female victim paradigm in which we are entangled.
It is time to break the chains of mindless propriety. For the other voices will be heard if we persist. We are at war. We expected bullets but the ammunition is something far more destructive: ideas.