Reply to Google male engineeer saying female engineers shouldn't be engineers

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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]From a business perspective, I can't see how it makes any sense to exclude an entire 50% of the workforce from a single job category.  Your competitors who figure out how to tap into the talent of women are going to have an advantage.  [/quote]

Top CS/engineering programs are overwhelmingly male.  Top companies hiring tech talent would be dumb to not hire the best.  I don't think anyone would look at the top 100 engineers who are lets say 90 male and 10 female and not hire the 10 females.  What doesn't make sense is why would you hire say 10 more females and only 80 males.  Those 10 more qualified/talented males are going to go to a competitor and eat you alive.[/quote]

You think that at the margins the top 11-20% of women engineers will be outperformed by the bottom 10% of top performing male engineers such that the competition hiring the men will will eat you alive?  I think you vastly overvalue the input of people who are rank and file engineers.  They're not game changers.[/quote]

Ugh let me try this.  [b]You hire the best engineer period.  The race/sex of them is irrelevant.[/b]  Hiring a less qualified engineer because they are a woman/URM is stupid and is why diversity quotas/targets/initiatives are stupid[/quote]
Sure. But teh fact is: [i]that doesn't happen. [/i] Women get hired less. They get promoted less. And this knuckledragger thinks they shouldn't be there at all.[/quote]
It's not that simple.  You may need to make changes to your organization to keep the best woman engineer that you wouldn't for a man.  For example, making sure sexual harassment and intimidation is never acceptable.

It isn't google's problem to single-handedly solve discrimination but it isn't anyone's right to ignore the problem, either.  And any professional in STEM has learned about implicit bias which also shows how it isn't that simple.  [b]There are best practices for finding and retaining talented women and minorities that do not sacrifice the rights of men. [/b] Tiny changes like how a job ad is worded can significantly increase recruiting of these groups without sacrificing skill-set.

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What "rights of men" are being sacrificed in current practice?[/quote]

I think what PP meant is that it's fine to put some extra effort into finding talented women and minorities, but not to the point where less talented people are being hired over more talented people. It's not Google's fault that the overwhelming majority of CS grads are white, asian and male. Insisting that women and non-asian minorities are proportionally represented when the available talent pool is overwhelming white, asian and male will inevitably result in less talented people being hired for the sake of "diversity."

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