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> I think it's more likely to reinforce the lack of diversity in tech than to combat it... I have mixed feelings about this. I have a hard time valuing diversi

> I think it's more likely to reinforce the lack of diversity in tech than to combat it... I have mixed feelings about this. I have a hard time valuing diversity for its own sake, especially since there are so many qualities to have diversity in, and especially since the ones that actually affect the organization (like diversity of perspective) are so hard to measure and quantify. That being said, it's hard for me to sit in an interview and think, "Hmmmm... this is a diversity candidate, so I should ___________." I'm not even sure what to put in that blank. And I feel like I'm already discriminating since I'm already treating this person like a demographic. So what's the answer? Don't get to know any personalities? Treat everyone like a demographic? I'm not sure that's an improvement.

atom-morgan 11y ago
> Treat everyone like a demographic? I'm not sure that's an improvement. That's basically it. We've reduced everyone down to race and gender because diversity. This is the reason for criticizing "culture fit".
pessimizer 11y ago
Not discriminating against people not like you has absolutely nothing to do with "diversity for its own sake." Honestly, if when I go in to interview with you, you're already having a mental narrative and discussion with yourself about "diversity candidates", I'd prefer you didn't get to know me. Just ask me technical questions, please; I'm begging for a whiteboard to get out of that. Or a different face to wear when I go to job interviews.
- humanrebar 11y ago
  > I'd prefer you didn't get to know me I'd prefer not think about it and just get to know people as well. That's what I was trying to get at. It's disappointing that my attempt to express the catch-22 from my end turns you off to the point of ending the conversation. This is part of the problem with 'diversity' qua 'diversity' IMO. Culture blew past tolerance and on to something else a long time ago. I'm not sure we want real diversity so much.
GVIrish 11y ago
The problem the parent post is pointing at is that personalities differ among different groups of people. So that guy who may seem a bit taciturn and therefore, "not a good cultural fit" may actually be a great employee, it's just that in his cultural group it's not normal to be super bubbly and talkative when you first meet someone. It's not about quotas or diversity for diversity's sake. It's about recognizing that we all bring our own cultural lens to a situation and not being aware of how that influences your perception can lead to judging great people more negatively because they're not like you. The challenge is that one has to be self-aware enough to recognize their own biases and still make some value judgments on personality.

atom-morgan 11y ago

> Treat everyone like a demographic? I'm not sure that's an improvement. That's basically it. We've reduced everyone down to race and gender because diversity. This is the reason for criticizing "culture fit".

pessimizer 11y ago

Not discriminating against people not like you has absolutely nothing to do with "diversity for its own sake." Honestly, if when I go in to interview with you, you're already having a mental narrative and discussion with yourself about "diversity candidates", I'd prefer you didn't get to know me. Just ask me technical questions, please; I'm begging for a whiteboard to get out of that. Or a different face to wear when I go to job interviews.

humanrebar 11y ago
> I'd prefer you didn't get to know me I'd prefer not think about it and just get to know people as well. That's what I was trying to get at. It's disappointing that my attempt to express the catch-22 from my end turns you off to the point of ending the conversation. This is part of the problem with 'diversity' qua 'diversity' IMO. Culture blew past tolerance and on to something else a long time ago. I'm not sure we want real diversity so much.

GVIrish 11y ago

The problem the parent post is pointing at is that personalities differ among different groups of people. So that guy who may seem a bit taciturn and therefore, "not a good cultural fit" may actually be a great employee, it's just that in his cultural group it's not normal to be super bubbly and talkative when you first meet someone. It's not about quotas or diversity for diversity's sake. It's about recognizing that we all bring our own cultural lens to a situation and not being aware of how that influences your perception can lead to judging great people more negatively because they're not like you. The challenge is that one has to be self-aware enough to recognize their own biases and still make some value judgments on personality.