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No, you got things in reverse order. First, you make the determination that people should be assessed based on objective metrics. Second, you then try to corre
by justicezyx 8y ago
No, you got things in reverse order.
First, you make the determination that people should be assessed based on objective metrics.
Second, you then try to correct (unconscious) bias with necessary metric-correcting, like gender balance.
If you put gender balance as the underlying truth, and then to optimize your process to make it work, you will see various issues that eventually sabotage your goals.
- retsibsi 8y agoI'm happy to reconsider my views, but from this comment alone I can't really tell how or why you disagree with me. I'll read a more detailed reply if you feel like leaving one. edit: I see you wrote elsewhere in this thread that > I see gender balance of a mechanism for approximating selecting the best talents. My argument is that gender balance (and other kinds of demographic balance) can be valuable independently of its use as a proxy for unbiased hiring. I'm suggesting that, even if an unbiased hiring process would produce a skewed gender balance,[1] this might not be a good outcome, because a heavily male/heavily female group might suffer from shared biases or blind spots that would be smoothed out in a more balanced group. [1] I hope treating this as a possibility isn't too controversial; I think there are plenty of ways it could happen, regardless of the existence of any innate differences. For example, even when sexism is the problem, it might be acting mostly at an earlier stage inaccessible to the company doing the hiring (e.g. social pressures on kids to do 'masculine'/'feminine' subjects).