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> most female candidates are highly, highly sought-after, and are quickly hired by top tech companies Let's say we believe that women are on average equally as

> most female candidates are highly, highly sought-after, and are quickly hired by top tech companies Let's say we believe that women are on average equally as capable of men, and we know there are maybe 10-20% as many women in the industry. Are those 10-20% women roughly as good as the average man, or are they roughly as good as the top 10-20% of men? Have they had the same experience as average men, or have they fought through and survived discriminatory barriers? Even if we suppose the answer is somewhere in-between, it wouldn't be surprising that women are highly sought-after. Because with these assumptions, the women in the industry are generally likely to be better on average. Maybe we don't observe discrimination against women in this specific context* (post-application and pre-salary negotiation), but that doesn't mean it isn't occurring elsewhere. *The summary data includes non-technical hires at tech companies

username90 6y ago
Your assumption relies on the women getting into the field are the best women. I don't see why that would be true. The fields with many women like law, medicine or psychology are much harder to get into than computer science or engineering so most of the best women likely ends up there.
- nashalo_nighly 6y ago
  Given that as a woman you don’t benefit from the “competency bias” and constantly has to prove yourself (which is not necessarily bad), combined with the fact that many women simply walk out of careers in computer science and physics because of sexism/harassment, you could consider that the women left are indeed more competent than the average man in the industry.
  - username90 6y ago
    Women do benefit from likeability bias though, and likeability is certainly a factor when hiring and firing. As for fake resume studies, the problem with those is that male and female resumes are evaluated differently. If they made a male looking resume and sent it out with a female name it will do badly. But a female looking resume with a male name will also do badly.
    - KittenInABox 6y ago
      What does a male/female looking resume mean? (Genuinely asking. I can't imagine that a female engineering accomplishment is vs a male engineering accomplishment.)
      - SuoDuanDao 6y ago
        I'm curious also, but anecdotally, women were over-represented in my engineering school's societies and probably under-represented in design competitions.
      - username90 6y ago
        There are plenty of research done on gendered words. Like highlighting your own personal excellence or skill is more masculine etc. There are also of course that men and women tend to have different hobbies and therefore spends their free time doing different things. So one new grad might have done some leadership roles in a horse club while the other maybe did some chess competitions. https://www.idealrole.com/blog/gender-job-ads https://www.idealrole.com/blog/gender-job-ads
        KittenInABox 6y ago
        Does this mean if you're a woman and you highlight your own personal excellent in your resume you're statistically likely to be treated worse? Similarly if you're a man and you have a leadership role at a horse club you're statistically likely to be treated worse?
        username90 6y ago
        Thought experiment: These biases are mostly shared among people so you got them in yourself. Instead of thinking "What is the ideal software engineer", think "what is the ideal feminine software engineer" and "what is the ideal masculine software engineer". The picture in your head will be very different. If you are a woman you will be compared to the ideal feminine engineer while as a man you get compared to the ideal male one. The prime example is the term "bossy", women get called this since they are expected to be much more cooperative than men. I think a very big issue right now is that we use men as a standard and say "when women use male strategies they get pushback for being too masculine", instead to gain individual success they should try to be like successful women. In an ideal society this wouldn't be the case, but as is these biases exists and so you have to work with them. And as a personal anecdote, when I looked for jobs as a new grad when I used more cooperative and less personal excellence I didn't get any callbacks. I got lots of callbacks when I focused on personal excellence though. Its as if companies assumed I was less competent just because I talk about teamwork, because their ideal masculine software engineer wouldn't talk like that. You can see here how it works: https://hbr.org/2018/10/how-men-get-penalized-for-straying-from-masculine-norms https://hbr.org/2018/10/how-men-get-penalized-for-straying-f... Edit: The moral of the story is that when we tell men to be more feminine and women to be more masculine we just hurt them. Men and women aren't evaluated by the same metrics. People told me "Companies expects you to be a teamplayer, try to highlight that!", but it was clearly wrong and didn't help me at all.
  - thu2111 6y ago
    That's the opposite of what happens. My own experience has been that women benefit dramatically from a "being a woman" bias that makes them much more likely to be hired - exactly what this study now quantifies - and in addition be basically unfireable even if they have severe skills or attitude problems. The whole idea that there's a competency bias towards men is false. What's actually being observed is that women are hired even when they aren't competent, to please feminists and diversity advocates, which then by definition would make men "appear" more competent even if they were of only average competency.
raxxorrax 6y ago
Wouldn't you need to have evidence of discrimination before you start to discriminate against other groups in the name of women? Women might actually get a backlash for that and you have the classic self-fullfilling prophecy. Why not try a revolutionary approach and treat people equally, everyone to their best ability as their conscience allows? We would need to scrap esoteric models about bias and have very simple rules that everybody understands?
- pseudalopex 6y ago
  Do you mean evidence or indisputable proof?
  - raxxorrax 6y ago
    The quality of evidence needs to be very, very high to justify discrimination in my opinion.
    - throwaway2245 6y ago
      And if people responsible for awarding research grants within tech decide not to investigate whether there is discrimination against women, or tech companies decline to give full access to their data. Then the quality of evidence that you demand can't exist - in that case, should nothing be done about it?
      - raxxorrax 6y ago
        Maybe it is hard to generate, but without it you have no basis to justify your discrimination. I think that people specifically denied policies that allows it by intrinsic discrimination is a very good and sensible step and should continue to be regarded as the better approach. If you want to discriminate without sufficient evidence, I am plainly not with you on this. It is the simplest form of power play to treat people differently because it breeds jealousy. Jealously can lead to discrimination as well. You can do that as a team leader and be sure that people are more concerned with each other than holding you accountable. This is actually a common behavior in corporate office culture which had many tech flee the premises because they had a choice.

username90 6y ago

Your assumption relies on the women getting into the field are the best women. I don't see why that would be true. The fields with many women like law, medicine or psychology are much harder to get into than computer science or engineering so most of the best women likely ends up there.

nashalo_nighly 6y ago
Given that as a woman you don’t benefit from the “competency bias” and constantly has to prove yourself (which is not necessarily bad), combined with the fact that many women simply walk out of careers in computer science and physics because of sexism/harassment, you could consider that the women left are indeed more competent than the average man in the industry.
- username90 6y ago
  Women do benefit from likeability bias though, and likeability is certainly a factor when hiring and firing. As for fake resume studies, the problem with those is that male and female resumes are evaluated differently. If they made a male looking resume and sent it out with a female name it will do badly. But a female looking resume with a male name will also do badly.
  - KittenInABox 6y ago
    What does a male/female looking resume mean? (Genuinely asking. I can't imagine that a female engineering accomplishment is vs a male engineering accomplishment.)
    - SuoDuanDao 6y ago
      I'm curious also, but anecdotally, women were over-represented in my engineering school's societies and probably under-represented in design competitions.
    - username90 6y ago
      There are plenty of research done on gendered words. Like highlighting your own personal excellence or skill is more masculine etc. There are also of course that men and women tend to have different hobbies and therefore spends their free time doing different things. So one new grad might have done some leadership roles in a horse club while the other maybe did some chess competitions. https://www.idealrole.com/blog/gender-job-ads https://www.idealrole.com/blog/gender-job-ads
      - KittenInABox 6y ago
        Does this mean if you're a woman and you highlight your own personal excellent in your resume you're statistically likely to be treated worse? Similarly if you're a man and you have a leadership role at a horse club you're statistically likely to be treated worse?
        username90 6y ago
        Thought experiment: These biases are mostly shared among people so you got them in yourself. Instead of thinking "What is the ideal software engineer", think "what is the ideal feminine software engineer" and "what is the ideal masculine software engineer". The picture in your head will be very different. If you are a woman you will be compared to the ideal feminine engineer while as a man you get compared to the ideal male one. The prime example is the term "bossy", women get called this since they are expected to be much more cooperative than men. I think a very big issue right now is that we use men as a standard and say "when women use male strategies they get pushback for being too masculine", instead to gain individual success they should try to be like successful women. In an ideal society this wouldn't be the case, but as is these biases exists and so you have to work with them. And as a personal anecdote, when I looked for jobs as a new grad when I used more cooperative and less personal excellence I didn't get any callbacks. I got lots of callbacks when I focused on personal excellence though. Its as if companies assumed I was less competent just because I talk about teamwork, because their ideal masculine software engineer wouldn't talk like that. You can see here how it works: https://hbr.org/2018/10/how-men-get-penalized-for-straying-from-masculine-norms https://hbr.org/2018/10/how-men-get-penalized-for-straying-f... Edit: The moral of the story is that when we tell men to be more feminine and women to be more masculine we just hurt them. Men and women aren't evaluated by the same metrics. People told me "Companies expects you to be a teamplayer, try to highlight that!", but it was clearly wrong and didn't help me at all.
- thu2111 6y ago
  That's the opposite of what happens. My own experience has been that women benefit dramatically from a "being a woman" bias that makes them much more likely to be hired - exactly what this study now quantifies - and in addition be basically unfireable even if they have severe skills or attitude problems. The whole idea that there's a competency bias towards men is false. What's actually being observed is that women are hired even when they aren't competent, to please feminists and diversity advocates, which then by definition would make men "appear" more competent even if they were of only average competency.

raxxorrax 6y ago

Wouldn't you need to have evidence of discrimination before you start to discriminate against other groups in the name of women? Women might actually get a backlash for that and you have the classic self-fullfilling prophecy. Why not try a revolutionary approach and treat people equally, everyone to their best ability as their conscience allows? We would need to scrap esoteric models about bias and have very simple rules that everybody understands?

pseudalopex 6y ago
Do you mean evidence or indisputable proof?
- raxxorrax 6y ago
  The quality of evidence needs to be very, very high to justify discrimination in my opinion.
  - throwaway2245 6y ago
    And if people responsible for awarding research grants within tech decide not to investigate whether there is discrimination against women, or tech companies decline to give full access to their data. Then the quality of evidence that you demand can't exist - in that case, should nothing be done about it?
    - raxxorrax 6y ago
      Maybe it is hard to generate, but without it you have no basis to justify your discrimination. I think that people specifically denied policies that allows it by intrinsic discrimination is a very good and sensible step and should continue to be regarded as the better approach. If you want to discriminate without sufficient evidence, I am plainly not with you on this. It is the simplest form of power play to treat people differently because it breeds jealousy. Jealously can lead to discrimination as well. You can do that as a team leader and be sure that people are more concerned with each other than holding you accountable. This is actually a common behavior in corporate office culture which had many tech flee the premises because they had a choice.