4 ms·

Take it to court then. Collect circumstantial evidence and allow for an objective ruling on discrimination and racism in the workplace. If the circumstantial he

by 2-tpg 6y ago

Take it to court then. Collect circumstantial evidence and allow for an objective ruling on discrimination and racism in the workplace. If the circumstantial he-said she-said is of any substance, you can prove your guilt. Don't do trial by (social) media. Especially when your accusations are incredibly heavy and damaging. Don't play judge when you are not capable of objectively looking at all the presented evidence. Coinbase presented their side of the story: nothing went to court. No investigation found anything of substance. If the circumstantial evidence was so strong to hold up in court, why didn't it? For the law, intent is of utmost importance. For (social) media, just "circumstantial evidence" of exhibiting patterns of discrimination is enough to act. It is not enough to act, if you are a decent person.

slg 6y ago
From the article: >Ms. Sawyerr said she had talked with four other Black employees about bringing a discrimination lawsuit against Coinbase, but the others backed out after being offered hefty severance payments in exchange for confidentiality agreements. It never went to court because almost everyone involved was incentivized for it to not end up in court. Going to court is often a difficult, expensive, and likely damaging path to pursue for victims of a variety of crimes. The lack of a court case has nothing to do with the amount of evidence or the truthfulness of the accusations here. >For the law, intent is of utmost importance. For (social) media, just "circumstantial evidence" of exhibiting patterns of discrimination is enough to act. It is not enough to act, if you are a decent person. Once again, you are factually wrong with this comment. People can be thrown in jail based purely on an overwhelming amount of circumstantial evidence and companies can be punished for discriminatory behavior even if there is documented proof that there was no intent to discriminate.
- 2-tpg 6y ago
  > Ms. Sawyerr said ... Of course she said that. Big bad company silenced her co-suiters with money, after their spy devision learned that she was bringing suit. Now she has no recourse to go court herself, she absolutely needed those four other employees. > The lack of a court case has nothing to do with the amount of evidence or the truthfulness of the accusations here. It allows me to disqualify it as hearsay, and it allows you to think they offered severance payments, with the purpose to keep legit actual racism out of the courts. Intent is of utmost importance for the law. Every lawyer and judge will agree to that. Punishment is increased for bad willful intent.
  - slg 6y ago
    I give up. Clearly there is no point to this discussion anymore if you are going to dismiss any possible reporting as hearsay if it isn't argued in court. So I will simply leave this from the American Bar Association.[1] > In contrast, a disparate-impact claim does not require proof of an intention to discriminate. Instead, showing that a facially neutral employment practice has a disproportionately adverse impact on a protected group states a prima facie case of unlawful disparate-impact discrimination. What do you know, intent isn't needed for a valid case of discrimination. [1] - https://www.americanbar.org/groups/gpsolo/publications/gp_solo/2011/september/disparate_impact_claims_adea/ https://www.americanbar.org/groups/gpsolo/publications/gp_so...

by 2-tpg 6y ago

slg 6y ago

From the article: >Ms. Sawyerr said she had talked with four other Black employees about bringing a discrimination lawsuit against Coinbase, but the others backed out after being offered hefty severance payments in exchange for confidentiality agreements. It never went to court because almost everyone involved was incentivized for it to not end up in court. Going to court is often a difficult, expensive, and likely damaging path to pursue for victims of a variety of crimes. The lack of a court case has nothing to do with the amount of evidence or the truthfulness of the accusations here. >For the law, intent is of utmost importance. For (social) media, just "circumstantial evidence" of exhibiting patterns of discrimination is enough to act. It is not enough to act, if you are a decent person. Once again, you are factually wrong with this comment. People can be thrown in jail based purely on an overwhelming amount of circumstantial evidence and companies can be punished for discriminatory behavior even if there is documented proof that there was no intent to discriminate.

2-tpg 6y ago
> Ms. Sawyerr said ... Of course she said that. Big bad company silenced her co-suiters with money, after their spy devision learned that she was bringing suit. Now she has no recourse to go court herself, she absolutely needed those four other employees. > The lack of a court case has nothing to do with the amount of evidence or the truthfulness of the accusations here. It allows me to disqualify it as hearsay, and it allows you to think they offered severance payments, with the purpose to keep legit actual racism out of the courts. Intent is of utmost importance for the law. Every lawyer and judge will agree to that. Punishment is increased for bad willful intent.
- slg 6y ago
  I give up. Clearly there is no point to this discussion anymore if you are going to dismiss any possible reporting as hearsay if it isn't argued in court. So I will simply leave this from the American Bar Association.[1] > In contrast, a disparate-impact claim does not require proof of an intention to discriminate. Instead, showing that a facially neutral employment practice has a disproportionately adverse impact on a protected group states a prima facie case of unlawful disparate-impact discrimination. What do you know, intent isn't needed for a valid case of discrimination. [1] - https://www.americanbar.org/groups/gpsolo/publications/gp_solo/2011/september/disparate_impact_claims_adea/ https://www.americanbar.org/groups/gpsolo/publications/gp_so...