4 ms·

Man I'd love to see the data from the outcome of that study you mention. That seems really interesting. Reminds me of that anecdote about something like 80% of

by bradhe 6y ago

Man I'd love to see the data from the outcome of that study you mention. That seems really interesting. Reminds me of that anecdote about something like 80% of engineers consider themselves to be exceptional compared to their peers.

prepend 6y ago
This was our internal data and internal questionnaires in a group of about 1000 with 200 responses. I wish there was more research in this area. I’ve found a hard time with HR type data as it’s all either too general or so specific it’s never published or shared. I’ve wondered about programmer efficiency for decades now and wish there was some objective way to measure. I’ve never been part of a programmer labor lawsuit but I wonder how that would go as it’s really common for people with similar titles to make very different pay and it’s usually based on completely subjective measures of impact. But my basic understanding of this stuff from business school is that the onus is on the employee to prove a pattern and just “my boss subjectively pays me less” is perfectly legal. The cases I know of are ones like WalMart’s sex discrimination case [0] that was eventually won (or lost if you’re Walmart) based on the ease of measuring gender (compared to race) and the size of the organization. I think part of the issue is measuring race and ethnicity is hard. Many people’s race and ethnicity aren’t necessarily widely known so informal methods of looking at the company prof pics isn’t definitive. It’s also hard because race is self-selecting so if someone responds to a survey there’s not really anything that can be done to qualify responses unless they are specifically claiming tribal nation status. [0] https://en.wikipedia.org/wiki/Wal-Mart_Stores,_Inc._v._Dukes https://en.wikipedia.org/wiki/Wal-Mart_Stores,_Inc._v._Dukes

by bradhe 6y ago

prepend 6y ago

This was our internal data and internal questionnaires in a group of about 1000 with 200 responses. I wish there was more research in this area. I’ve found a hard time with HR type data as it’s all either too general or so specific it’s never published or shared. I’ve wondered about programmer efficiency for decades now and wish there was some objective way to measure. I’ve never been part of a programmer labor lawsuit but I wonder how that would go as it’s really common for people with similar titles to make very different pay and it’s usually based on completely subjective measures of impact. But my basic understanding of this stuff from business school is that the onus is on the employee to prove a pattern and just “my boss subjectively pays me less” is perfectly legal. The cases I know of are ones like WalMart’s sex discrimination case [0] that was eventually won (or lost if you’re Walmart) based on the ease of measuring gender (compared to race) and the size of the organization. I think part of the issue is measuring race and ethnicity is hard. Many people’s race and ethnicity aren’t necessarily widely known so informal methods of looking at the company prof pics isn’t definitive. It’s also hard because race is self-selecting so if someone responds to a survey there’s not really anything that can be done to qualify responses unless they are specifically claiming tribal nation status. [0] https://en.wikipedia.org/wiki/Wal-Mart_Stores,_Inc._v._Dukes https://en.wikipedia.org/wiki/Wal-Mart_Stores,_Inc._v._Dukes