The key to hiring females: Have a product that appeals to females. It doesn't seem like rocket science in this case. I don't want to down play hiring female en

The key to hiring females: Have a product that appeals to females. It doesn't seem like rocket science in this case. I don't want to down play hiring female engineers or hiring for diversity. I think both of those are important. I graduated from college over 10 years ago but the reality then was that females made up a very minor percentage of my computer science/engineering class. It must've been somewhere around 5% (definitely below 10%). Of the ones I knew that started their careers in software engineering, many (if not most) left programming for other tangential careers. That is, they went to business school and then came back to the industry as product/program managers. Is that bad or is that good? Should we encourage one over the other? I imagine that, over time, the percentage of women who stay in engineering dwindles significantly. Considering that the initial percentages you are working with out of school is already small, think of how much you're limiting your application pool if you're looking for an experienced female software engineer. Most of the good ones are probably already working at the large tech companies since they do a good job of grabbing these women right out of school. While we're talking about diversity, what about other forms of it? How many african-american/latino/native-american engineers do you see in Silicon Valley? Why don't we talk about this more? Isn't there value in diversity across ethnicities? Latinos are the fastest growing segment in America.