Manuel_D

40 ms·

721.
by Manuel_D 2y ago
> So your contention is that the government regularly requires companies to undertake otherwise illegal activities, and that it would be illegal for the company to voluntarily follow a similar set of policies? Not regularly, only when co
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by Manuel_D 2y ago
> You can justify this numerically, right? Like, You have some data to back this up, right? Like you aren't just entirely making up a boogeyman, right? You have some evidence beyond your personal dissatisfaction and disapproval that
723.
by Manuel_D 2y ago
> I don't actually see any justification for saying a delayed hiring process would be discriminatory. So I can institute a policy of delaying offers to pregnant women for 9 months? > Unless you were to try and claim that the inte
724.
by Manuel_D 2y ago
> But the policy you describe uses protected class as a factor, and results in, for example, atheist applicants being less likely to be hired than before. No it does not. When orchestras put a veil between the auditioner and the evaluat
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by Manuel_D 2y ago
There is no inconsistency at all. A policy that uses protected class as a factor, in any way, is discriminatory. > But elsewhere, you've said that changing hiring processes to ensure that URM and women are searched out and interview
726.
by Manuel_D 2y ago
There is no zero sum of discrimination. In the above example, removing the coin-toss for Catholics removes the discrimination against Catholics, but does not add any discrimination against other groups. Your example of India's caste ba
727.
by Manuel_D 2y ago
The Excalibur 155mm artillery shell is supposedly subject to twice as much acceleration as the spin launcher, and it has a solid rocket motor. So it's probably possible. But solid rocket motors are less efficient than liquid fuel.
728.
by Manuel_D 2y ago
There's some pretty fundamental problems with spin launch. Atmospheric drag is greatest at sea level, and drops as altitude increases. A traditional lift vehicle is traveling slowest during the early parts of its ascent, and starts re
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by Manuel_D 2y ago
One company outright designated a segment of engineering headcount as exclusive to women and URM candidates. Managers were prohibited from fulfilling this headcount with Asian and white men. This was done despite having an overrepresentatio
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by Manuel_D 2y ago
> Consider, for example that need-based scholarships are perhaps one of the clearest examples of a equitable, but explicitly unequal program. Should they be removed, or perhaps is there some legitimacy to this "equity" thing? T
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by Manuel_D 2y ago
Unfortunately, the incorrect implementations are much more common in my experience. Out of the 4 companies I've worked at 3 carried out explicit discrimination under the banner of DEI. > For example this has been pretty effective in
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by Manuel_D 2y ago
Isn't this what creative directors do? E.g. the creative director at a game development studio isn't creating art assets, they're directing other artists to produce art in a particular style or theme. Likewise, sculptors and
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by Manuel_D 2y ago
An inequitable outcome is not proof of bias or discrimination. Ask a group of high school kids to solve a quadratic equation, and there won't be an equitable distribution of correct answers. Unconscious biases can be eliminated through
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by Manuel_D 2y ago
Actually, it's still illegal to engage in discrimination even if it's done to avoid disparate impact liability: https://en.m.wikipedia.org/wiki/Ricci_v._DeStefano This is why disparate impact tends to cause i
735.
by Manuel_D 2y ago
> This is wrong, and based on a (largely deliberate) misunderstanding of what DEI is. DEI is not a push to have quotas You do not get to unilaterally decide what DEI is and is not. At 3 out of the four companies I've worked at DEI c
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by Manuel_D 2y ago
> scoring people fairly and literally against interview questions, that form a fraction of the whole candidate ranking process, are literally exactly what “DEI initiatives” in HR were meant to do. I don't doubt your lived experience
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by Manuel_D 2y ago
> So, maybe, not less intelligent, but, maybe, a poorer fit for a software engineer position than a person less "people oriented" and, therefore, that a lot of the women working as software engineers at Google were hired over m
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by Manuel_D 2y ago
> their thesis that women are objectively inferior engineers This is not even remotely what the memo said. The thesis of the memo is that not every gender disparity is due to bias or discrimination, and that directives to achieve equitab
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by Manuel_D 2y ago
I'm not sure about th NSF, but at 3 of the 4 companies I worked at DEI initiatives were explicitly discriminatory. One prohibited white and Asian men from a segment of our headcount. Another set specific percentage quotas for women in
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by Manuel_D 2y ago
> In 2022, gay and bisexual men accounted for 67% (25,482) of the 37,981 new HIV diagnoses MSM make up ~5% of the population but ~2/3rds of HIV diagnoses. Yes, this is an order of magnitude disparity in diagnoses. https:/&#x2F
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by Manuel_D 2y ago
But when the text does indicate that our hypothetical 78 year old is forgetful, the de-biased model is less accurate. Check the two rightmost columns under "bias unlearning results". The de-biased model was less likely to give the
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by Manuel_D 2y ago
It's from the bias set linked in the article: https://arxiv.org/abs/2110.08193
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by Manuel_D 2y ago
There's a difference between bias and area of focus. A math test that asks questions about trigonometry is not "biased" towards trigonometry, as compared to a math test that asks questions about probability. Selecting topics
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by Manuel_D 2y ago
Sure, but plenty of the "biases" mentioned in the paper are factually correct. Ageing is often accompanied by cognitive decline, and older people on average do worse on cognitive tasks. Gay men do, in fact, contract HIV at rates o
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by Manuel_D 2y ago
Some interviews I've encountered consisted of uploading code that gets executed on a remote server. Grading is exclusively done on the correct output, runtime, and memory usage. This is a truly anonymous interview that cannot be biased
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by Manuel_D 2y ago
It's not that the "tech bros" don't understand the problem. It's that DEI advocates tend to misstate the problem they're trying to solve. > The only things that do reduce discrimination in the short term is
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by Manuel_D 2y ago
The most commonly cited study is the McKinsey survey. But they didn't release their actual data set until years after publication, and when they did their analysis was thoroughly criticized: https://econjwatch.org/File+
748.
by Manuel_D 2y ago
> Hiring disparity is a metric that's measured at a much higher level than any individual organization. And how do we know if the hiring disparity is due to bias? The details of the hiring process are absolutely relevant, because th
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by Manuel_D 2y ago
I re-read the wiki page on the DSA multiple times. It does explicitly spell out that at least one "diverse" candidate must be on the slate for each role. Yes, candidates are considered for multiple roles as they go through the hir
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by Manuel_D 2y ago
Again, deliberately engineering equitable demographics of the entire engineering org is illegal discrimination. Scope is irrelevant. You cannot use protected class as a factor in hiring, not in a single hiring decision nor in the broader sc

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