"Diversity programs in tech are a bit cruder. They often rely on the idea that issues like sexism can be solved just by having equal number of men and women in high-status occupations like tech. And by celebrating different identities with special events and programs.
To me this is ridiculous. Maybe the number of women in tech is symptom of the industry’s sexism. But even if that’s true, why would adding more women solve that problem?
I once worked in a tech company that had a lot of women. They even won awards for diversity. But the numbers concealed a darker truth. The reality is the women there were harassed and paid less than men who did the same (or lesser jobs). It’s a story I’ve heard repeated numerous times: young idealistic woman excited to join tech company with lots of women and then realizes the place is toxically sexist. On some level I’ve wondered if the diversity programs and stats are just covers for this kind of behavior.
Or to provide a way for companies to benefit by hiring women, both enjoying cheaper labor by paying them less and using them to tout their “diversity” efforts. It’s telling how many “women in tech” events are sponsored by companies in the midst of paygap lawsuits. I have very little interest in being used in this way personally.
Related: HR doesn't help anyone
FB: "The last diversity training I went to ever was one about “implicit bias” which was not just galling because the science behind it was bad but because the office was struggling with explicit bias. But I had to remind myself this wasn’t meant to be effective. It was meant to show they tried, when inevitably someone would sue the company for discrimination."
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