Some Microsoft employees are criticizing the company’s efforts to increase hiring from underrepresented demographics to diversify its workforce, according to messages leaked to Quartz.
Sentences started by an as-yet-unnamed female program manager posted on an internal Yammer message board in January and April that white and Asian men are being penalized or overlooked because of hiring practices that pay the manager for hiring people outside those organizations. (Quartz did not name the employees who are apparently identified in the messages.) Furthermore, the employees question the value of diversity in general: “Many women are simply not cut out for the rat race organizations, so to speak , and those who have. not because of ‘father’s head,’ because men and women are not one.” It follows that it is an “established fact” that “certain types of thought process and problem solving required for technology of all kinds (software or otherwise) are less common among women,” and women are not interested in engineering jobs.
The truth of the arrangement?
Of course, these claims seem to ignore the evidence showing how inequity permeates the hiring and workplace. Research has shown Only having a male name produces a more positive evaluation of a job application, having a male presenter produced more positive reactions to the adand the managers skew their judgment criteria so as to favor men. Software developer if you don’t happen to be white and male is paid less than white men, and women, unlike men, are there looked at the wall when they tried to negotiate a higher salary.
Until the mid-to-late 1960s, programming was seen as a sensible career choice for intelligent women, offering greater prospects and opportunity than many other lines of work. It was born of the clerical work-after all, just typing-and here there is no interest to men, who busy themselves with building the hardware. Indeed, programming has even been touted as something best for women: programming pioneer Grace Hopper once described software development as “like setting dinner. You have to plan ahead and organize everything so that it is ready when you need it,” concludes that “Women are ‘creatures’ in computer programming.”
With men who know that computing has the potential to be a profitable field, barriers to women were made, such as punishing women who have taken few math classes or favoring those whose behavior tests show that they are not interested in human interaction. This saw the percentage of female computer engineers drop from 37 percent in 1985 to 18 percent in 2011.
Even this phenomenon is not universal: 27 percent of Bulgarian and Romanian IT professionals are women, with some arguing that this is a legacy of the communist era, when women and men alike were encouraged to be engineers. In India and Malaysia around 50 percent of computer scientists are women.
So the Microsoft employee’s “established fact” that women are underrepresented in software engineering because they’re not interested seems to be anything but. The (if unconscious) sexism, the promotion of the concept of science, technology, and engineering as being “for the boys,” and workplaces in which women are often persecuted, overlooked, and discouragement with little or no return better attests to any particular need. of interest.
A reckoning for the industry as a whole
Microsoft recently brought to mind a similar memo that went viral on Google in 2017. That memo argued that there are natural differences between men and women, and that this is why few women are work at Google. The author of the memo, James Damore, was later fired. He complained to the National Labor Relations Board and sued Google. Both the complaint with the NLRB and the lawsuit were later dropped, with Damore seeking redress through private arbitration instead. Although the NLRB’s complaint was dropped before the ruling was delivered, the NLRB published a memo saying that Damore’s shooting was legal.
Microsoft, by contrast, is said to have taken little or no action in response to the message board posts. This practice is itself a criticism, with one employee telling Quartz that “HR, Satya, all the leaders are sending emails that they want to have a close culture, but they don’t want to take any action other than talking about it. “
This complaint of dysfunction mirrors allegations made in another Yammer thread, in which female employees say they are often overlooked for promotions and that perpetrators of sexual harassment are not punished by HR. This reflects the complaints made in the long-standing lawsuit against the company. Plaintiffs in that lawsuit said that out of 118 gender discrimination complaints filed between 2010 and 2016, only one was found by Microsoft HR to have any merit, and further, that even when internal investigations confirmed claims of harassment, no action is taken in response.