Friday, September 15, 2017

The Goolag Swamp






Goolag's James Damore

Listened to Joe Rogan interview James Damore about his recent firing from Google for questioning their diversity practices.

James thinks there are deeper reasons for population disparities in certain occupations than racism or sexism. For example, he notes that women are more cooperative, less assertive. He says Google, like many companies, rewards people for owning projects and seeing them through. There is far less of a reward for cooperating and helping on various projects. James says changing the reward structure to value cooperation more could get more women involved. James relates to this as he sees himself as less assertive and more cooperative too.

Rather than loosening standards for hiring people, he brought up issues like this as positive steps that could be taken to more fairly reward team players but was shot down.

Damore has been criticized for his piece on the subject as being unscientific. He stresses that his original writing was scientifically grounded and came with citations. Unfortunately, these citations were removed when others republished them.  He encourages people to verify what he says on their own.

JohnQuincy took up his offer and did find that studies showed that there were substantial differences between sexes when it came to cooperation:

www.psychologytoday.com - Sex Differences in Cooperative Behavior? Depends on Who's Watching

"while both males and females wish to gain the approval of their in-group members, the actions that are socially desirable differ across gender. Males wish to signal that they are formidable, while females wish to signal that they are cooperative."

James points out that many media outlets are not interested in the truth but are instead just pushing a narrative.

One area where James has been criticized is when he stated that women tended to be more neurotic than men. He points out that this is a well studied fact and that he was not using the term in the layman's sense, which is used to indicate craziness. Instead, he was referring to a one of the big five personality traits.

This personality trait is also known as emotional stability. Like other personality traits, it has both its good and bad points. For example, people with lower emotional stability are often positively viewed as dynamic personalities. One the bad side the are also seen as less stable.

Whether good or bad, studies back up what he says:

www.ncbi.nlm.nih.gov - Gender Differences in Personality across the Ten Aspects of the Big Five

Replicating previous findings, women reported higher Big Five Extraversion, Agreeableness, and Neuroticism scores than men. However, more extensive gender differences were found at the level of the aspects, with significant gender differences appearing in both aspects of every Big Five trait. For Extraversion, Openness, and Conscientiousness, the gender differences were found to diverge at the aspect level, rendering them either small or undetectable at the Big Five level. These findings clarify the nature of gender differences in personality and highlight the utility of measuring personality at the aspect level.

According to Damore, the big issue with Google diversity efforts was people predetermining the problem and how they would deal with it without looking at the facts. Since no real overt sexism could be found at Google, the diversity teams pushed ideas like unconscious bias and micro aggression being behind the lower levels of females involved in tech work. It became a stifling environment where people pushed leftist ideology rather then looking at facts.

Further, in off the record meeting, the diversity teams admitted to lowering standards in order to try and meet targets. James posits that people are hardwired to stereotype based on environment and that lowering of standards has a negative impact, one that will have many people questioning whether all females working in tech are truly qualified since some were hired using lower standards.

Diversity Blackmail - Many big companies use contractors to run diversity programs. James posits that these are often headed by activists that will blackmail companies into promoting ideological programs.

Here is an example in higher education:

www.cato.org - Affirmative Blackmail

The American Bar Association’s Council of the Section on Legal Education and Admissions to the Bar voted in favor of “equal opportunity and diversity” standards. Under these standards, any law school that seeks to maintain or acquire ABA accreditation will be required to engage in racial preferences in hiring and admissions, regardless of any federal, state or local laws that prohibit of such policies. 

Here is one involving a major corporation:

www.cnsnews.com - Jesse Jackson Accused of 'Shaking Down' Toyota

The company agreed to spend $7.8 billion over the next decade, or roughly a third more than what it currently spends, on a variety of programs to increase the hiring and training of minorities as well as the amount of business conducted with minority-owned equipment suppliers and advertisers.

In its press release, Toyota did not mention that Jackson had threatened an economic boycott of the company. 

James was targeted by activists within Google. They coordinated on a campaign of tweets, HR complaints and complaints to his management intended to shame him into silence, all for bringing up well researched differences between the sexes and how this knowledge could be used to truly
encourage more engagement by women in tech instead of relying on false ideology.

Rather than acknowledging studies like ones that show that prenatal testosterone in the womb may impact career choices, activists want to bend the truth to meet there predetermined narrative. On the left there is a trend of not accepting that there are biological differences. There is no acceptance for looking at things objectively. Instead, anything that challenges their preconceived notions is labeled as evil and witch hunts are conducted looking for villains.

There is no cost benefit analysis of these ideologically driven diversity drives. It is all about leveling outcomes no matter the price.

Shaming is the preferred tactic for silencing anyone who questions the narrative but this has taken a dangerous turn. While shaming may have its place in helping enforce societal norms, it was something that evolved in small tribal settings. With the modern internet, shaming of individuals can rapidly turn into a worldwide mob attack on one individual. Humans are not designed to cope with this type of mass shaming on a such scales.

Rather than learning from this situation, Google has decided to double down on its ideologically driven diversity efforts. They discriminate against anyone who is not left of center politically. They are doing things for brownie points on the left side of the political spectrum without truly addressing issues with people who are conservative being the main victims.

a·sym·me·try
/āˈsimətrē/
noun: asymmetry; plural noun: asymmetries
lack of equality or equivalence between parts or aspects of
something; lack of symmetry.

google

nonlinear benefits for working a little more per week.
nap pods

men become more obsessed with systems
men approach computer as a toy and become obsessed
women see as a tool to improve the world, not interested in
the pc as an end unto itself.

men fight for status
they will fight for high paying job for status

gender norms
Men
providers and protectors
need to be follow stricter gender norms

women
nurturers
do not need to follow as stric
eg tomboys

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