[snowwrestler]

It feels awful to think that you might not get a job you wanted because of your gender or the color of your skin doesn't it? This can be a moment of introspection if you let it. Imagine feeling that way almost every day of your life.

There's a positive way and a negative to resolve the situation. The negative way is to impose hiring quotas, so that everyone--even white guys--feel the same fear of unfair denial. That's what you're talking about when you say:

> The proposed solution is to discriminate against people like me.

But there's another way. The positive way is for people to use their conscious intelligent mind to analyze and overrule the unconscious implicit biases that they grew up with, so everyone gets a fairer chance based on merit. For that to happen, a lot of people will need to a) believe it's a problem, and b) work out loud to fix it. Your comments are not moving the ball in that more positive direction, unfortunately.

> Please cite your sources.

http://lmgtfy.com/?q=why+do+women+leave+tech

[reefoctopus]

Thanks for the snarky link to your sources. That was uncalled for and entirely unhelpful. Most of the links I encountered cited that women left because it's a demanding work environment without a clear career path.

I have been in a position where I was overtly discriminated against because of my race and gender. It was in the early 90s and I was denied admission to a magnet elementary school that my older sister attended. The year I applied they took 50 out of 200. I scored 37th, but I wasn't chosen because diversity. There were lawsuits, and the practice was stopped. Now admissions are blind to race and gender. My younger brother also ended up attending that magnet program. It made a significant impact on the trajectory of my life, and it didn't feel any less terrible to be discriminated against because I am a white male.

A fairer chance based on merit isn't going to solve the gender / racial imbalance in tech. Tech is a meritocracy. Either your program works or it doesn't. The computer doesn't care at all whether or not you have "privilege."

[snowwrestler]

I'm asking you to care. Part of caring is doing the least bit of homework on this stuff, on your own. Here are some excerpts from within the first 5 links in that SERP:

-------

> One-hundred-ninety-two women cited discomfort working in environments that felt overtly or implicitly discriminatory as a primary factor in their decision to leave tech. That’s just over a quarter of the women surveyed. Several of them mention discrimination related to their age, race, or sexuality in addition to gender and motherhood.

http://fortune.com/2014/10/02/women-leave-tech-culture/

--------

> A Harvard Business Review study from 2008 found that as many as 50% of women working in science, engineering and technology will, over time, leave because of hostile work environments.

http://www.latimes.com/business/la-fi-women-tech-20150222-st...

--------

> I first learned to code at age 16, and am now in my 30s. I have a math PhD from Duke. I still remember my pride in a “knight’s tour” algorithm that I wrote in C++ in high school; the awesome mind warp of an interpreter that can interpret itself (a Scheme course my first semester of college); my fascination with numerous types of matrix factorizations in C in grad school; and my excitement about relational databases and web scrapers in my first real job.

> Over a decade after I first learned to program, I still loved algorithms, but felt alienated and depressed by tech culture. While at a company that was a particularly poor culture fit, I was so unhappy that I hired a career counselor to discuss alternative career paths. Leaving tech would have been devastating, but staying was tough.

> ....

> Here is a sampling of just a few of the studies on unconscious gender bias:

> Investors preferred entrepreneurial ventures pitched by a man than an identical pitch from a woman by a rate of 68% to 32% in a study conducted jointly by HBS, Wharton, and MIT Sloan. “Male-narrated pitches were rated as more persuasive, logical and fact-based than were the same pitches narrated by a female voice.”

> In a randomized, double-blind study by Yale researchers, science faculty at 6 major institutions evaluated applications for a lab manager position. Applications randomly assigned a male name were rated as significantly more competent and hirable and offered a higher starting salary and more career mentoring, compared to identical applications assigned female names.

> When men and women negotiated a job offer by reading identical scripts for a Harvard and CMU study, women who asked for a higher salary were rated as being more difficult to work with and less nice, but men were not perceived negatively for negotiating.

> Psychology faculty were sent CVs for an applicant (randomly assigned male or female name), and both men and women were significantly more likely to hire a male applicant than a female applicant with an identical record.

> In 248 performance reviews of high-performers in tech, negative personality criticism (such as abrasive, strident, or irrational) showed up in 85% of reviews for women and just 2% of reviews for men. It is ridiculous to assume that 85% of women have personality problems and that only 2% of men do.

https://medium.com/tech-diversity-files/if-you-think-women-i...

------

> I have been in a position where I was overtly discriminated against because of my race and gender.

Then you should be more empathetic to what women experience in the tech industry, but apparently it has made you less empathetic. Which is a shame because success is not zero-sum. In fact, the easier it is for smart women and minorities to succeed, the more great companies and coworkers we will all have.