[throw_away_777]

I'd like to see your data supporting the assertion that qualified diverse candidates are rejected at greater rates. The thing is he wouldn't of been fired for arguing the opposite claim, this is clearly discrimination.

[smt88]

The data is incredibly easy to find and has been demonstrated for decades. It's an easy experiment: two identical candidates, one of them with an ethnic name (or actor) and one of them is white. It also consistently shows that white candidates do better than black candidates, despite having identical resumes.

This has been shown across society, including applications for housing, police stops, punishments in school, etc. I don't know why employment would be the one exception.

[throw_away_777]

Show me the data that this is true at google, which is the company we are talking about. I would be very interested to see this data.

[deong]

The burden of proof is on the side arguing there's something "special" about Google. The effect is present everywhere we've looked. Lacking any specific evidence to the contrary, it's present in Google hiring too.

[throw_away_777]

I don't usually like to ask for citations, but he said the data was easily found which is clearly false in this case. And there are good reasons to believe google, a company which hires a "VP of Diversity" might be different from the companies previously studied in entirely different industries with entirely different hiring practices and requirements. I know in academia, female applicants are favored in the hard sciences: http://news.cornell.edu/stories/2015/10/new-study-explores-g...

[smt88]

That's just absurd. The only people who have that data would be violating a contract by disclosing it, and I'm not even one of them.

[peacetreefrog]

read the summary on page 6

https://pmc.gov.au/sites/default/files/publications/beta-goi...

[stickfigure]

A couple quotes:

We found that the public servants engaged in positive (not negative) discrimination towards female and minority candidates

...

Overall, the results indicate the need for caution when moving towards ’blind’ recruitment processes in the Australian Public Service, as de-identification may frustrate efforts aimed at promoting diversity.

[ucaetano]

http://www.politifact.com/punditfact/statements/2015/mar/15/...

http://www.nber.org/papers/w9873