[Udik]

I'm not sure where you read all this. In his post [1] DHH says:

1) that the list was a mistake and that they've learned and moved on.

2) that "I was dismayed to see the argument advanced in text and graphics on [Employee 1’s] post that this list should be considered part of a regime that eventually could lead to genocide. That's just not an appropriate or proportionate comparison to draw"

3) that "the vast majority" of the names in the list were in fact of Anglo-Saxon or white background.

So he acknowledges, apologises and de-escalates. And points out that there is nothing racial about the list. What should he have done more, or differently?

[1] https://world.hey.com/dhh/let-it-all-out-78485e8e

[throwaway_r9RF]

My take on what the disagreement is about is that while there is agreement that the "Best Names Ever" list was inappropriate, there is disagreement about _why_ it was inappropriate. The founders seem to think it was inappropriate because making fun of your customers behind their back is not nice, but that it was not racist. The other contingent seems to think that in addition to being disrespectful of their customers, it was also racist. That contingent feels that in order to work towards a less racist future it is important to acknowledge past acts of racism.

Two other details I find interesting:

  - In the post you linked to, DHH specifically talks about the Asian names on the list.

  - The only attributed statements I've seen from any non-founder employees are from Jane Yang.

My guess here is that Jane is Asian, that she is likely one of the most involved employees in this situation, and that she feels that the inclusion of Asian names on the list constitutes anti-Asian racism. DHH clearly disagrees about the last point. If I'm right, this is a case where a white man is telling an Asian woman that comments she believes reflect anti-Asian bias are not racist. In my observation, white men telling minorities what is and is not racist is one of the surest ways to enrage those who feel passionately about racial justice issues.

[Udik]

> In my observation, white men telling minorities what is and is not racist is one of the surest ways to enrage those who feel passionately about racial justice issues.

Might well be, and yet this doesn't mean the "white men" are always wrong. If the vast majority of the names in the list belong to Western whites, and only a few to Asians, does it make sense to claim the list is racist? I don't think so. And why should someone admit (and thus confirm) a non-existent but very serious moral failing, just to appease an angry employee? With all that it entails: once something has been confirmed to be a moral failing, the same judgement automatically applies to all similar instances. We're seeing where this is going.

[bytelines]

Thanks for sharing that - I hadn't read that particular post and it's very thoughtful and well articulated, and facts there are indeed surprising, such as the vast majority of the list being Anglo-Saxon.

To your question, I think it is the consequences of closing such a discussion that he leaves unaddressed. Does the company still value your opinion? Do you matter?

I honestly think, as DHH hints, that being able to 'rehumanize' might avoid even having to ask these questions.

[ALittleLight]

This all seems very absurd to me. I can't imagine working at a company where I'd even be notified if CS had kept a list of funny names, much less expect owners to weigh in, repeatedly, about the attendant moral issues.

It's unprofessional, shouldn't have been done, we're stopping it, if people recreate it that will have appropriate consequences. Done. What's the point of even mentioning this trivial thing again?

[dgroshev]

Power. The point is power. Step 1: note an issue. Step 2: show how the issue is on a direct path to genocide. Step 3: as the issue is now connected to genocides, it should never happen again. Obviously the best way to ensure that is to have someone special (or, say, a committee) in a position of power.

I'm not even saying it's a cynical play, it's extremely easy to forget to reflect on it and just think you're doing the right thing all along. The outcome is still the same though.

[Udik]

> I think it is the consequences of closing such a discussion that he leaves unaddressed. Does the company still value your opinion? Do you matter?

It seems he clearly proved that those opinions matter, if he recognized the mistake, recognized the validity of some of the points made, and apologised.

What I've observed in this and other well known instances of "social justice" protests (I hope it's the best neutral term to describe them) is that there seems to be no endgame accepted by the protesters. No apologies are ever accepted without an explicit or implicit transfer of power to them. An example of an explicit transfer of power is setting up some commission or bureaucratic structure where the protesters or people they trust will be enrolled; and resignations represent an implicit transfer of power (the recognized power to make someone lose their job, which is not a small one).

Compare this with normal workplace dynamics. You can complain inside your workplace for many work-related reasons (workload, bad management, pay, etc.). Your complaints can be openly discussed, legitimately rejected, or acted upon. But in any case a change in the hierarchy or in the company structure is not something you expect. It can happen (very rarely) or not, and you might be satisfied with the responses or the changes or not, and if you don't like the answers after a while you might decide to move somewhere else. You don't consider unacceptable that the company doesn't see or address your point of view. At some point the discussion ends and that's it. This is not what happens on social justice complaints, and I think it's toxic (in the workplace, but in general everywhere).

[bytelines]

I can't really comment about other "social justice" protests because frankly I don't really care about them, but yes this absolutely is about power.

What DHH neglects to address is that he's claiming the power to silence. "we had to close down this channel" or "discussions are being moved".

I like your idea of comparing this to a normal workplace dynamic. What if you get the rare change you wanted to see, but in exchange there is a new policy: no more discussions like this? Yes, your ideas about devops or whatever were fine, we're making a change, and now please never discuss our product development process again.

At the very least, does the change you 'won' feel genuine?