The problem with enforcing these policies when we agree with them is we have to enforce them when we don't agree with them.
But working with people who say you don't deserve to be there is not.
James explicitly complained about "hiring practices which can effectively lower the bar for 'diversity' candidates by decreasing the false negative rate". Decreasing the false negative rate categorically does not lower the bar, it just makes the bar more accurate.
In making that statement however, James told everyone hired through that program that he thinks they're not good enough to work at Google.
Not sure I'd silo this as a tech culture thing. Education has been shown to negatively correlate with conservatism so it'd be reasonable to expect to see low numbers of conservatives in any field with higher educational barriers.
http://www.people-press.org/2016/04/26/a-wider-ideological-g...
In the US republican affiliation is (or used to be) actually more closely tied with college education and higher income and that is the "fiscal conservatism" (basically lower taxes). Of course higher education levels and income also correlate quite closely with ethnicity and whites are mostly republicans....
Basically the political divisions have become quite ethnically polarized so the usual correlation between actual socio-economic interest and party affiliation don't hold the way one would expect.
https://yougov.co.uk/news/2017/04/25/demographics-dividing-b...
Now Edward may secretly be bigoted against short people, perhaps some of this bias came through in his memo. On the other hand, he might just not be as smart as he thinks he is, and is really just a poor communicator and makes bad decisions.
It might be a bit of both, but we're much more confident about the poor judgement side of it.
Knowledge and expertise is transferable to aid in developing understanding of a new area of thought, however knowledge and expertise in one area is not automatically transferable to expertise in another area.
This may have been a nuance James missed, Google is open to _external_ social woes.
Although he had some bad ideas it was a long memo with some valid concerns.
> Had Edward used the proper internal channels, his bad ideas would have reached the people in charge of policies and he'd have a chance to debate them and be proven wrong.
There is the crux of the problem. In a genuine discussion about these issues both parties would have left the table uniquely enlightened about heightism issues. Edward wouldn't have had to defend [the portion of] scientifically correct ideas and would have been more open to correction on his assumptions/biases. Likewise, management would have been able to more accurately understand and tackle the problems that short people face as elevator operators.
The reason this person was fired was not because of the argument they outlined, but because they communicated this position via a long, widespread memo without appreciating the ramifications of doing so. The "hostile workplace environment" part isn't the argument per se, it's the fact that they're asserting this very publicly in a decontextualized way.
The employee could have written a 20 page memo about coffee being poisonous, and how it shouldn't be allowed at Google functions, with all sorts of scientific support they marshaled, and if they sent it out in the same way I guarantee that they would get checks on their "socially incompetent and unpleasant to work with" list, even if they wasn't outright fired for doing so.
Now, instead of coffee, you're talking about gender and sex, where there are people in the workplace who have reason to feel threatened. This doesn't mean those women are correct, or that the memo-writer's position is incorrect, but that writer distributing that memo in that way shows a lack of appreciation for social behavior.
Add to this that Google is a private company, and that employee is asking to be fired.
It's really simple: they could have kept the same opinions, and brought them up at specific times, with a limited subset of people, when it was practically relevant--such as when discussing a specific hire, or when the topic is being discussed with a limited number of need-to-know people.
Frankly, this is a time when I think how you talk about minorities in the workplace does matter. It's not thinking there shouldn't be quotas that's the problem, it's how you bring that up.
I can completely agree with this. It was a very disruptive (not the good kind) message - he likely exasperated the problems that quotas cause for other employees. The article mentions that the diversity manager should also be sacked and, while I never like to imply that should be done, someone did hand Edward a loaded gun; a person that was hired to prevent situations like that from happening.
It's an inherently unfair game. It doesn't matter how many crisis did she prevent, she didn't prevent one and that should not be enough to fire her.
Having said that, I assume this was not the first time he expressed his opinions about diversity hiring. The company should keep an eye on this kind of sentiment and use the information to guide its own behavior. If I knew diversity hires were creating such perceptions, I'd boost internal campaigns to better inform the workforce of the methods and intended results, as well as publish indicators that allow a fair assessment of its results.
I don't think, for a second, the bar was lowered. It's just that there is more than one bar.
These discussions happen. It's just that Edward was never invited to them. His lack of knowledge ended in him making the assumption no discussion was ever held and that corporate policies were decided by whim and prejudices.
It's entirely possible this happened and he just didn't change his mind.
Unfortunately, Edward decided to try to start a mutiny and share his dissent with the whole company, alienating and insulting a significant part of its workforce, hoping a majority would side with him. Some asked to be removed from all projects Edward took part in, others wanted to punch him in the face. The result, unfortunately for Edward, was that it was very hard for him to stay at the company because very few people wanted to work with him.
While I agree his firing is a rather unfortunate consequence of all this, and that it'd have been much better had Edward changed his mind in accordance to the current understanding of how height relates to anxiety about escalator operations instead of publicly attacking company policies. Unfortunately, that's not how Edward proceeded.