azima

you mean like the dozens of tools out there used by corporation's to approve and manage tweets that their social media teams send out.

It's now disportionately impacting white people, and in the 80s-90s it was disproportionately impacting black people which the US govt and media used to paint a negative image. So now it's hitting closer to home, so it's getting more attention and treated with a lot more sympathy.

yup. and there are many well-funded startups that pivoted to buying/selling data from all the non-rocketships out there.

i think it's more that he already has way more money than he needs. And needs to inspire confidence with employees and show his commitment to creating a better Twitter. to him it doesn't mean much financially, but he's probably hoping it shows that he's committed.

i mean maybe, just maybe, they're sick of being called insane, and being discounted like you and OP

quotas lead to inclusion. and inclusion is what's important. inclusion includes being represented at conferences.

seems like you're jumping through mental gymnastics to discount being more inclusive. none of that applies when you're actively going out of your way to be more inclusive of POC.

Not considering it important is ignorance. Cheers

It wouldnt be tolerated if it was spoken outright. Unfortunately its pretty easy for a hiring manager to dismiss someone officially because of something on her resume or in the interview officially, while being sexist or racist, or just having embedded biases in their head. Ive heard it often enough.

Be inclusive and not just try to hit quotas.

You know that brown people went through this years ago as did asians? We had to fight to be apart of society. Now we have the privelege of being "model minorities" while others don't.

She talks about being black because she is black and shes talking about her feelings and perspective. It's ignorant to dismiss that.

Unfortunately for many people of color. They dont have the same opportunities that a white or asian person would have so you cant understand their persoective so it's best to listen because there are thousands of examples out there. The more you listen to them the more youll learn.

And she's shitting on the industry for ignoring races while being inclusive to white women. It's obviously great that women are getting an opportunity but it's ignorant to ignore women of color.

Theyre speaking not because they have the most to win. Theyre speaking because they want to be equal, which they arent in the tech world and outside of it. they want to go from below equality to at equality, not above it.

Frankly, i'm embarassed when minorities speak from their privilege ignoring the fact that indians/asians have been through it until white america said "no no guys, these asians are cool". That hasnt happened with black people yet.

I read your post wrong before. It doesn't mean excluding black males. My other comment still applies.

They're talking specifically about someone competing with another person. There's no competition in this post, it's strictly about inclusion.

Not sure if sarcasm or not, but it's REALLY hard to understand wha ankther races experiences without listening and people who listen without being dismissive/judgemental are exceptionally rare.

Companies primarily hire out of networks/referrals. If your company is full of white guys, and their friends are very likely to be white guys, you end up hiring white guys.

Inclusion like in speaking at tech conferences for one...

To your last paragraph, that completely ignores intersectionalism in thag there isnt just 1 type of woman. There are many types of women and diversity efforts should be approached with that in mind.

And sure if you want to hit diversity quotas, then hiring asian men and white women does that. BUT, it limits the advantages of diverse companies and hurts society overall which is kind of the whole point of diversity. For diversity of opinions, no asian men and white women wont be sufficient. I suggest you read about intersectionality.

Well that's one of the issues, because people like yourself have a quota/percentage mentality, instead of a inclusion/diversification/look at how much we can learn from eachother mentality. And like another person said, tech companies dont only hire from california. Isn't it a bit silly that 20% of twitter's audience is black and probably the most active group, and their number of black employees is low, black executives is 0?

It's kind of ridiculous to not want to make the effort because the goalposts are always something more. And it's ignorant of the tech industry to "fix" diversity by only putting white women in roles or only asian men in roles to hit quotas.

Well yeah, she's obviously speaking from her position about something she sees and feels. Like most people, you're most aware of obstacles you face and less of others. She's fighting her fight. And obviously anyone reading that can apply that to other races/groups.

That applies too, but she's bringing attention to black women and directly speaking about how the tech industry is trying to fix the problem of women in tech and at the same time ignoring women of color. "solving" the problem of not a lot of women in tech by hiring white women, and completely ignoring black women doesn't solve the problem. Same thing applies to men - hiring asian men (the "model minority"), and ignoring black men doesn't solve the diversity problem.

you're speaking from your experience which is fine and YMMV, but it's useful to listen to hers about how she feels. Discounting others' experiences doesn't help. She's talking about feeling excluded from tech as a woman of color because tech has made a priority to include more women speakers, but has completely ignored that there are women of color who are ignored. The industry thinking that they're"solving" diversity by increasing women, but ignoring women of color are only solving part of the problem. The main point I'm making is inclusion matters, in the workforce and at conferences. And the benefit of having people of color speaking is being exposed to experiences and P.O.V.s from people of color. There are studies that show that people of color or from various backgrounds are better problem solvers because of adversity they've had.

Also, using anecdotal evidence from your circle of friends who have had positive experiences is dismissive of others who haven't.

no it isn't. she isn't competing with one person. she's bringing to attention that intersectionality exists and the tech industry isn't paying mind to it.

quote from that link: "Oppression Olympics also tends to ignore Intersectionality"