> Everyone complains. If you're a white or asian male you get absolutely no help with getting hired in tech, getting trained for tech jobs, etc etc.
The argument goes that if you fall into one of those groups, you are generally helped by being what a lot of people think someone in that role should look like, at a minimum unconsciously and in some cases consciously.
It's not a full articulation of the dynamic behind people's backgrounds and what happens in a hiring process, and so it might not be the best idea to orient initiatives/activism entirely around that, but it's a pretty reasonable point of view.
> The argument goes that if you fall into one of those groups, you are generally helped by being what a lot of people think someone in that role should look like, at a minimum unconsciously and in some cases consciously.
That applies to every single occupation on earth. For instance, it is very unlikely that I will be hired as an English teacher, even though I speak perfect english and grew up in the states.
It's just funny that people want to practice selective diversity. "Hey we want clean high paying tech jobs! But we also don't want to encourage women to become sewage cleaners because those jobs aren't cool. What about the diversity in basketball, both college and pro? Shouldn't there be boot camps targeting asian males to increase diversity on campus?"
It's good that you admit this in public, and validating for women and minorities who are never sure if they weren't hired because they weren't good enough, or because the person doing the hiring was proudly racist or sexist.
> because they weren't good enough, or because the person doing the hiring was proudly racist or sexist.
Or because diversity initiatives have poisoned the hiring process/pool to such a degree that you have to be careful about the very people whose hiring you're supposed to encourage?
The argument goes that if you fall into one of those groups, you are generally helped by being what a lot of people think someone in that role should look like, at a minimum unconsciously and in some cases consciously.
It's not a full articulation of the dynamic behind people's backgrounds and what happens in a hiring process, and so it might not be the best idea to orient initiatives/activism entirely around that, but it's a pretty reasonable point of view.