To add, he also said elsewhere that he didn't like his job and was phoning it in and focusing increasingly on his art. He thought he was passed over because of his gender for a promotion... When he was openly phoning it in and writing comics about how his work culture sucked. Why would you promote someone with their foot out the door and who was badly misaligned with the organization? One or the other maybe (someone who doesn't like the work culture might be a good pick to improve it) but both? Why would you even be upset about it when your art is blowing up and going full time on it is clearly the right move?
Similarly he felt his TV show was cancelled after two seasons because it wasn't PC, but his show wasn't getting good viewership and had a terrible time slot. That's a pretty typical trajectory for a TV show, it's like complaining your startup failed.
He wrote a lot about explicitly magical thinking. Sort of along the lines of The Secret; that he could achieve things where the odds were against him through sheer force of will and wishing. That's not necessarily a problem but it does set you up for denial when things don't always go your way. And the denial is dangerous.
The later chapters of his life were marked by tragedy. His stepson died of overdose. His marriage collapsed. He lost the ability to speak and had to fight like hell to get a proper diagnosis and treatment (he later recovered). He went through COVID like the rest of us. Unfortunately these events would seem to have hardened and radicalized him.
I think we can understand and empathize with that without condoning it. I hope he found his peace in the end.
> He was directly told that he won't be promoted because he was a white man.
Even if that was true (I don't believe his allegation), that's just _one company_. He obviously considered himself a very intelligent and capable person, so it seems the obvious next step would be to go work basically anywhere else? The Dilbert comics never seemed to push the ideal of company loyalty, so I don't think he felt trapped by obligation there.
One only needs to look at the upper management and board of any fortune 500 to disprove the idea that only non-white women are getting promoted.
To put it simply, I do not believe his recounting of events. I think that he convinced himself that was the case, but the conversation did not actually happen as he remembers it.
I understand this might be unpopular, but I’ve been told exactly this… directly, to my face, on multiple occasions. The last time it happened, I asked for it in writing. Unsurprisingly, that request went nowhere.
Whether it happened to Adams specifically, I can’t say. But I can state with absolute certainty that this happens, because it’s happened to me repeatedly. Either it’s more widespread than people want to acknowledge, or I’m unusually unlucky.
And yes, it’s a radicalising experience. It’s taken considerable effort and time to regain my equilibrium when discussing these topics.
Could you share more about the context? When? For what position? In what sort of organization?
Personally the only time this has happened to me was when I applied to be a bartender and was told there was a quota for men and women and they had recently hired a man. And I just let that one go, partly because it was a lark and not a career move, partly because I could see the logic in it and chalked it up to the inherent seediness of the enterprise, and partly because my identity had opened a lot of doors for me in the past ("you look like Mark Zuckerberg" was a comment I got when I was hired at my first startup, in a sequence of compliments about my qualifications) so I wasn't bothered by it closing one.
I'm open to hearing other experiences though. I'm reserving judgment until I understand the context.
and, cards on the table, I will not redact company names because I don't really see the point, these are my experiences not rumours.
Here's two, there's one more but it's a bit too awkward to type out on my phone;
Elastic: there were two Lead SRE positions open, I was recommended to apply, so I applied (friend still works there). I passed the interviews and was offered the job, the other job was filled by someone internal; they rescinded the job offer after having a candidate who was just as qualified but was female. I was offered a position under her. I would have been happy to take the lower position if I hadn't been offered the other one (and accepted) and if it hadn't been on the stated basis that it was because they wanted a woman and that's why, nothing about personality, culture fit, approach or even skill fit.
Ubisoft Massive: I applied for an Architect position (a promotion), I was told that I need not bother applying as the position was only going to be filled when we found someone with a non-white ethnic background, and preferably a girl. This was not long after being told by HR that "my next hire had better be a woman" after hiring a 45+ year old white Swedish guy, so I should have known.
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For balance; I'll say that my ethnicity has helped me too once, I got a job at Nokia partially because I was natively English speaking, so it's all swings and roundabouts.
I don't know what to think of that but I believe you and find that behavior unacceptable. I think the way to improve inclusivity in the workplace is by casting a wider net so that you get applications from people you otherwise wouldn't (not to the exclusion of other applicants), not to change the hiring decision. Like how Roosevelt said he wanted a "square deal" meaning the deck is not stacked while leaving it to the individual to play their hand.
What makes his story unbelievable is that it happened in corporate America in the 1980s (that you have a different experience in 2020s Sweden is not really a counterexample to what makes his story hard to believe) combined with the fact that he is a famously unreliable narrator. He has previously offered conflicting narratives about similar scenarios, changing the story to be about race only in his later years.
Sure, that's why I can't say for sure if it actually happened or not.
People are not readily able to believe my experiences either (though, the political narrative is opening up to the potential for sympathy? I'm not sure).
These policies come in waves. The 90s in the UK was very "PC" as we'd say. I don't necessarily believe that all diversity initiatives happened in the 2010's and onwards.
That said, you're totally right nobody can truly know except him and who he spoke to. A sibling commenter mentioned that it could be a mealy mouthed middle manager trying to ascribe blame to $women for his own decisions; which I totally buy, even for my own scenarios to be honest with you.
> That said, you're totally right nobody can truly know except him and who he spoke to.
Let me be clear about this, I would definitely assume it did not happen without really strong evidence of the contrary. Based on my assessment of his character and the details of his story.
Assuming anything else is giving him way too much credit, and the effect of giving benefit of the doubt here is likely allowing a known racist to spread a false narrative that is based on lies and engineered to sow discontent.
I don’t see what’s wrong about either of these examples.
If diversity is your goal, and you have two equally skilled applicants of different sexes, you should choose the under represented applicant. Elastic made the right choice.
Likewise at Ubisoft, if you don’t explicitly make room for diversity at the top level of the company then you’re never going to get to an equitable state.
I disagree with the premise that these were acceptable decisions.
The Elastic situation wasn't "two equally skilled applicants". I'd already been offered and had accepted the position. Rescinding an accepted offer because another candidate better fits demographic targets is materially different from choosing between two candidates at the offer stage.
On the broader point: I understand the goal of achieving equitable outcomes. The question is whether the ends justify the means. Explicitly excluding individuals from opportunities based on immutable characteristics, whether in the 1960s or today, remains discrimination, regardless of which direction it flows.
If we're serious about equity, we need solutions that don't require accepting discrimination as a necessary tool. Lowering barriers to entry, addressing bias in evaluation, expanding candidate pools, mentorship programmes: these grow the pie rather than just redistributing the slices.
The moment you tell someone "you're qualified, but you're the wrong demographic," you've created exactly the kind of experience that radicalises people. I've experienced it. It's corrosive, regardless of how noble the underlying intent.
Sure, elastic handled that poorly, rescinding an offer like that is very unprofessional, but that’s an indictment of their HR department and has nothing to do with the gender of the other candidate.
I understand where you’re coming from, what you’re asking for is a gradual transition to equity. But until that transition is done, you’re also asking the groups that were systematically discriminated against to endure the effects of that discrimination for longer. And those soft approaches you listed take a looooong time to work, and only while the pie is getting larger.
At one of my previous companies they took those soft approaches. The result was that entry level positions were very equitable, but the higher the seniority the higher the percentage of white men. At the rate that the company was hiring and promoting, it would take 150 years to achieve equity at all levels.
To be clear, that means asking women to wait 150 years before they have a fair shot at leadership positions.
But that was all before 2020. After layoffs hit and the growth stopped the equity transition also stopped because the white dudes at the top weren’t willing to step down so women could take their place.
You say being discriminated against is corrosive, but what about the corrosion that already happened because of all the discrimination that happened up until now? Are you going to do something about it? Or are you just gonna tell the people corroded to deal with it?
I appreciate the acknowledgement about Elastic’s handling.
On the timeline argument: I’m sceptical of extrapolating current rates to 150-year predictions. Organisations change through leadership turnover, market pressure, and cultural shifts that don’t follow linear projections. But I take your point that gradualism has costs for those waiting.
Here’s where we differ: I don’t accept that we must choose between “discrimination now” and “discrimination for 150 years.” That’s a false binary. The solutions I mentioned aren’t just soft approaches; they’re structural changes that can accelerate equity without requiring us to accept discrimination as policy.
Your point about white men at the top not stepping down cuts both ways. If the existing leadership won’t make space voluntarily, and you implement demographic quotas, you’ve just created a system where different qualified people are blocked. People like me, who didn’t benefit from the original discrimination but are now paying for it.
I grew up in generational poverty. As far back as records go, my family has never held money or power. The people you’re describing as beneficiaries of historical privilege might share my demographic category, but we share nothing else. Class gets erased in these conversations, and that erasure makes the solutions less effective, not more.
What about the corrosion that’s already happened? I think about it constantly. But I don’t believe the answer is to corrode more people in the opposite direction and call it justice. That’s how you get radicalisation and backlash, not equity.
I don’t even disagree with you about class, but to deal with that we need to deal with capitalism itself, which I’ve given up on at this point.
So if this is the system we’re stuck with, and it’s an unfair system, then let’s at least make sure it’s equitably unfair.
The goal is not to make sure the most qualified person gets the job. I actually think evaluating others fairly is impossible so that’s an impossible goal.
Sorry if you feel that you got the short end of the stick. I got it too. Someone has to.
You’re arguing we should take turns being discriminated against because fixing the system is too hard. I’d rather actually try to reduce the total amount of discrimination instead of just spinning the wheel to see whose turn it is to lose.
“Someone has to get the short end” isn’t wisdom: it’s defeatism, and toxic at that.
The issue is not “discrimination is happening”. The issue is that systematic discrimination has biased outcomes and under represented certain demographics, and that needs to be addressed.
Discrimination against individuals is not a problem.
“Discrimination against individuals is not a problem” is quite possibly the most dystopian sentence I’ve read on HN.
I’m one of those individuals. So are the women and minorities you claim to be helping. We’re not statistical abstractions to be shuffled around in service of demographic targets.
If your solution to systematic discrimination requires you to declare that discriminating against individuals doesn’t matter, you’ve lost the plot entirely.
I can say the same thing at you. If your solution to large demographics experiencing systematic discrimination over decades leading to worse outcomes is to tell them that from now on it’ll be different but that all the disadvantages they experienced will not be dealt with then you’re either insane, or trying to disguise your bias.
No you haven’t. You’ve offered platitudes. “I think about it all the time” ok, what are you actually going to do about it?
The grow the pie approaches you mentioned only works while the pie is growing, and we’ve had layoffs for the past 2 years. What is your solution now that the pie isn’t getting bigger?
It sure sounds like your solution is telling people to wait 150 years and hope the problem solves itself.
When growth stops, you focus on evaluation bias and institutional barriers. Blind resume screening, structured interviews with standardised criteria, expanding recruiting beyond homogeneous networks, addressing sponsorship patterns in promotions. None of these require growth.
None require discriminating against anyone.
But here's the thing: I'm not the one who needs to justify my position. You're asking me, someone who's been explicitly discriminated against multiple times, to solve systemic inequality for you, whilst simultaneously defending discrimination against individuals as acceptable policy.
I've spent two decades becoming exceptionally good at what I do. I ensure fairness in my own decisions. I can't fix capitalism or rewrite history, and it's absurd to demand I present a complete solution to systemic inequality before I'm allowed to object to being told I'm the wrong demographic for jobs I've earned.
Your position is that discrimination is fine as long as it's against the right people. Mine is that discrimination is wrong. One of us is being a hypocrite here, and it's not me.
You want the injustices to remain unaddressed, and the people affected to wait longer until they are because you never got to benefit from discrimination and now it’s your turn.
I don’t expect you to solve everything, I expect you not to get in the way of the solution.
- Discrimination against individuals doesn’t matter
- I should accept being discriminated against
- Objecting to this makes me the problem
- This is somehow not hypocrisy
I grew up in generational poverty, worked myself to the bone for two decades, ensure fairness in my own decisions, and proposed structural alternatives. Apparently none of that matters because I look like people in power.
There’s no productive conversation left to have here.
You’ve been through all that and yet here you are, successful.
You never had to worry about being the first female manager someone has had. You never had to worry about being judged unfairly because of your accent. You never had to deal with your colleagues saying mildly racist things to your face and expecting you to be ok with it.
And nobody is taking your success away! All I’m saying is that you’re gonna have to wait a bit longer because it’s not your turn anymore.
But apparently that’s not enough, so you’re throwing a fit about it.
And again, your “structural solutions” are platitudes. They don’t work.
If racism against white men is common place why are white men still over-represented in most corporations and especially at the c-suite level? Do you think there should be even more white men in those positions? That seems to me like you're arguing in favor of more racism, not less.
I think people should be selected for roles based on merit, not skin color. If that results in more or less people of any given demographic in any given role I'm fine with it - provided that they got there through merit.
Management, especially upper management, of large American companies is predominantly white men. Always has been. It was even more so back when Adams was supposedly suffering from this discrimination than it is today.
Any claim that racism against white men is common has to reconcile this fact. If the system is so biased against them, how do they end up so incredibly overrepresented? Are they so much better than everyone else that they get most of the spots despite this unjust discrimination? Or maybe the bias actually goes the other way.
I 100% believe that he was told this by at least one higher-level White male manager in corporate America in the 1980s who would rather his anger at being passed over were directed at women, minorities, and an amorphous conspiracy than the individual decision-maker making the decision to pass him over, and who knew him well enough to know that he would both uncritically accept the description of a bright-line violation of his legal rights that fit his existing biases while also not taking any action to vindicate those same rights.
You write beautifully. I decided to click on your other comments and found the same. Rare combination of high-density, high-impact vocabulary, and yet high-clarity.
> He was directly told that he won't be promoted because he was a white man.
I think Adams was lying. I don't think they ever told him that.
For instance in contemporary interviews about his show being cancelled he gave reasonable explanations. Only later did he claim his show was cancelled unjustly. He also wrote a book with the subtitle, Persuasion in a World Where Facts Don't Matter. I think as his views hardened he didn't feel obligated to tell the truth, and/or that his lies were in service of a deeper truth.
So I think he sincerely believed he had been passed over because of he was a man, but that that conversation never took place and he knew it.
> If I remember correctly, it had more to do with his sex and not his race.
You're right. I've updated the comment. Thanks for the correction.
Hell, he could have been told that he wasn't promoted because of his sex/race/whatever by his direct superior who supported Adams' promotion but was overruled by his higher ups/the committee.
"Older white guy boss tells younger white guy Adams that he doesn't have a future because the company is only promoting <slurs> and <slurs>." is something I would totally believe happened. Source: if you're a white guy, other white guys tell you all sorts of things you'd think they'd keep to themselves.
>I am sure it wasn't only the words that convinced Scott Adams, but the observed reality of who is being promoted and who is not.
Humans regularly misinterpret reality. It's why as a species we couldn't figure out jack shit until we started removing ourselves as arbiter of truth.
We are terrible at evaluating information and making conclusions.
My dad is pissed at a company for passing him over because "They only hire gay people in management" and not because.... he doesn't have an MBA and the people they hired do. Or that he doesn't know how to do anything more than low level management in general. Or that he is bad at big picture planning.
Nope, definitely the gays and this woke DEI.
My brother spent most of his life livid at "affirmative action" and seemingly blaming it for his limitations. Rather than blaming the fact that he did drugs instead of leveraging his intelligence to do well in school, dropped out of community college for no reason, and has never even applied to a real institution of higher learning or attempted to educate himself.
Some people just suck at recognizing their faults and make up boogeymen to blame.
Similarly he felt his TV show was cancelled after two seasons because it wasn't PC, but his show wasn't getting good viewership and had a terrible time slot. That's a pretty typical trajectory for a TV show, it's like complaining your startup failed.
He wrote a lot about explicitly magical thinking. Sort of along the lines of The Secret; that he could achieve things where the odds were against him through sheer force of will and wishing. That's not necessarily a problem but it does set you up for denial when things don't always go your way. And the denial is dangerous.
The later chapters of his life were marked by tragedy. His stepson died of overdose. His marriage collapsed. He lost the ability to speak and had to fight like hell to get a proper diagnosis and treatment (he later recovered). He went through COVID like the rest of us. Unfortunately these events would seem to have hardened and radicalized him.
I think we can understand and empathize with that without condoning it. I hope he found his peace in the end.