Very weird to include social awkward geek in there. But my guess would be like 99% of dev teams do not have a trans or furry.
I’ve been in the business and seen a ton of hires on vibes. DEI actually asked people to expand the talent search, not hire anyone unqualified (which is what the anti-DEI folks are desperate to have us believe it did).
I predict some major EEO lawsuits will eventually bring the pendulum back in the other direction because my sense is that the return to vibes hiring (and RIF-ing) is resulting in very actionable discrimination cases.
Ive seen many cases where HR stalls hiring until the most qualified candidates move on, prefilter insufficiency "diverse" candidates from the pool presented to teams, or implement internal quotas to meet external funding or contract requirements.
Not to mention the actual external requirements for "diversity" from public tender process, government backed funding bodies, and politically protected mega wealthy.
> my sense is that the return to vibes hiring (and RIF-ing) is resulting in very actionable discrimination cases.
With respect, it seems like the hiring managers you were complaining about above weren’t the only ones operating mostly on vibes.
I’ve worked with several excellent “just leave me alone” sysadmin types.
Perhaps I'm missing something here.
To me "individual contributor" means anyone who is NOT: A (technical) "Lead", "Chief", "Architect", or (possibly) "Staff" anything, and has no management or team-leader responsibilities.
It's not like (most) hiring managers put "not a team player" in the pro column.
For example: someone not always looking into your eyes while talking can be perceived as "rude". Same for wearing noise-canceling headphones in a talk-heavy environment. Oh, you don't drink alcohol during the "optional" Friday-afternoon company mixer? That's just weird. Want to have a day off for Eid rather than Christmas? Wellll, you did ask for it six months in advance and we did approve it already, buuuuut Dave planned a last-minute meeting which conflicts with the mandatory team meeting, so we moved the mandatory team meeting onto your day off... We'll just pay the hours you spent doing first-line support during Christmas in cash, okay?
https://onlinelibrary.wiley.com/doi/10.1111/padr.12641
heres an article that discusses how inflated diversity could possibly be a cause of social tension. the article's abstract concludes with a shrug ('too many factors!') but it does provide links to research papers arguing both for and against this case.
on the surface it seems pretty clear to me. behaviour is encoded in genetics. if one were surrounded by the same group for a few thousand years, they would share a common base of encodings, therefore social behaviours could be assumed to a higher degree. reference behavioural encodings drastically diverge across cultures (as embodied by religious value sets, or at a different meta level, the idea of low trust vs. high trust societies). based on this drastic divergence, predictions made about one's neighbour scale downwards in accuracy relative to increased cultural diversity.
so i see that jacking up societal entropy leads to lowered societal cohesion. but thats just my stance and id love to hear yours.
diverse, millenia old, genetically encoded behavioural structures exist in our shared reality. id love to discuss this idea and the exact types of behaviours that can be encoded, down to the generational timespans required for encoding. that way we can talk about my idea in objective good faith.
'its all in your head' isnt objective good faith. applying the golden rule, you clearly accept bad faith ... man you couldnt tolerate a dissenting idea even momentarily before bringing out social ostracization and logical fallacies! sounds pretty similar to the behaviour of a racist, were you projecting?
that was said facetiously. im not trying to accuse you of anything, rather to show how it feels to be accused. to conclude i think its pretty easy to predict what my neighbours are eating for dinner at home and pretty hard in the city so youre gonna have to try a bit harder to convince me that the evidence of my eyes and ears is wrong.
The goal should be to hire the best team for the use case, regardless of gender/race/culture/background.
It was never trumping skill. This is just a willful rewrite of history perpetuated for some political goal.
The goal was always to ensure that skill had adequate opportunity to be displayed without bias.
See all the Falsehoods Programmers Believe About Names/Addresses/Birthdays/Phone Numbers/Time Zones/etc, for example. Do you want a backend engineer who designs a 64-character ascii text field for legal name and have everyone nod in agreement, or would you rather have one who knows that it isn't going to work for their cousin "Pablo Diego José Francisco de Paula Juan Nepomuceno María de los Remedios Cipriano de la Santísima Trinidad Ruiz y Picasso"?
> it's really hard to make a case for why DEI concerns should trump traditional evaluation metrics for skill
It doesn't. The goal of DEI has always been to attract a diversity of perspectives, all else being equal. Nobody ever proposed choosing a woefully unqualified diverse candidate over an obviously-qualified Generic White Guy. The only people who would oppose that would be the unqualified Generic White Guy who just happens to be the nephew of the CEO's golf buddy.
Hiring someone in the off chance that their ethnicity gives them some unique critical unknown unknown that will pop up half a decade down the line resides in the same mental space as a programmer writing `if (5 == i)` in case a future programmer accidentally deletes an =. It's just speculative defensiveness whose efficacy is simply not well established by actual research. And, in my view, just works to confound actual signals that, evidently, gitlab and other employers feel get unfairly overshadowed when emphasizing explicitly pro-diversity hiring policies.
We should just get a representative sample of the population and give them equal say in the design of the plane, engines, etc.
https://www.mckinsey.com/featured-insights/diversity-and-inc...
Landing page:
https://www.mckinsey.com/featured-insights/diversity-and-inc...
It's obvious why this is the case if you sit down and think about it. Echo chambers of like-minded individuals can't understand customers as well as a workforce of people who represent the diversity of those customers.
This isn't just diversity of race or gender, it's also diversity of thought and background.
Also critical and under-emphasized: the E and I in DEI, equity and inclusion. Power distance and lack of inclusion can railroad companies into giving the people with the most power the most influence on decisions, rather than giving the best ideas a chance to breathe.
In business a classic example might be "men designing women's clothing." How are you going to understand your customers if none of your employees and leadership resemble those customers? Perhaps you can figure it out and make some decent products but your competitor who has more diversity in their workforce is likely to outperform you, which is exactly what McKinsey's studies have demonstrated.
I will also point out that the only reason anyone started questioning this obviously true business concept and changing opinions into being against DEI is because the Republican Party's strategists figured out that they could appropriate and leverage the term "DEI" and attach it to the latent reactionary racism that much of the US still holds dear.
You can get away with saying "I don't like DEI" in public but if you say "I don't like black people" or "I don't think women should get hired for important roles" [1] that is obviously not acceptable, even though a large percentage of Americans feel that way. Right wing media twisted a largely innocent term into a useful dogwhistle.
[1] https://journals.sagepub.com/doi/10.1177/1532673X251369844
You might not like it, but this is what peak performance looks like.