This is the difference between merit based and a qouta. With a qouta, you end up with women like this who'd probably be happier being a model or stripper than any kind of engineer.
Merit based you weed out those who had a passing interest early or just can't keep up. Rough but that's life.
Equity quotas hurt the most qualified women or minorities in fact, because the companies who care about hitting those checkboxes are going to stop at the first minimally competent warm body that meets the criteria. They won't keep looking through the resumes to find a better candidate.
Plus, anyone with half a brain and the ability to pattern-recognize now has to approach any woman/minority hire as if they're minimally competent, at best.
More than likely, they're instead absolutely worthless and impossible to fire because they're a woman/minority. Ask me how I know.
I watched a female engineer give the most embarrassingly ignorant presentation in front of an old work group, where guys who I don't think even had an associate questioned her.
I wonder if giving the most incompetent employees presentations semi-regularly for them to humiliate themselves is an effective way to get many to quit.
I've seen 3 auditors turn what was at the time a fifteen minute process into over a hour and fifteen minutes. Then only to blurt out an excuse that the electronic system they were messing around with(their own system, at that!) must have been updated and changed.
If you're like me, and ever done IT work, I know the exact expression that's on your face right now.
In another job, we had a technician that was so bad I got pulled in as a favor after I had left the job just to tell them what was wrong and what needed to be fixed.
And right now I'm dealing with a regional governmental bureaucratic takeover of a certain set that's basically ruined all the automated supplies request I need to do for my job. And because my company doesn't have the money to basically bribe people for said supplies, it really, really sucks to be me.
What's worse is that I have to be really, really careful whom I even breath this aggravation to. Cause the moment I point all this out... well. You can imagine.
They won't keep looking through the resumes to find a better candidate.
They won't keep looking because those better candidates were already hired by companies like Google or Facebook that have mountains of cash to throw at diversity candidates. They also snapped up the next 3 tiers of diversity candidates.
So all that's left for the rest of the industry is the dregs, and then that's used as evidence that "more must be done!" to get the correct diversity numbers, which reinforces the desire of the Googles and Facebooks of the world to hoover up even more of the marginal talent.
That’s a sort of anti-competition strategy as well. If there are only a thousand truly qualified women in programming, and they force every company to have a quota, then the biggest companies will have qualified women and the smaller companies will be saddled with incompetents.
When the startup I worked at grew too big we split into two companies and employees got stock in both. Once you get to 50 employees you start getting into the really bad regulations.
Was better to waste money accounting for services back and forth than be forced to hire equal opportunity retards.
This is the difference between merit based and a qouta. With a qouta, you end up with women like this who'd probably be happier being a model or stripper than any kind of engineer.
Merit based you weed out those who had a passing interest early or just can't keep up. Rough but that's life.
Equity quotas hurt the most qualified women or minorities in fact, because the companies who care about hitting those checkboxes are going to stop at the first minimally competent warm body that meets the criteria. They won't keep looking through the resumes to find a better candidate.
Plus, anyone with half a brain and the ability to pattern-recognize now has to approach any woman/minority hire as if they're minimally competent, at best.
More than likely, they're instead absolutely worthless and impossible to fire because they're a woman/minority. Ask me how I know.
I watched a female engineer give the most embarrassingly ignorant presentation in front of an old work group, where guys who I don't think even had an associate questioned her.
I wonder if giving the most incompetent employees presentations semi-regularly for them to humiliate themselves is an effective way to get many to quit.
Ah the Japanese strategy, torture your employees, make their lives a living hell till they quit...
God, I fucking wish it was rhetorical.
I've seen 3 auditors turn what was at the time a fifteen minute process into over a hour and fifteen minutes. Then only to blurt out an excuse that the electronic system they were messing around with(their own system, at that!) must have been updated and changed.
If you're like me, and ever done IT work, I know the exact expression that's on your face right now.
In another job, we had a technician that was so bad I got pulled in as a favor after I had left the job just to tell them what was wrong and what needed to be fixed.
And right now I'm dealing with a regional governmental bureaucratic takeover of a certain set that's basically ruined all the automated supplies request I need to do for my job. And because my company doesn't have the money to basically bribe people for said supplies, it really, really sucks to be me.
What's worse is that I have to be really, really careful whom I even breath this aggravation to. Cause the moment I point all this out... well. You can imagine.
They won't keep looking because those better candidates were already hired by companies like Google or Facebook that have mountains of cash to throw at diversity candidates. They also snapped up the next 3 tiers of diversity candidates.
So all that's left for the rest of the industry is the dregs, and then that's used as evidence that "more must be done!" to get the correct diversity numbers, which reinforces the desire of the Googles and Facebooks of the world to hoover up even more of the marginal talent.
That’s a sort of anti-competition strategy as well. If there are only a thousand truly qualified women in programming, and they force every company to have a quota, then the biggest companies will have qualified women and the smaller companies will be saddled with incompetents.
When the startup I worked at grew too big we split into two companies and employees got stock in both. Once you get to 50 employees you start getting into the really bad regulations.
Was better to waste money accounting for services back and forth than be forced to hire equal opportunity retards.