Ein beim Internetriesen Google angestellter Entwickler hat im Firmennetz seines Arbeitgebers einen provokanten Artikel veröffentlicht, in dem er die sogenannte „Diversity-Policy“ des Konzerns kritisiert. Insbesondere behauptet er, dass Frauen bei Google nicht nur aufgrund von Diskriminierung und Sexismus unterrepräsentiert sind und meist weniger verdienen als Männer. Er geht so weit und behauptet, dass es dafür biologische Gründe gibt.
Wer unsere lieben gerechtigkeitsbewegten linken Freunde kennt, die gerade in einem Tech-Konzern wie Google alles andere als unterrepräsentiert sind, der kann sich leicht denken, dass ihnen solche Aussagen die Zornesröte ins Gesicht treiben und entsprechend kam es auch nicht zu einer lebhaften und interessanten Diskussion, sondern zu einem veritablen Shitstorm.
Jetzt kann man sich natürlich leicht fragen, was ist eigentlich eine „Diversity-Policy“? Nun das ist ganz einfach. Unsere Linken Freunde haben sich ja den Floh in den Kopf gesetzt, dass alle Menschen absolut gleich sind und gefälligst gleich zu sein haben. Wenn du dich jetzt aber mal umschaust und dir überlegst bzw. googelst, wer all die tollen Gegenstände erfunden hat, von denen du umgeben bist, dann wird die Antwort in aller Regel sehr eintönig ausfallen: Weiße und asiatische Männer.
Und auch in den amerikanischen Tech-Firmen wird der größte Teil der Belegschaft von diesen beiden Gruppen gestellt.
Solche Fakten passen natürlich gar nicht zum progressiven Weltbild. Laut linker Doktrin ist dies alles eine Folge der Unterdrückung, die Frauen und Minderheiten von Seiten des bösen weißen Manner erfahren haben.
Diese Theorie muss jetzt natürlich bewiesen werden, während alles was ihr widersprechen könnte widerlegt werden muss. Zu diesem Zweck wird in den USA bereits mit großem Eifer die Political Correctness bemüht.
Dort gilt es bereits als unrühmlich, wenn es in der Belegschaft einer Firma „zu wenige“ Frauen, Schwarze und Latinos gibt. Dagegen gilt es als wünschenswert, die weißen und mit weniger Eifer auch die asiatischen Männer teilweise durch diese Gruppen zu ersetzen. Das sagt man natürlich nicht so, deshalb spricht man lieber davon, dass die „Diversität“ der Belegschaft erhöht werden muss.
Das ganze geht so weit, dass Firmen wie Apple, Facebook, Google und Microsoft sogar regelmäßig sogenannten „Diversity-Reports“ veröffentlichen, in denen sie bekanntgeben, welche Fortschritte sie bei diesem Unterfangen gemacht haben (oder auch nicht).
Die Konzerne bekennen sich nach außen voll und ganz zu diesem Ziel der „Diversität“, aber so recht kommt das ganze nicht voran und noch immer werden viel zu viele wichtige Positionen von weißen Männern besetzt. Man könnte fast meinen ein wenig erinnert der ganze Trubel an die langen und verzweifelten Versuche der DDR, das wirtschaftliche Niveau des Westens zu erreichen.
Wer das Falsche sagt, der lebt gefährlich
Wer in diesem ideologisch aufgeladenen Klima nun Kritik äußert, der muss zwar nicht mit Gefängnis, dafür aber umso mehr mit Anfeindungen und Jobverlust rechnen. Zudem dürfte es recht schwer werden wieder einen vergleichbaren Job zu finden, wenn der eigene Name erstmal öffentlich mit derart unerwünschten Äußerungen verknüpft ist.
Vor diesem Hintergrund ist dem Autor dieses Dokuments sein Einsatz für die Meinungsfreiheit im Westen hoch anzurechnen und man kann nur hoffen, dass es nicht zu seiner von linken Kollegen bereits geforderte Entlassung kommen wird und er seinen Job behält.
Der Autor stellt im Wesentlichen fest, dass es gewisse Unterschiede zwischen den Geschlechtern gibt. So sind Frauen z.B. kooperativer, während Männer eher von Statusdenken getrieben sind und auch von anderen Menschen nach ihrem Status bewertet werden. Diese biologischen Unterschiede machen sich auch im Beruf bemerkbar.
Einen großen Schwerpunkt legt er auf die Feststellung, dass wir alle einem Bias unterliegen – egal, ob wir eher konservativ oder links denken. Seiner Meinung nach braucht eine Gesellschaft aber auch eine Firma wie Google die Synthese aus beiden Sichtweisen, um ausgewogen zu sein und nicht letztlich an ihrem Bias zu scheitern.
Er stellt diesen Diversity-Zirkus nicht grundsätzlich in Frage, aber er kritisiert die authoritären Auswüchse, die daraus entstanden sind. Eine Folge davon ist nach seiner Meinung, dass konservative sich in einer sehr linkslastigen Umgebung wie bei Google verstecken müssen und so ein Diskurs unmöglich wird.
Der folgende Wortlaut des Textes wurde aus Googles Firmennetz geleakt und bei Gizmodo veröffentlicht:
- Google’s political bias has equated the freedom from offense with psychological safety, but shaming into silence is the antithesis of psychological safety.
- This silencing has created an ideological echo chamber where some ideas are too sacred to be honestly discussed.
- The lack of discussion fosters the most extreme and authoritarian elements of this ideology.
- Extreme: all disparities in representation are due to oppression
- Authoritarian: we should discriminate to correct for this oppression
- Differences in distributions of traits between men and women may in part explain why we don’t have 50% representation of women in tech and leadership. Discrimination to reach equal representation is unfair, divisive, and bad for business.
People generally have good intentions, but we all have biases which are invisible to us. Thankfully, open and honest discussion with those who disagree can highlight our blind spots and help us grow, which is why I wrote this document. Google has several biases and honest discussion about these biases is being silenced by the dominant ideology. What follows is by no means the complete story, but it’s a perspective that desperately needs to be told at Google.
At Google, we talk so much about unconscious bias as it applies to race and gender, but we rarely discuss our moral biases. Political orientation is actually a result of deep moral preferences and thus biases. Considering that the overwhelming majority of the social sciences, media, and Google lean left, we should critically examine these prejudices.
- Compassion for the weak
- Disparities are due to injustices
- Humans are inherently cooperative
- Change is good (unstable)
- Respect for the strong/authority
- Disparities are natural and just
- Humans are inherently competitive
- Change is dangerous (stable)
Neither side is 100% correct and both viewpoints are necessary for a functioning society or, in this case, company. A company too far to the right may be slow to react, overly hierarchical, and untrusting of others. In contrast, a company too far to the left will constantly be changing (deprecating much loved services), over diversify its interests (ignoring or being ashamed of its core business), and overly trust its employees and competitors.
Only facts and reason can shed light on these biases, but when it comes to diversity and inclusion, Google’s left bias has created a politically correct monoculture that maintains its hold by shaming dissenters into silence. This silence removes any checks against encroaching extremist and authoritarian policies. For the rest of this document, I’ll concentrate on the extreme stance that all differences in outcome are due to differential treatment and the authoritarian element that’s required to actually discriminate to create equal representation.
Possible non-bias causes of the gender gap in tech 
At Google, we’re regularly told that implicit (unconscious) and explicit biases are holding women back in tech and leadership. Of course, men and women experience bias, tech, and the workplace differently and we should be cognizant of this, but it’s far from the whole story.
On average, men and women biologically differ in many ways. These differences aren’t just socially constructed because:
- They’re universal across human cultures
- They often have clear biological causes and links to prenatal testosterone
- Biological males that were castrated at birth and raised as females often still identify and act like males
- The underlying traits are highly heritable
- They’re exactly what we would predict from an evolutionary psychology perspective
Note, I’m not saying that all men differ from women in the following ways or that these differences are “just.” I’m simply stating that the distribution of preferences and abilities of men and women differ in part due to biological causes and that these differences may explain why we don’t see equal representation of women in tech and leadership. Many of these differences are small and there’s significant overlap between men and women, so you can’t say anything about an individual given these population level distributions.
Women, on average, have more:
- Openness directed towards feelings and aesthetics rather than ideas. Women generally also have a stronger interest in people rather than things, relative to men (also interpreted as empathizing vs. systemizing).
- These two differences in part explain why women relatively prefer jobs in social or artistic areas. More men may like coding because it requires systemizing and even within SWEs, comparatively more women work on front end, which deals with both people and aesthetics.
- Extraversion expressed as gregariousness rather than assertiveness. Also, higher agreeableness.
- This leads to women generally having a harder time negotiating salary, asking for raises, speaking up, and leading. Note that these are just average differences and there’s overlap between men and women, but this is seen solely as a women’s issue. This leads to exclusory programs like Stretch and swaths of men without support.
- Neuroticism (higher anxiety, lower stress tolerance).This may contribute to the higher levels of anxiety women report on Googlegeist and to the lower number of women in high stress jobs.
Note that contrary to what a social constructionist would argue, research suggests that “greater nation-level gender equality leads to psychological dissimilarity in men’s and women’s personality traits.” Because as “society becomes more prosperous and more egalitarian, innate dispositional differences between men and women have more space to develop and the gap that exists between men and women in their personality becomes wider.” We need to stop assuming that gender gaps imply sexism.
Men’s higher drive for status
We always ask why we don’t see women in top leadership positions, but we never ask why we see so many men in these jobs. These positions often require long, stressful hours that may not be worth it if you want a balanced and fulfilling life.
Status is the primary metric that men are judged on, pushing many men into these higher paying, less satisfying jobs for the status that they entail. Note, the same forces that lead men into high pay/high stress jobs in tech and leadership cause men to take undesirable and dangerous jobs like coal mining, garbage collection, and firefighting, and suffer 93% of work-related deaths.
Non-discriminatory ways to reduce the gender gap
Below I’ll go over some of the differences in distribution of traits between men and women that I outlined in the previous section and suggest ways to address them to increase women’s representation in tech and without resorting to discrimination. Google is already making strides in many of these areas, but I think it’s still instructive to list them:
- Women on average show a higher interest in people and men in things
- We can make software engineering more people-oriented with pair programming and more collaboration. Unfortunately, there may be limits to how people-oriented certain roles and Google can be and we shouldn’t deceive ourselves or students into thinking otherwise (some of our programs to get female students into coding might be doing this).
- Women on average are more cooperative
- Allow those exhibiting cooperative behavior to thrive. Recent updates to Perf may be doing this to an extent, but maybe there’s more we can do. This doesn’t mean that we should remove all competitiveness from Google. Competitiveness and self reliance can be valuable traits and we shouldn’t necessarily disadvantage those that have them, like what’s been done in education. Women on average are more prone to anxiety. Make tech and leadership less stressful. Google already partly does this with its many stress reduction courses and benefits.
- Women on average look for more work-life balance while men have a higher drive for status on average
- Unfortunately, as long as tech and leadership remain high status, lucrative careers, men may disproportionately want to be in them. Allowing and truly endorsing (as part of our culture) part time work though can keep more women in tech.
- The male gender role is currently inflexible
- Feminism has made great progress in freeing women from the female gender role, but men are still very much tied to the male gender role. If we, as a society, allow men to be more “feminine,” then the gender gap will shrink, although probably because men will leave tech and leadership for traditionally feminine roles.
Philosophically, I don’t think we should do arbitrary social engineering of tech just to make it appealing to equal portions of both men and women. For each of these changes, we need principles reasons for why it helps Google; that is, we should be optimizing for Google—with Google’s diversity being a component of that. For example currently those trying to work extra hours or take extra stress will inevitably get ahead and if we try to change that too much, it may have disastrous consequences. Also, when considering the costs and benefits, we should keep in mind that Google’s funding is finite so its allocation is more zero-sum than is generally acknowledged.
The Harm of Google’s biases
I strongly believe in gender and racial diversity, and I think we should strive for more. However, to achieve a more equal gender and race representation, Google has created several discriminatory practices:
- Programs, mentoring, and classes only for people with a certain gender or race 
- A high priority queue and special treatment for “diversity” candidates
- Hiring practices which can effectively lower the bar for “diversity” candidates by decreasing the false negative rate
- Reconsidering any set of people if it’s not “diverse” enough, but not showing that same scrutiny in the reverse direction (clear confirmation bias)
- Setting org level OKRs for increased representation which can incentivize illegal discrimination 
These practices are based on false assumptions generated by our biases and can actually increase race and gender tensions. We’re told by senior leadership that what we’re doing is both the morally and economically correct thing to do, but without evidence this is just veiled left ideology that can irreparably harm Google.
Why we’re blind
We all have biases and use motivated reasoning to dismiss ideas that run counter to our internal values. Just as some on the Right deny science that runs counter to the “God > humans > environment” hierarchy (e.g., evolution and climate change) the Left tends to deny science concerning biological differences between people (e.g., IQ and sex differences). Thankfully, climate scientists and evolutionary biologists generally aren’t on the right. Unfortunately, the overwhelming majority of humanities and social scientists learn left (about 95%), which creates enormous confirmation bias, changes what’s being studied, and maintains myths like social constructionism and the gender wage gap. Google’s left leaning makes us blind to this bias and uncritical of its results, which we’re using to justify highly politicized programs.
In addition to the Left’s affinity for those it sees as weak, humans are generally biased towards protecting females. As mentioned before, this likely evolved because males are biologically disposable and because women are generally more cooperative and areeable than men. We have extensive government and Google programs, fields of study, and legal and social norms to protect women, but when a man complains about a gender issue issue [sic] affecting men, he’s labelled as a misogynist and whiner. Nearly every difference between men and women is interpreted as a form of women’s oppression. As with many things in life, gender differences are often a case of “grass being greener on the other side”; unfortunately, taxpayer and Google money is spent to water only one side of the lawn.
The same compassion for those seen as weak creates political correctness, which constrains discourse and is complacent to the extremely sensitive PC-authoritarians that use violence and shaming to advance their cause. While Google hasn’t harbored the violent leftists protests that we’re seeing at universities, the frequent shaming in TGIF and in our culture has created the same silence, psychologically unsafe environment.
I hope it’s clear that I’m not saying that diversity is bad, that Google or society is 100% fair, that we shouldn’t try to correct for existing biases, or that minorities have the same experience of those in the majority. My larger point is that we have an intolerance for ideas and evidence that don’t fit a certain ideology. I’m also not saying that we should restrict people to certain gender roles; I’m advocating for quite the opposite: treat people as individuals, not as just another member of their group (tribalism).
My concrete suggestions are to:
- As soon as we start to moralize an issue, we stop thinking about it in terms of costs and benefits, dismiss anyone that disagrees as immoral, and harshly punish those we see as villains to protect the “victims.”
Stop alienating conservatives.
- Viewpoint diversity is arguably the most important type of diversity and political orientation is one of the most fundamental and significant ways in which people view things differently.
- In highly progressive environments, conservatives are a minority that feel like they need to stay in the closet to avoid open hostility. We should empower those with different ideologies to be able to express themselves.
- Alienating conservatives is both non-inclusive and generally bad business because conservatives tend to be higher in conscientiousness, which is require for much of the drudgery and maintenance work characteristic of a mature company.
Confront Google’s biases.
- I’ve mostly concentrated on how our biases cloud our thinking about diversity and inclusion, but our moral biases are farther reaching than that.
- I would start by breaking down Googlegeist scores by political orientation and personality to give a fuller picture into how our biases are affecting our culture.
Stop restricting programs and classes to certain genders or races.
- These discriminatory practices are both unfair and divisive. Instead focus on some of the non-discriminatory practices I outlined.
Have an open and honest discussion about the costs and benefits of our diversity programs.
- Discriminating just to increase the representation of women in tech is as misguided and biased as mandating increases for women’s representation in the homeless, work-related and violent deaths, prisons, and school dropouts.
- There’s currently very little transparency into the extend of our diversity programs which keeps it immune to criticism from those outside its ideological echo chamber.
- These programs are highly politicized which further alienates non-progressives.
- I realize that some of our programs may be precautions against government accusations of discrimination, but that can easily backfire since they incentivize illegal discrimination.
Focus on psychological safety, not just race/gender diversity.
- We should focus on psychological safety, which has shown positive effects and should (hopefully) not lead to unfair discrimination.
- We need psychological safety and shared values to gain the benefits of diversity
- Having representative viewpoints is important for those designing and testing our products, but the benefits are less clear for those more removed from UX.
- I’ve heard several calls for increased empathy on diversity issues. While I strongly support trying to understand how and why people think the way they do, relying on affective empathy—feeling another’s pain—causes us to focus on anecdotes, favor individuals similar to us, and harbor other irrational and dangerous biases. Being emotionally unengaged helps us better reason about the facts.
- Our focus on microaggressions and other unintentional transgressions increases our sensitivity, which is not universally positive: sensitivity increases both our tendency to take offense and our self censorship, leading to authoritarian policies. Speaking up without the fear of being harshly judged is central to psychological safety, but these practices can remove that safety by judging unintentional transgressions.
- Microaggression training incorrectly and dangerously equates speech with violence and isn’t backed by evidence.
Be open about the science of human nature.
- Once we acknowledge that not all differences are socially constructed or due to discrimination, we open our eyes to a more accurate view of the human condition which is necessary if we actually want to solve problems.
Reconsider making Unconscious Bias training mandatory for promo committees.
- We haven’t been able to measure any effect of our Unconscious Bias training and it has the potential for overcorrecting or backlash, especially if made mandatory.
- Some of the suggested methods of the current training (v2.3) are likely useful, but the political bias of the presentation is clear from the factual inaccuracies and the examples shown.
- Spend more time on the many other types of biases besides stereotypes. Stereotypes are much more accurate and responsive to new information than the training suggests (I’m not advocating for using stereotypes, I [sic] just pointing out the factual inaccuracy of what’s said in the training).
Witzigerweise hat Google auch einen „Vice President of Diversity, Integrity & Governance“. Dabei handelt es sich um eine Frau und sie hat in ihrem Job gerade erst angefangen. Sie hat dann auch gleich auf die ihrer Mail nach wohl etwas angespannte Situation reagiert:
I’m Danielle, Google’s brand new VP of Diversity, Integrity & Governance. I started just a couple of weeks ago, and I had hoped to take another week or so to get the lay of the land before introducing myself to you all. But given the heated debate we’ve seen over the past few days, I feel compelled to say a few words.
Many of you have read an internal document shared by someone in our engineering organization, expressing views on the natural abilities and characteristics of different genders, as well as whether one can speak freely of these things at Google. And like many of you, I found that it advanced incorrect assumptions about gender. I’m not going to link to it here as it’s not a viewpoint that I or this company endorses, promotes or encourages.
Diversity and inclusion are a fundamental part of our values and the culture we continue to cultivate. We are unequivocal in our belief that diversity and inclusion are critical to our success as a company, and we’ll continue to stand for that and be committed to it for the long haul. As Ari Balogh said in his internal G+ post, “Building an open, inclusive environment is core to who we are, and the right thing to do. ‘Nuff said. “
Google has taken a strong stand on this issue, by releasing its demographic data and creating a company wide OKR on diversity and inclusion. Strong stands elicit strong reactions. Changing a culture is hard, and it’s often uncomfortable. But I firmly believe Google is doing the right thing, and that’s why I took this job.
Part of building an open, inclusive environment means fostering a culture in which those with alternative views, including different political views, feel safe sharing their opinions. But that discourse needs to work alongside the principles of equal employment found in our Code of Conduct, policies, and anti-discrimination laws.
I’ve been in the industry for a long time, and I can tell you that I’ve never worked at a company that has so many platforms for employees to express themselves—TGIF, Memegen, internal G+, thousands of discussion groups. I know this conversation doesn’t end with my email today. I look forward to continuing to hear your thoughts as I settle in and meet with Googlers across the company.
Das meiste ist das übliche diplomatische Blabla, das man in Firmenmails nun mal so liest. Interessant ist aber, dass sie nicht nur dieses religiös betriebene Diversity-Gedöhns verteidigt, sondern auch auf den Kritiker eingeht und eine Umgebung fordert, in der sich auch die sicher fühlen können, die abweichende politische Meinungen vertreten.
Und auch der Autor des Artikels hat sich noch einmal zu Wort gemeldet und leistet ein wenig Abbitte, weist aber auf die vielen zustimmenden Mails hin, die er von Kollegen erhalten hat, die sich aber nicht trauen öffentlich in Erscheinung zu treten und fordert Respekt für abweichende Meinungen und einen fairen Diskurs:
Reply to public response and misrepresentation
I value diversity and inclusion, am not denying that sexism exists, and don’t endorse using stereotypes. When addressing the gap in representation in the population, we need to look at population level differences in distributions. If we can’t have an honest discussion about this, then we can never truly solve the problem. Psychological safety is built on mutual respect and acceptance, but unfortunately our culture of shaming and misrepresentation is disrespectful and unaccepting of anyone outside its echo chamber. Despite what the public response seems to have been, I’ve gotten many personal messages from fellow Googlers expressing their gratitude for bringing up these very important issues which they agree with but would never have the courage to say or defend because of our shaming culture and the possibility of being fired. This needs to change.
Scheint ja ziemlich heiß her zu gehen bei Google. Da wünscht man sich doch fast die Zeiten zurück, als es auf der Arbeit noch darum ging, die Firma voranzubringen und das Bruttosozialprodukt zu steigern.
Heute kaum zu glauben, aber es gab mal Zeiten, da hatte man bei der Arbeit einfach keine Zeit, um sich mit der Umsetzung politischer Utopien zu befassen.