Category: Opinion

MLK Day 2022

Posted on by Scott

The third Monday in January is here, and once again people who oppose everything Dr. King stood for are abusing the one line they know from the I Have a Dream Speech (because they don’t know any others) for their own political ends.  This annual whitewashing of King’s legacy only succeeds to the degree it has because the people doing the whitewashing don’t dare venture beyond the confines of that line in that speech because too much of what he written stands in direct opposition to their political aims.  This applies not just to the secular, but to the religious as well.

One of my cousins read his children Letter from Birmingham Jail yesterday.  This letter is where we can find the phrase “Injustice anywhere is a threat to justice everywhere.”    This letter is also where we can find this phrase: “Anyone who lives inside the United States can never be considered an outsider“.  You can be certain that none of the hypocrites quoting King today will quote that.  Decades after this letter was written, we’ve seen how this country continues to treat and talk about certain immigrants.  Decades after this letter was written, the segregation and police brutality of which King wrote in 1963 are still problems in this country today.  Actually reading his letter reveals that direct action was chosen as a last resort, only after the local leaders they negotiated with broke their promises.

This passage from the letter is sadly relevant once again in the wake of GOP measures to make it harder for those in the electorate who oppose their program to cast votes:

An unjust law is a code inflicted upon a minority which that minority had no part in enacting or creating because it did not have the unhampered right to vote. Who can say that the legislature of Alabama which set up the segregation laws was democratically elected? Throughout the state of Alabama all types of conniving methods are used to prevent Negroes from becoming registered voters, and there are some counties without a single Negro registered to vote, despite the fact that the Negroes constitute a majority of the population. Can any law set up in such a state be considered democratically structured?

When you read the letter written by eight Alabama clergyman that King was responding to, the motivation for this paragraph becomes crystal-clear:

First, I must confess that over the last few years I have been gravely disappointed with the white moderate. I have almost reached the regrettable conclusion that the Negro’s great stumbling block in the stride toward freedom is not the White Citizens Councillor or the Ku Klux Klanner but the white moderate who is more devoted to order than to justice; who prefers a negative peace which is the absence of tension to a positive peace which is the presence of justice; who constantly says, “I agree with you in the goal you seek, but I can’t agree with your methods of direct action”; who paternalistically feels that he can set the timetable for another man’s freedom; who lives by the myth of time; and who constantly advises the Negro to wait until a “more convenient season.” Shallow understanding from people of good will is more frustrating than absolute misunderstanding from people of ill will. Lukewarm acceptance is much more bewildering than outright rejection.

One key insight among many in King’s five-and-a-half page letter is the different ways in which the black community responded to the stubborn persistence of Jim Crow & segregation: adjusting to it, being desensitized to the problems of those black less secure economically and academically than themselves, or bitterness.   His warnings about what could happen if the nonviolent efforts for justice he supported were rejected would unfortunately become true–not just in the immediate wake of his assassination five years after this letter, but many times in the wake of police violence resulting in the death of someone in their custody (and/or acquittals as the result of the rare court trials officers faced for such violence).

King’s decades-old criticism of the contemporary Christian church in the America of his day should shame today’s Christian church:

The contemporary church is so often a weak, ineffectual voice with an uncertain sound. It is so often the arch supporter of the status quo. Far from being disturbed by the presence of the church, the power structure of the average community is consoled by the church’s often vocal sanction of things as they are.

But the judgment of God is upon the church as never before. If the church of today does not recapture the sacrificial spirit of the early church, it will lose its authentic ring, forfeit the loyalty of millions, and be dismissed as an irrelevant social club with no meaning for the twentieth century. I meet young people every day whose disappointment with the church has risen to outright disgust.

The hypocrites referencing King on this day are doing things like invoking his name in support of “All Lives Matter”, or to support their bans on Critical Race Theory (which could pretty easily prevent children in our public schools from actually learning anything about King’s letter).  Some More News has a hilarious, profane, and correct take on the annual whitewashing of King’s legacy.

Thoughts on the Many Shades of Anti-Blackness

Posted on by Scott

A friend shared the following tweet with me not long ago:

Whoever Jen Meredith is, she is hardly alone in sharing these sentiments.  Few routes to acceptance by the still-predominant culture in the United States are shorter and more reliable than implicit or explicit criticism of the black community in America whose heritage here stretches back even before the founding of the country as we know it.  There have always been people who buy into the model minority myth. The term “Asian” elides significant differences between its various subcultures (and erases the parts of that very large community which don’t support the immigrant success story in exactly the same way some white conservatives do).  People from the Philippines have meaningfully different backgrounds than those from South Korea, Pakistan, and Vietnam to take a few examples.

Meredith is (obviously) sub-tweeting American blacks with her entire comment, but the “no ethnic leader” part in particular betrays a very specific ignorance about the history of black people in the United States. Black people in this country have never just had one leader. Malcolm X and Martin Luther King, Jr. are just the ones that recent history (the vast majorities of which have not been written by black people) has acknowledged. Less often-noted are men like Marcus Garvey, who while Jamaican (not American) nevertheless found a receptive audience among some black Americans (including the parents of Malcolm X).  A. Philip Randolph was no less important than either of those men. The same can be said of Bayard Rustin, Fred Hampton, W.E.B Dubois, or Booker T. Washington.

Asians in the United States may not have had a singular figure that history chooses to recognize in this way (or a Cesar Chavez, like the Mexican-American community), but perhaps that’s in part because they haven’t really needed one. This doesn’t mean they haven’t even experienced racism in this country. The federal government passed laws against Chinese immigration and some were even lynched in California the way they did blacks in the South. Japanese-Americans were put in concentration camps and had their property taken. But at least they had property to take, which could not be said of black Americans in many cases.  One Asian-American experience which may not be broadly known, but is emblematic of the subtleties of racism in this country, is that of the Mississippi Delta Chinese.  The entire project is well-worth reading and listening to in full, but here is one part which stood out to me:

After WWII, China was an ally to the United States and then the rules relaxed; I think it was in 1947 or 1948. After the war, Chinese kids were allowed to attend white public schools, so that was the year that I started first grade.”

Issac Woodard was just one of many black veterans of WWII who was attacked just for wearing his uniform around this time.  Some black veterans fared even worse than Woodard.  The US military didn’t desegregate until 1948.  Over two decades would pass before schools in Yalobusha County, Mississippi (and the rest of the state) would finally desegregate.  At the same time members of the Asian-American & Pacific Islander (AAPI) community were attending better-quality schools and building wealth, many black military veterans were being denied the benefits of the GI Bill.  Black people resorted to overpaying for housing via contracts, due to racist real estate covenants and redlining by the Federal Housing Administration.  All of this happened before you even get to the ways in which federal civil rights, voting rights, and fair housing legislation have been actively undermined or passively neglected from the Nixon administration forward.

When your experience (and your parents’ experience) of the United States doesn’t include the combination of chattel slavery, pogroms, property theft, terrorism, segregation, and other aspects of the black American experience, you’re bound to see this country differently. That’s why you can (unfortunately) hear some of the same anti-black American sentiments from black immigrants to this country. Particularly as someone who writes software for a living and leads teams of software engineers, I have more common experiences with my fellow church members, classmates, and co-workers from India, China, and the Philippines than I do with some black people with hundreds of years of heritage in this country.

Finally, it is exceedingly unwise to underestimate the growing political power of the Asian-American & Pacific Islander community. This movement with “no ethnic leader” (as Meredith claims) got federal legislation passed against Asian hate crimes—in our current political environment—when we still don’t have a federal law against lynching after over a century of attempts to pass one.  It’s all well and good to talk about having agency in one’s life.  I am doing my best as a parent to teach my own children the same lessons about making good choices that my parents taught me.  But criticisms of the American black community that fail to acknowledge how an unjust society increases the difficulty of making wise choices are dishonest.

Thoughts on Diversity in Tech

Posted on by Scott
On April 28, I participated in a panel and Q & A on the intersection of race & technology.  My 2 co-panelists and I each had 15 minutes for a monologue regarding our personal experiences with how race and the tech industry intersect.  This post will excerpt my prepared remarks.

Excerpt of Prepared Remarks

How did I end up writing software for a living anyway?  I blame LEGOs, science fiction, and video games.  While I’ve never actually worked in the gaming industry, I’ve built software solutions for many others—newspapers, radio, e-commerce, government, healthcare, and finance. Tech industry salaries, stocks, and stock options have given me a lifestyle that could accurately be called  upper middle-class, including home ownership and annual domestic and international travel for work and pleasure (at least before the pandemic).
For all the financial rewards the industry has had to offer though, “writing software while black” has meant being comfortable with being the only one (or one of two) for the majority of my career–going all the way to my initial entry to the field.  As an undergraduate computer science (CS) major at the University of Maryland in the early to mid-nineties, I was on a first-name basis with all the other black CS majors in the department because there were never more than 10-12 of us in the entire department during my 4 1/2 years there–on a campus with tens of thousands of students.  In that time, I only ever knew of one black graduate student in CS.  My instructor in discrete structures at the time was Hispanic.  Even at a school as large as the University of Maryland, when I graduated in the winter of 1996, I was the only black graduate from the computer science department.
Unlike law, medicine, engineering, or  architecture, computer science is still a young enough field that the organizations which have grown up around it to support and affirm practitioners of color are much younger.  The National Society of Black Engineers for example, was formed in 1975.  The Information Technology Senior Management Forum (ITSMF), an organization with the goal of increasing black representation at senior levels in tech management, was formed in 1996.  The oldest founding year I could find for any of the existing tech organizations specifically supporting black coders (Black Girls Code) was 2011.  I’d already been a tech industry professional for 15 years at that point, and in every organization I’d worked for up to that point, I was either the only black software engineer on staff, or 1 of 2.  It would be another 2 years before I would join a company where there was more than one other black person on-staff in a software development role.
I’ve had project and/or people leadership responsibilities for 8-9 years of my over 20 years in tech.  As challenging as succeeding as an under-represented minority in tech has been, adding leadership responsibilities increased the scope of the challenge even more.  As rarely as I saw other black coders, black team leads were even scarcer until I joined my current company in 2017.  It basically took my entire career to find, but it is the only place I’ve ever worked where being black in tech is normal.  We regularly recruit from HBCUs.  We hire and promote black professionals in technical, analytical, managerial, and executive roles in tech.  There are multiple black women and women at the VP level here.  The diversity even extends to the board of directors–four of its members are black men, including the CEO of F5 Networks.
Perhaps most importantly–and contrary to the sorts of things we hear too often from people like James Damore and others about diversity requiring lower standards–this diverse workforce has helped build and maintain a high performance culture.  This publicly-traded company is regularly in the top 25 of Fortune Magazine’s annual best places to work rankings.  But this year–even in the midst of the pandemic–it jumped into the top 10 for the first time.
The company uses its size to the benefit of under-represented minorities in tech with business resource groups.  Two of the BRGs I belong to have provided numerous opportunities to network with other black associates, to recruit and be recruited for growth opportunities in other lines of business.  As a result, it’s the only company I’ve worked for in my entire career where I’ve had the ability to recruit black engineers to join my team.  These groups have even provided a safe space to vent and grieve regarding the deaths of unarmed black men and women at the hands of police officers.  When we learned that Ahmaud Arbery had been murdered, I had black coworkers I could talk about it with–all the up to the VP level down to the individual contributor level.  We were able to talk about George Floyd’s murder at the time, and in the aftermath of Derek Chauvin’s trial.  As long as these deaths have been happening, this is the only employer I’ve ever worked for where I know there is a like-minded community where I can talk through such issues with–as well as sympathetic allies.
Not only has this company put millions of dollars into organizations like the Equal Justice Initiative, they set up a virtual event for EJI’s founder, Bryan Stevenson,  to speak to us and field our questions.  Ijeoma Oluo and Dr. Henry Louis Gates, Jr have participated in corporate events as well.  They are one of just three Palladium Partners with ITSMF.  I recently completed a program they created for us called the Leaders of Color Workshop for the purpose of helping black managers advance within the organization.
All the good things I’ve shared doesn’t mean it’s a perfect employer (as if such a thing existed).  I found it necessary to transfer to a different department and line of business in order to find a manager interested in helping me advance my career.  Talking to my classmates in the most recent workshop revealed quite a few stories of far more negative experiences than mine from people who have been part of company much longer than I have.   They’ve had at least a couple of instances of viral Medium posts from former employees whose experiences were far more negative than mine.  But at least in my experience, it’s been and continues to be a great place to be black in tech.
Because the majority of our workforce is women, and nearly 1/3rd of the staff comes from minority groups that are under-represented in tech, the company has done a pretty good job of avoiding the sort of missteps that can put you in the news for wrong reasons.  Seemingly just in time for the discussion we’re about to have, the founders of Basecamp (the very opinionated makers of the product of the same name and the HEY email client among other products) are taking their turns as the proverbial fish in a barrel due to their decision to follow the example of Coinbase in disallowing discussions of politics and social causes at work.  So it was very interesting to read the open letter published to them by Jane Yang, one of their employees currently on medical leave.  She writes in some detail about the founders’ decision to exclude hate speech and harassment from the initial use restrictions policy for their products.  Read Jason Fried’s initial post and David Hanson’s follow-up for fuller context.
Basecamp is a small example (just 60 employees), Coinbase a slightly larger one (1200+ employees), but they are good proxies both for many companies I’ve worked for and companies orders of magnitude larger like Facebook, Amazon, and Google who have recently been in the news for discriminatory treatment of underrepresented minorities in their workforce.  Their failures, and those of the tech industry at large to seriously address the lack of diversity in their recruiting and hiring practices has resulted and will continue to result in the creation of products that not only fail to adequately serve under-represented minorities, but actively cause harm.  In the same way monoculture in farming creates genetically uniform crops that are less-resistant to disease and pests, monoculture in corporate environments leads to group think, to more uniform, less-innovative products with a higher risk of automating and perpetuating existing biases.
I recently watched Coded Bias, a documentary available on Netflix (and PBS) that highlighted the failings of existing facial recognition technology and the dangers it poses–to people of color in particular (because it tends to be far more inaccurate with darker-skinned people) but to people in general.  Were it not for the work of Joy Buolamwini, a black woman research assistant in computer science at MIT, we might not have learned about these flaws until much later–if at all.  These dangers extend beyond facial recognition technology to the application of algorithms and machine learning to everything from sentencing and parole determinations, hiring and firing decisions, to mortgage, loan, and other credit decisions.  Particularly as a bank employee, I’m much more conscious of the impact that my work and that of my team could potentially have on the lives of black and brown bank customers.  Even though it’s outside the scope of my current team’s usual work, I’ve begun making efforts to learn more about the ML and artificial intelligence spaces, and to raise concerns with my senior leadership whenever our use of ML and AI is a topic of discussion.  Despite all the challenges we face being in tech as under-represented minorities, or women, or both, it is vital that more of us get in and stay in tech–and continue to raise the concerns that would otherwise be ignored by today’s tech leaders.  Current and future tech products are quite likely to be worse if we don’t.

The Minimum Wage Debate is Too Narrow and Small

Posted on by Scott

Recently I’ve found myself having variations of the same conversation on social media regarding the minimum wage.  Those to my political left have made statements such as “if your business would fail if you paid workers $15/hour you’re exploiting them.”  Those to my political right–some current or former business owners, some not–argue that minimum wage increases had a definite impact on their bottom line.

I have two problems with the first argument: (1) it oversimplifies and trivializes a very serious issue, (2) these days, the arguers tend to aim it at small business owners.  Worker exploitation is real, and conflating every employer who follows the law when it comes to pay and other facets of employment harms the cause of combatting serious harms.  The outgoing Trump administration has been trying to reduce the wages of H-2A workers.  Undocumented workers in sectors like agriculture, food, home-based healthcare, and others fare even worse.  In some cases, drug addiction treatment has turned thousands of people into little more than indentured servants, with complicity from judges and state regulators.  Until recently, large corporations like Wal-Mart and Amazon evaded accountability for low worker pay and mistreatment despite having significant percentages of workers on food stamps and Medicaid and a high rate of worker injuries.

Another variation of the first argument takes a starting point in the past (like the 1960s) then says the minimum wage should be whatever the rate of inflation would have grown it to be between then and today.  If you go back to when Dr. Martin Luther King, Jr. was alive (for example), the minimum wage today “should” be $22/hour.  You can pick any point in time and say what the minimum wage should be based on inflation, but that’s not the same as grappling honestly with how industries have changed and/or how the nature of work has changed in the half-century plus since the civil rights era.

One challenge with the second argument is that the examples cited are typically restaurants or food services–businesses that operate at low margins and have high fixed costs in addition to being labor-intensive.  Even in that sector, the impacts of a $15/hour minimum wage are not necessarily what you might expect.  But not every business is the restaurant business, and a single sector cannot govern the parameters of debate for an issue that impacts the entire economy and the broader society get a broadly beneficial result.

At this point in the discussion, someone usually brings up automation, followed by someone mentioning universal basic income (UBI).  What I have said in the past, and will continue to say, is that automation is coming regardless of what the federal government, states, and/or localities do with the minimum wage.  As someone who has written software for a living for over 20 years, the essence of my line of work is automating things.  Sometimes software augments what people do by taking over rote or repetitive aspects of their jobs and freeing them up to do more value-added work.  But if an entire job is rote or repetitive, software can and does eliminate jobs.  The combination of software and robots are what enable some manufacturers to produce so many goods without the large number of workers they would have needed in the past.

Talking about UBI enlarges the conversation, but even then may not fully take on the nature of the relationship between government, business, and people.  We do not talk nearly often enough about how long the United States got by with a much less-robust social safety net than other countries because of how much responsibility employers used to take on for their employees.  Nor do we talk about the amount of additional control that gives employers over their employees–or the cracks in the system that can result from unemployment.  The usual response from the political right whenever there is any discussion of separating health care from employment is to cry “socialism”.  But the falseness of such charges can be easily exposed.  Capitalism seems to be alive and well in South Korea, and they have a universal healthcare system–a significant portion of which is privately funded.  Germany is another country where capitalism, universal healthcare, and private insurers seem to be co-existing just fine.

The conversation we need to have, as companies and their shareholders get richer, share fewer of those gains with their workers, and otherwise delegate responsibilities they used to keep as part of the social contract, is how the relationship between government, business, and people should change to reflect the current reality.  The rationale always given for taxing capital gains at a lower rate than wages was investment.  But as we’ve seen both in the pandemic, and in the corporate response to the big tax cut in 2017, corporate execs mostly pocketed the gains for themselves or did stock buybacks to further inflate their per-share prices.  Far from sharing any of the gains with workers, some corporations laid off workers instead.  Given ample evidence that preferential tax treatment for capital gains does not result in more investment, the preference should end.  People of working age should not be solely dependent on an employer or Medicare for their healthcare.  A model where public and private insurance co-exist for those people and isn’t tied to employment is where we should be headed as a society.  

We need to think much harder than we have about what has to change both to account for the deficiencies in our social safety net (that corporations will not fill), and an economy on its way to eliminating entire fields that employ a lot of people today.  Bill Gates advocated in favor of a tax on robots year ago.  The challenges of funding UBI and whether or not it’s possible to do that and continue to maintain the social safety net as it currently exists need to be faced head-on.  Talking about the minimum wage alone–even as multiple states and localities increase it well beyond the federal minimum–is not enough.

Résumé Shortening (and other résumé advice)

Posted on by Scott

I saw a tweet from one of the best tech follows on Twitter (@raganwald) earlier today about the difficulty of shortening your résumé to five pages. While my career in tech is quite a bit shorter than his (and doesn’t include being a published author), I’ve been writing software for a living (and building/leading teams that do) long enough to need to shorten my own résumé to less than five pages.

While I’m certainly not the first person to do this, my (brute force) approach was to change the section titled “Professional Experience” to “Recent Professional Experience” and simply cut off any experience before a certain year. The general version of my résumé runs just 2 1/2 pages as a result of that simple change alone.

Other résumé advice I’ve followed over the years includes:

  • If there is a quantitative element to any of your accomplishments, lead with that. Prominently featured in my latest résumé are the annual dollar figures for fraud losses prevented by the team I lead (those figures exceeded $11 million in 2 consecutive years).
  • Don’t waste space on a résumé objective statement
  • Use bullet points instead of paragraphs to keep things short
  • Put your degree(s) at the bottom of the résumé instead of the top
  • Make your résumé discoverable via search engine. This bit of advice comes from my good friend Sandro Fouché, who started the CS program at University of Maryland a few years ahead of me (and has since become a CS professor). I followed the advice by adding a copy of my current résumé to this blog (though I only make it visible/searchable when I’m actively seeking new work). His advice definitely pre-dates the founding of LinkedIn, and may predate the point at which Google Search got really good as well.

Speaking of LinkedIn, that may be among the best reasons to keep your résumé on the shorter side. You can always put the entire thing on LinkedIn. As of this writing, the UI only shows a paragraph or so for your most recent professional experience. Interested parties have to click “…see more” to display more information on a specific experience, and “Show n more experiences” where n is the number of previous employers you’ve had. Stack Overflow Careers is another good place to maintain a profile (particularly if you’re active on Stack Overflow).

What I’m Thankful For

Posted on by Scott

I have plenty to be thankful for this year. My 4-year-old twins are doing well–healthy, happy, and eating everything in sight. My parents, sister, and extended family are doing well. My wife is having some success with her consulting business. I’ve passed the two year mark at my current company and it continues to be the best environment I’ve been part of as a black technologist in my entire career so far.

I’m looking forward to continuing professional and personal growth in 2020 (and beyond) and wish those who may read this the same.

Owning My Words

Posted on by Scott

After Scott Hanselman retweeted this blog post recently about owning your words, I’ve decided to get back into blogging (and hopefully spend less time on social media) after a long hiatus from an already-infrequent blogging schedule. Twitter in particular has probably consumed the bulk of my writing output from 2014 to now, with Tumblr hosting a few longer pieces on topics outside of tech.

I’m finding the process of coming with new topics that merit a blog post on a more regular basis a bit challenging, so I’ll probably start by revisiting older posts and using them as starting points for new work. The topics here will go back to having a clear tech connection, while other areas I’m interested in will get their own site. I bought a new domain recently that I like a lot better than the current .org that I may move this tech content to as well as a subdomain if I’m feeling especially ambitious.

Thoughts on the Damore Manifesto

Posted on by Scott

I’ve shared a few articles on Facebook regarding the now infamous “manifesto” (available in full here) written by James Damore.  But I’m (finally) writing my own response to it because being black makes me part of a group even more poorly represented in computer science (to say nothing of other STEM fields) than women (though black women are even less represented in STEM fields).

One of my many disagreements with Damore’s work (beyond its muddled and poorly written argument) is how heavily it leans on citations of very old studies. Even if such old studies were relevant today, more current and relevant data debunks the citations Damore uses. To cite just two examples:

Per these statistics, women are not underrepresented at the undergraduate level in these technical fields and only slightly underrepresented once they enter the workforce.  So how is it that we get to the point where women are so significantly underrepresented in tech?  Multiple recent studies suggest that factors such as isolation, hostile male-dominated work environments, ineffective executive feedback, and a lack of effective sponsors lead women to leave science, engineering and technology fields at double the rate of their male counterparts.  So despite Damore’s protestations, women are earning entry-level STEM degrees at roughly the same rate as men and are pushed out.

Particularly in the case of computing, the idea that women are somehow biologically less-suited for software development as a field is proven laughably false by simply looking at the history of computing as a field.  Before computers were electro-mechanical machines, they were actually human beings–often women. The movie Hidden Figures dramatized the role of black women in the early successes of the manned space program, but many women were key to advances in computing both before and after that time.  Women authored foundational work in computerized algebra, wrote the first compiler, were key to the creation of Smalltalk (the first object-oriented programming language), helped pioneer information retrieval and natural language process, and much more.

My second major issue with the paper is its intellectual dishonesty.  The Business Insider piece I linked earlier covers the logical fallacy at the core of Damore’s argument very well.  This brilliant piece by Dr. Cynthia Lee (computer science lecturer at Stanford) does it even better and finally touches directly on the topic I’m headed to next: race.  Dr. Lee notes quite insightfully that Damore’s citations on biological differences don’t extend to summarizing race and IQ studies as an explanation for the lack of black software engineers (either at Google or industry-wide).  I think this was a conscious omission that enabled at least some in the press who you might expect to know better (David Brooks being one prominent example) to defend this memo to the point of saying the CEO should resign.

It is also notable that though Damore claims to “value diversity and inclusion”, he objects to every means that Google has in place to foster them.  His objections to programs that are race or gender-specific struck a particular nerve with me as a University of Maryland graduate who was attending the school when the federal courts ruled the Benjamin Banneker Scholarship could no longer be exclusively for black students.  The University of Maryland had a long history of discrimination against blacks students (including Thurgood Marshall, most famously).  The courts ruled this way despite the specific history of the school (which kept blacks out of the law school until 1935 and the rest of the university until 1954.  In the light of that history, it should not be a surprise that you wouldn’t need an entire hand to count the number of black graduates from the School of Computer, Mathematical and Physical Sciences in the winter of 1996 when I graduated.  There were only 2 or 3 black students, and I was one of them (and I’m not certain the numbers would have improved much with a spring graduation).

It is rather telling how seldom preferences like legacy admissions at elite universities (or the preferential treatment of the children of large donors) are singled out for the level of scrutiny and attack that affirmative action receives.  Damore and others of his ilk who attack such programs never consider how the K-12 education system of the United States, funded by property taxes, locks in the advantages of those who can afford to live in wealthy neighborhoods (and the disadvantages of those who live in poor neighborhoods) as a possible cause for the disparities in educational outcomes.

My third issue with Damore’s memo is the assertion that Google’s hiring practices can effectively lower the bar for “diversity” candidates.  I can say from my personal experience with at least parts of the interviewing processes at Google (as well as other major names in technology like Facebook and Amazon) that the bar to even get past the first round, much less be hired is extremely high.  They were, without question, the most challenging interviews of my career to date (19 years and counting). A related issue with representation (particularly of blacks and Hispanics) at major companies like these is the recruitment pipeline.  Companies (and people who were computer science undergrads with me who happen to be white) often argue that schools aren’t producing enough black and Hispanic computer science graduates.  But very recent data from the Department of Education seems to indicate that there are more such graduates than companies acknowledge. Furthermore, these companies all recruit from the same small pool of exclusive colleges and universities despite the much larger number of schools that turn out high quality computer science graduates on an annual basis (which may explain the multitude of social media apps coming out of Silicon Valley instead of applications that might meaningfully serve a broader demographic).

Finally, as Yonatan Zunger said quite eloquently, Damore appears to not understand engineering.  Nothing of consequence involving software (or a combination of software and hardware) can be built successfully without collaboration.  The larger the project or product, the more necessary collaboration is.  Even the software engineering course that all University of Maryland computer science students take before they graduate requires you to work with a team to successfully complete the course.  Working effectively with others has been vital for every system I’ve been part of delivering, either as a developer, systems analyst, dev lead or manager.

As long as I have worked in the IT industry, regardless of the size of the company, it is still notable when I’m not the only black person on a technology staff.  It is even rarer to see someone who looks like me in a technical leadership or management role (and I’ve been in those roles myself a mere 6 of my 19 years of working).  Damore and others would have us believe that this is somehow the just and natural order of things when nothing could be further from the truth.  If “at-will employment” means anything at all, it appears that Google was within its rights to terminate Damore’s employment if certain elements of his memo violated the company code of conduct.  Whether or not Damore should have been fired will no doubt continue to be debated.  But from my perspective, the ideas in his memo are fairly easily disproven.

Podcast Episodes Worth Hearing

Posted on by Scott

Since I transitioned from a .NET development role into a management role 2 years ago, I hadn’t spent as much time as I used to listening to podcasts like Hanselminutes and .NET Rocks.  My commute took longer than usual today though, so I listened to two Hanselminutes episodes from December 2016.  Both were excellent, so I’m thinking about how to apply what I’ve heard directing an agile team on my current project.

In Hanselminutes episode 556, Scott Hanselman interviews Amir Rajan.  While the term polyglot programmer is hardly new, Rajan’s opinions on what programming languages to try next based on the language you know best were quite interesting.  While my current project is J2EE-based, between the web interface and test automation tools, there are plenty of additional languages that my team and others have to work in (including JavaScript, Ruby, Groovy, and Python).

Hanselminutes episode 559 was an interview with Angie Jones.  I found this episode particularly useful because the teams working on my current project include multiple automation engineers.  Her idea to include automation in the definition of done is an excellent one.  I’ll definitely be sharing her slide deck on this topic with my team and others..