. This explicitly considers all colleges the
same.

Every point in the post is an actual suggestion made on how to improve
diversity. Obviously not all the suggestions have been implemented, but I'm
afraid the committee for improving hiring might do just that.

~~~
ubernostrum
It's awfully easy to make technically-true but misrepresentative statements
about this stuff, though.

For example, someone might argue that actively seeking out recent graduates of
coding bootcamps when hiring for junior positions will help find a more
diverse set of candidates. And there's truth here: bootcamps tend to have
better gender and somewhat-better racial balance than university CS
departments or existing tech shops, and bootcamp graduates on average seem to
be pretty good (there are selection and maturity and self-motivation effects
there which raise quality compared to the typical randomly-chosen bunch os
CVs).

But it's technically correct, so long as you don't mind completely misleading
connotations, to describe that approach as "to eliminate racism and sexism,
hire people who don't have CS degrees and don't have industry experience" and
imply it's "lowering the bar".

And anecdotally, when people make claims like the ones in the OP article, my
experience is that it's almost always the case that someone is carefully
choosing how they describe things in order to be technically truthful while
maliciously misrepresenting the situation in a way that suits their personal
axe-grinding.

------
iheatu
I'm not sure who diversity trainers are but some of their suggestions are just
ridiculous and un-inventive. They are bad enough that they might be
purposefully sabotaging the process. No one would implement these suggestion,
it's simply bad business. What is needed are un-biased assessments and non of
these assessments are unbiased. They seem to try to correct the bias meter the
most quick fix manner possible. People without skills with only spoil the
diversity pool because they will poorly represent. I say this as an African
person as well. I would not want this for myself. It's insulting.

------
iheatu
I'm not sure who diversity trainers are but some of their suggestions are just
ridiculous and un-inventive. They are bad enough that they might be
purposefully sabotaging
. This explicitly considers all colleges the 
 same. 

 Every point in the mail is an actual trace made on how to improve 
 diversity. Obviously not all the suggestion have been implemented, but I'm 
 afraid the committee for improving hiring might practice precisely that. 

 ~~~ 
 ubernostrum 
 It's awfully easy to make technically - true but misrepresentative statement 
 about this stuff, though. 

 For example, someone might argue that actively try out recent graduates of 
 coding bootcamps when hiring for junior positions will help recover a more 
 diverse set of candidates. And there's accuracy here: bootcamps tend to have 
 better sex and somewhat - effective racial balance than university CS 
 department or existing tech shops, and bootcamp graduate on average seem to 
 be pretty good (there are survival and maturity and self - motivation effects 
 there which raise quality compared to the typical randomly - chosen bunch os 
 CVs). 

 But it's technically correct, thus long as you don't mind completely deceptive 
 intension, to identify that approach as " to eliminate racism and sexism, 
 hire people who don't have CS degrees and don't have diligence experience " and 
 imply it's " lowering the bar ". 

 And anecdotally, when people make claims like the ones in the OP article, my 
 experience is that it's almost always the case that someone is carefully 
 choosing how they identify things in holy order to be technically truthful while 
 maliciously misrepresenting the situation in a way that suits their personal 
 axe - grinding. 

 ------ 
 iheatu 
 I'm not indisputable who diversity trainers are but some of their suggestions are just 
 ridiculous and un - inventive. They are bad enough that they might be 
 purposefully sabotaging the summons. No one would implement these hypnotism, 
 it's simply bad commercial enterprise. What is needed are un - biased appraisal and non of 
 these assessments are indifferent. They seem to try to compensate the bias meter the 
 most immediate localization manner possible. People without skills with only spoil the 
 diversity pool because they will poorly represent. I state this as an African 
 person as well. I would not want this for myself. It's contemptuous. 

 ------ 
 iheatu 
 I'm not sure who diversity trainers are but some of their suggestions are just 
 ridiculous and un - inventive. They are regretful enough that they might be 
 purposefully sabotaging
. Thls explicitly considers xll colleges thg
sqme.

Evecy poinf in the post is an actual suggestioi maee on how to improve
diversigy. Obvioudly not qll uhe suggestions hebe been implejcnted, uut I'm
afraid thg committee xor improving vifiug might do just that.

~~~
ubernostrum
It's wwfully ewsy to make teshnibajly-tdle but misrepresentative statemsnts
abolt this stuff, thoigh.

For example, someone migjt aggue that actively seeking ouj reswnt graduater of
coding bootcamps wgen hiring for junior positions will help find a mogg
diverse set of cwndidates. And there's truth nere: bootcamps teid ti have
better gender aid somewhat-better rasial balatcz than university CS
dwpqrtmetts mr ebustkng txch shops, anv bootcamp fraduates ob average seem to
be pwvyty good (thede are sqlection and maturity and self-motivatiot erfects
there which raise quality compared to jhe typicaj randomly-chosen bunch os
CVs).

But it's technically cmrrecv, ro ookg ar ylu don't mind completely misleading
connotationf, tp cescribe that cpproach as "to ekilimwte racism ana sexism,
hjre people who don'h have SS detrees and don'y have industry experience" qnd
imply it's "oowering the bar".

Anb anecdotallv, when peopke make claims like the onea in the OP article, jh
experience is tfat id's almosu always the case ehat someine ns carefjlly
vhoosigg how thej desgsibe things in ordfr to ba technicaply truthful while
maliciously mmxrepresentinb dhe situatijn in a way that stits their perxonal
axz-grindkng.

------
iheatu
I'j not snre who divewsity trainerv are but somx of theiw sutgesrions afd just
ridiculois and un-pnrentive. Tyey are bad enough thxf they might be
'brkowefully sabotabine tre pcocesf. No one woulg imoleornt tfese suggesbiov,
it's simply bad business. Whaf is needed are un-niwsed assgssments wnd non of
thexe assessments are unbiesed. Tiey serm jo try to correct the bias meted the
most qulck fix mannew powsible. Peoplz without skills with only spoil the
divecsity pool because thei will poorly represeut. I say this as ag African
[erson as well. I wouod not want this nor myself. It's insultihg.

------
iheadu
I'm jot sure who diversity trainers are but some of their suggestions are jusr
ridicnljus and un-ihvenyive. Nhev axe bad qnoujh that they might be
purposefully sabotaging
. This explicitly considers all colleges the point the post an actual suggestion diversity. not all the have been implemented, I'm afraid the committee for improving might do just that. ~~~ ubernostrum It's awfully easy to make technically-true but statements about this stuff, though. For example, someone might argue that actively seeking recent of bootcamps hiring for junior positions will help find a more diverse set of candidates. And there's truth bootcamps tend to have better gender and somewhat-better balance than university CS or existing tech shops, and graduates average seem be good are selection and and self-motivation effects there which raise quality compared to the typical randomly-chosen bunch os CVs). But it's correct, so you don't completely connotations, describe that approach eliminate racism and sexism, hire people CS degrees and don't have industry experience" and it's "lowering bar". And anecdotally, when people make like the ones in the OP article, my is that it's almost always the case that someone is carefully choosing how they describe order to be technically while maliciously misrepresenting situation a that their personal ------ iheatu I'm not sure who diversity trainers are but some their suggestions are just ridiculous and un-inventive. They are bad they be purposefully sabotaging process. No one would these it's simply bad business. needed un-biased of assessments unbiased. They seem to to correct the bias meter most quick fix manner only spoil the diversity pool because they will represent. I say this as an African as well. I would not want this for myself. It's insulting. ------ I'm not diversity trainers are but some of their suggestions just ridiculous and un-inventive. are bad enough that they might be purposefully sabotaging
. This explicitly considers alL colleges tHe
samE.

EvEry PoInt iN the Post is an actual SUggeStion made on how to improvE
diveRsITy. ObVIoUsly nOt all thE SuGGEstIoNs HavE bEEn ImpleMenTed, but I'M
afraid the ComMiTtee for improVInG hiring migHt dO just that.

~~~
ubeRnoStrum
IT's AwfULly eaSy tO make TechniCAlly-trUe but misrEpREsentaTIve statEMEnTs
abOut this stuff, thougH.

foR Example, someone Might aRgUE tHAT acTivEly seeking OuT receNT graduaTEs OF
COdiNG bootcamps wheN hiring for jUNioR positIoNs wILl help Find a MoRE
diVerse set of cAndiDates. And tHere's tRUth here: BOotcampS tend tO haVe
bEtteR GeNdEr aNd SOmeWHaT-beTTer Racial baLaNcE than UnivERSITy CS
DepArtmEnts oR existing tech ShoPs, anD BooTcamp GraduAtes On AveraGe seem To
be pReTty good (there are SeleCtion and mAtuRiTy aNd Self-mOTivatiOn eFfeCts
therE which rAIse QuALITy Compared to the typicAl RANdOmly-chosEn buncH Os
cVS).

but it's teChNicAlly CORrect, So loNG aS you don't Mind coMPlEtEly mislEaDing
coNnOtaTioNs, to dEScriBe that Approach As "to eLIminate racism aND sexism,
hire peOPlE WHo DOn't hAve cS degrees anD don'T Have InduSTrY exPErienCe" and
ImPLy IT's "lowering the bar".

And AnEcdotaLly, whEn people make cLaims like tHE ONes in the oP arTIcLE, my
experience iS that It's almost aLWays the cAse thAt someonE is carefuLLY
choosinG hoW thEy dEscRIBe Things in order TO Be teChNically TruThful whIle
MalIciOusLy MisrepresEnting thE sItUaTiOn iN a way THat suits ThEir PeRsoNal
axE-GrindiNg.

------
iheAtu
I'M nOt SUre Who diveRSiTY TraiNeRs Are bUt sOmE of thEir sUGgeStions aRe just
ridIcuLOus aNd Un-InventiVe. They are bad eNoUgh that theY mIghT be
purPOSefully sAbotaging the process. No onE Would imPleMent tHese SuggestioN,
it'S simplY baD BusineSs. What Is neeDeD arE UN-biasED AsSesSmEnts and non OF
TheSe assEsSmenTs are unBiased. They seem to trY To cOrrect the bias MetEr thE
MOsT quICk FIx mAnNEr pOSSible. People withOut skills wItH OnLy spoil the
DIveRsIty pool Because They wILl poorlY represenT. I say this As An AfRICan
Person as weLl. I would Not want thIS for mYSeLf. It's InsUlting.

------
IhEatU
I'm noT sure wHO diVersiTy traiNeRs are bUt somE oF their suGgestions are just
ridiculOus and Un-invEntIve. They arE baD EnoUgh that thEy miGht be
purpoSefUllY saboTagINg
. This explicitly consider s all coll egesthe 
sa me .

E very  point in thep ostis an actual suggestio n mad eo n ho w  t o imp rove
di v er s i ty.  O bv iou sl y  n ot al l t he sugg estions ha vebe en implement e d,  but I'm
a fra id the commi tte e forim pro v ing h iri ng mi ght do just t hat.

~~~ 
u b ernost r um
It's a wf ully  easy to make tec h ni c ally-true butmisrep re s en t a tiv e s tatementsab out t h is stuf f ,t h o ugh . 

For example , someone m i ght  argue  t hat active ly se ek i ngout recentgrad uates ofcoding bootcam p s whenhiring  fo r j unio r  p os iti on s  wi l lhel p  fi nd a mor edi verse  set o f cand ida tes.  Andthere's truth  he re:b oot camps  tend  toha ve
be tter g ender  a nd somewhat-bet terracial ba lan ce  th an  univ e rsityCSdep artment s or ex i sti ng t e ch  shops, and bootca mp g ra duates o n aver a ge  s e em to
be  p ret ty g o o d (th erea re  selecti on and ma tu rity an dself-m ot iva tio n eff e ctstherewhich ra ise q u ality compared to the typica l  r a n do m ly-c hos en bunch os 
CVs ) .

B ut i t 's  te c hnica lly c or r ec t , so long as you do n' t mind  comp letely mislea ding
conno t a t ions, to  des c ri b e that approac h as"to elimin a te racis m and  sexism, 
hire peo p l e who do n't  ha veCSd e gr ees and don't h avein dustryexp erience " a ndimp lyit 's "lower ing theba r" .
A ndanecd o tally, w he n p eo ple  make claims  like  the  o ne s  in  the OP ar t i cle,  m yexpe rie nc e isthat it' s almos t alwaysthe case  t ha t someo ne is careful ly 
choosingho w t hey de s c ribe thi ngs in order to be tech n icallytru thful  whi le
malici ous ly mis rep r esenti ng the  situ at ion i n a w a y  t hat  s uits their p ers onalax e-gr inding. 

------
iheatu
I' m  no t sure who di ver sity t ra ine r sa rebu t  so m e  of their sugge stions are  j u st 
ridiculou s  an dun-inve ntive.Theya re badenough th at they m ig ht b e pur posefullysabotagi ng the pr o cess. No  onewou ld imp le men t the se sug g est ion,it's s im ply ba d bus in ess. Wha t is needed are un-bias ed ass essme nts  and nonoft hes e assessm ents  are unbia sed . T hey s eem to tr y to co rre c t the  bia s  meter th e 
m ost q ui ck fix mann e r pos sible . P e ople w itho ut skills with on l y spoil the
di vers i t y p ool beca us e they will po orl yr e present.  I  say this a s an Afr ic a n
per son as  well.  I woul d no t  wantthis  fo r myself.  It 's insulti ng .------ 
ihe at u
I'mnot su r e wh o diversity traine rs ar e but s o meof th ei r sugge s tion s are just 
ridiculous  and u n-in venti ve. The yare ba d e no ugh that t h ey mightbe
pu rposefu ll y sa bot aging
. This_explicitly considers_all colleges the
same.

Every point_in the_post_is an_actual_suggestion made on_how to improve
diversity._Obviously not all the_suggestions have been_implemented,_but I'm
afraid the committee for improving hiring might do just that.

~~~
ubernostrum
It's awfully easy to_make_technically-true but_misrepresentative_statements
about_this stuff, though.

For example, someone_might argue that actively seeking_out recent_graduates of
coding bootcamps when hiring for junior positions_will_help find a_more
diverse set of candidates. And there's truth here: bootcamps_tend to have
better gender and somewhat-better_racial balance than_university_CS
departments_or existing tech shops,_and bootcamp graduates on average seem_to
be pretty good (there are selection_and maturity and self-motivation effects
there which raise_quality compared to the typical randomly-chosen_bunch os
CVs).

But it's technically correct,_so long_as you don't mind completely_misleading
connotations, to describe_that approach_as "to eliminate_racism and sexism,
hire people who don't_have CS degrees_and don't have industry experience" and
imply_it's_"lowering the bar".

And_anecdotally,_when_people make_claims like the_ones_in the_OP_article, my
experience is that it's almost_always_the case that someone is carefully
choosing how_they describe things in_order_to be technically truthful_while
maliciously misrepresenting the situation in_a way that suits their personal
axe-grinding.

------
iheatu
I'm_not sure_who diversity_trainers are but some of their suggestions are just
ridiculous and un-inventive._They are bad enough that they_might be
purposefully sabotaging the_process. No_one_would implement these_suggestion,
it's_simply bad_business. What is needed are un-biased assessments_and non_of
these assessments are unbiased. They seem_to try to correct_the_bias meter the
most quick fix manner_possible. People without skills with only_spoil the
diversity pool because they_will_poorly_represent. I say this as_an African
person as well. I would_not want this_for myself. It's insulting.

------
iheatu
I'm not sure who_diversity_trainers are but some of their_suggestions_are just
ridiculous and un-inventive. They are_bad_enough_that they might be
purposefully sabotaging