'Hold More Men Accountable': Ellen Pao on What Silicon Valley Should Learn from Elizabeth Holmes's Conviction
Google Reveals 48 Employees Fired for Sexual Harassment in Last 2 Years
Female Entrepreneurs Invent Male 'Co-founder' to Get Respect
Google Hit With Class Action Lawsuit Over Gender Pay
Is the Memo Controversy a Pivot Point on Diversity for Google?
Google's Firing of Engineer a Clear-Cut Legal Decision
Google CEO Cuts Vacation Short to Deal With Crisis Over Diversity Memo
Google Reportedly Fires Employee Who Slammed Diversity Efforts
To Break Diversity 'Pipeline Problem,' Howard University Sets Up Shop at Google
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You can hear her work on \u003ca href=\"https://www.npr.org/search?query=Rachael%20Myrow&page=1\">NPR\u003c/a>, \u003ca href=\"https://theworld.org/people/rachael-myrow\">The World\u003c/a>, WBUR's \u003ca href=\"https://www.wbur.org/search?q=Rachael%20Myrow\">\u003ci>Here & Now\u003c/i>\u003c/a> and the BBC. \u003c/i>She also guest hosts for KQED's \u003ci>\u003ca href=\"https://www.kqed.org/forum/tag/rachael-myrow\">Forum\u003c/a>\u003c/i>. Over the years, she's talked with Kamau Bell, David Byrne, Kamala Harris, Tony Kushner, Armistead Maupin, Van Dyke Parks, Arnold Schwarzenegger and Tommie Smith, among others.\r\n\r\nBefore all this, she hosted \u003cem>The California Report\u003c/em> for 7+ years, reporting on topics like \u003ca href=\"https://soundcloud.com/rmyrow/on-a-mission-to-reform-assisted-living\">assisted living facilities\u003c/a>, the \u003ca href=\"https://www.npr.org/sections/alltechconsidered/2014/12/01/367703789/amazon-unleashes-robot-army-to-send-your-holiday-packages-faster\">robot takeover\u003c/a> of Amazon, and \u003ca href=\"https://www.kqed.org/bayareabites/50822/in-search-of-the-chocolate-persimmon\" rel=\"noopener noreferrer\">chocolate persimmons\u003c/a>.\r\n\r\nAwards? Sure: Peabody, Edward R. Murrow, Regional Edward R. Murrow, RTNDA, Northern California RTNDA, SPJ Northern California Chapter, LA Press Club, Golden Mic. Prior to joining KQED, Rachael worked in Los Angeles at KPCC and Marketplace. She holds degrees in English and journalism from UC Berkeley (where she got her start in public radio on KALX-FM).\r\n\r\nOutside of the studio, you'll find Rachael hiking Bay Area trails and whipping up Instagram-ready meals in her kitchen.","avatar":"https://secure.gravatar.com/avatar/87bf8cb5874e045cdff430523a6d48b1?s=600&d=blank&r=g","twitter":"rachaelmyrow","facebook":null,"instagram":null,"linkedin":"https://www.linkedin.com/in/rachaelmyrow/","sites":[{"site":"arts","roles":["administrator"]},{"site":"news","roles":["edit_others_posts","editor"]},{"site":"futureofyou","roles":["editor"]},{"site":"bayareabites","roles":["editor"]},{"site":"stateofhealth","roles":["editor"]},{"site":"science","roles":["editor"]},{"site":"food","roles":["editor"]},{"site":"forum","roles":["editor"]}],"headData":{"title":"Rachael Myrow | KQED","description":"Senior Editor of KQED's Silicon Valley News Desk","ogImgSrc":"https://secure.gravatar.com/avatar/87bf8cb5874e045cdff430523a6d48b1?s=600&d=blank&r=g","twImgSrc":"https://secure.gravatar.com/avatar/87bf8cb5874e045cdff430523a6d48b1?s=600&d=blank&r=g"},"isLoading":false,"link":"/author/rachael-myrow"},"qkim":{"type":"authors","id":"11099","meta":{"index":"authors_1591205172","id":"11099","found":true},"name":"Queena Sook Kim","firstName":"Queena","lastName":"Kim","slug":"qkim","email":"qkim@kqed.org","display_author_email":false,"staff_mastheads":["news"],"title":"Senior Editor","bio":"\u003cspan style=\"font-weight: 400;\">Queena Sook Kim is a former senior editor of the weekend desk at KQED. Before taking on that post, she was the Senior Editor of the Silicon Valley Desk and was the \u003c/span>\u003cspan style=\"font-weight: 400;\">host of The California Report. The daily morning show airs on KQED in San Francisco, one of the nation’s largest NPR affiliates, and on 30 stations across the state. In that role, she produces and reports on news, politics and life in the Golden State. Queena likes to take sideways look at the larger trends changing the state. One of her favorite stories asked\u003c/span>\u003ca href=\"https://ww2.kqed.org/news/2015/02/15/why-the-heck-do-mexican-reporters-on-public-radio-say-their-names-that-way\"> \u003cspan style=\"font-weight: 400;\">why Latino journalists “over’pronounce” their Spanish surnames\u003c/span>\u003c/a>\u003cspan style=\"font-weight: 400;\"> as a way of looking at how immigration is creating a culture shift in California.\u003c/span>\r\n\r\n\u003cspan style=\"font-weight: 400;\">Before joining The California Report, Queena was a \u003ca href=\"http://www.marketplace.org/people/queena-kim\">Senior Reporter covering technology for Marketplace\u003c/a>, the daily business show that airs on public radio. Queena covered daily tech business stories and reported on larger technology trends. She did a series of stories looking at role of social engineering in hacking and on a start-up in Silicon Valley that’s trying to use technology, instead of animals, to make meat that bleeds.\u003c/span>\r\n\r\n\u003cspan style=\"font-weight: 400;\">Queena started her career as a business journalist at the Wall Street Journal, where she spent four years covering the paper, home building and toy industries. She wrote A1 stories about the unusually aggressive tactics KB Home took against its home buyers. and the resurgence of “Cracker” architecture in Florida. She also wrote section front stories on marketing trends and\u003c/span>\r\n\r\n\u003cspan style=\"font-weight: 400;\">As a journalist, Queena has spent much of her career helping start-up editorial products. She was on the founding editorial team of The Bay Citizen, an experimental, online news site in San Francisco that was funded by the late hillbilly billionaire Warren Hellman. In 2009, Queena received a grant from the Corporation of Public Broadcasting to start-up a podcast called \u003ca href=\"https://soundcloud.com/cyberfrequencies\">CyberFrequencies\u003c/a>, which reported on the culture of technology. She also helped start-up two radio shows - Off-Ramp and Pacific Drift - for KPCC, the NPR-affiliate in Los Angeles. Off-Ramp was awarded 1st Place for news and Public Affairs programming by the PRINDI and the L.A. Press club. \u003ca href=\"https://soundcloud.com/queena-sook-kim\">Queena’s stories have appeared \u003c/a>on NPR’s Day to Day, Hearing Voices, WNYC’s Studio 360, WBUR’s Here and Now, BBC’s Global Perspectives and New York Times’ multimedia page.\u003c/span>\r\n\r\n\u003cspan style=\"font-weight: 400;\">In 1994, Queena won a Fulbright Grant to teach and study in Seoul, South Korea. She was also selected to be a Teach For America Corps Member in 1991 and taught elementary school in the Inglewood Unified School District in Southern California.\u003c/span>\r\n\r\n\u003cspan style=\"font-weight: 400;\">Queena is a frequent public speaker and has given talks at UC Berkeley, Stanford University, San Francisco State University, PRINDI conference and the Craigslist Foundation Boot Camp. Queena went to UC Berkeley’s Graduate School of Journalism and graduated cum laude from New York University with a B.A. in Politics. She grew up in Southern California and lives in Berkeley, Ca in a big fixer on which she spends most weekends, well, fixing.\u003c/span>","avatar":"https://secure.gravatar.com/avatar/b72382fd0db351b99f8a31939f4853fc?s=600&d=blank&r=g","twitter":"queenasookkim","facebook":null,"instagram":null,"linkedin":null,"sites":[{"site":"news","roles":["subscriber"]},{"site":"forum","roles":["author"]},{"site":"breakingnews","roles":["editor"]}],"headData":{"title":"Queena Sook Kim | KQED","description":"Senior Editor","ogImgSrc":"https://secure.gravatar.com/avatar/b72382fd0db351b99f8a31939f4853fc?s=600&d=blank&r=g","twImgSrc":"https://secure.gravatar.com/avatar/b72382fd0db351b99f8a31939f4853fc?s=600&d=blank&r=g"},"isLoading":false,"link":"/author/qkim"},"nnavarro":{"type":"authors","id":"11756","meta":{"index":"authors_1591205172","id":"11756","found":true},"name":"Natalia V Navarro","firstName":"Natalia V","lastName":"Navarro","slug":"nnavarro","email":"nnavarro@kqed.org","display_author_email":true,"staff_mastheads":["news"],"title":"Afternoon and Weekend News Anchor","bio":"Natalia Navarro is the radio news anchor at KQED News on weekday afternoons and weekend mornings. 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Natalia is originally from Tucson, Arizona, and before joining CPR she wrote stories for several news organizations including the Arizona Daily Star and Arizona Public Media.\u003cspan class=\"JsGRdQ\"> \u003c/span>Natalia earned her bachelor's degree in journalism and economics, and her master's degree in journalism from the University of Arizona.","avatar":"https://secure.gravatar.com/avatar/45f866ea8b5c52bf1fa4c236dd0c03c2?s=600&d=blank&r=g","twitter":"@NataliaVNavarro","facebook":null,"instagram":null,"linkedin":null,"sites":[{"site":"news","roles":["editor"]}],"headData":{"title":"Natalia V Navarro | KQED","description":"Afternoon and Weekend News 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conviction on four counts of fraud this week\u003c/a> — are relatively rare.\u003c/p>\n\u003cp>Ellen Pao, a tech investor and former CEO of Reddit, who has fought sexism in the venture capital industry, now heads \u003ca href=\"https://projectinclude.org/\">Project Include\u003c/a>, a nonprofit focused on building lasting diversity and inclusion in the tech industry.\u003c/p>\n\u003cp>In September, Pao wrote a \u003ca href=\"https://www.nytimes.com/2021/09/15/opinion/elizabeth-holmes-trial-sexism.html\">New York Times opinion piece\u003c/a> questioning why Holmes in particular was being held accountable while many male executives in Silicon Valley tend to avoid accountability for the \"questionable, unethical, even dangerous behavior [that] has run rampant in the male-dominated world of tech start-ups.\" And some of the men who are made to answer for their actions often return to lucrative roles in the industry, she said.\u003c/p>\n\u003cp>KQED spoke with Pao this week about Holmes's conviction, and whether she thinks it will affect the barriers of entry for women in the industry.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>\u003cem>This interview has been edited for length and clarity.\u003c/em>\u003c/p>\n\u003cp>\u003cstrong>What did you think of this week's verdict? Were you surprised by it? \u003c/strong>\u003c/p>\n\u003cp>Well, I was expecting a conviction. I'm glad that there was a conviction. I think it's important to hold CEOs accountable for their actions, and my main problem with this prosecution is that it's been one of the few prosecutions, and I wish more CEOs were held accountable for their actions as well.\u003c/p>\n\u003cp>\u003cstrong>In your opinion piece, you say Holmes should be held accountable for her actions, but that it's also sexist to not do the same for prominent male tech leaders. Are there particular examples that you were thinking of when you wrote that? \u003c/strong>\u003c/p>\n\u003cp>I think it's both in the broader context where we see it's harder for women to get funding. It's harder for especially women of color, Black women, Latinx women to get funding. So in that context, you see that women are often treated differently than men. And then all of a sudden you see a woman CEO being prosecuted.\u003c/p>\n\u003cp>But yet we look at all of the harm that's been caused by companies like Facebook — the genocide incited in Myanmar — the scandals at Uber, where there's accusations of harassment, of price gouging, of actual sexual assaults. And neither Mark Zuckerberg nor Travis Kalanick have faced any significant legal consequences, much less any kind of attempts to hold them personally accountable. The consequences, I believe, have only been to Facebook and to Uber as companies, and not to them as individuals for their leadership roles in these problems.\u003c/p>\n\u003cp>I've gotten so much flak for calling out Juul, which has caused so much harm in creating this youth nicotine epidemic. And it's been called out for marketing its products as safe for children, for convincing kids to market to other kids, according to some of the information that came out in a congressional investigation. And ... [w]e haven't seen Kevin Burns, that [former] CEO who's no longer there, be held accountable in any way. I hope we see other agencies really looking at this Theranos conviction as the start of holding many companies and many of their CEOs accountable.[pullquote size=\"medium\" align=\"right\" citation=\"Ellen Pao, tech investor and former Reddit CEO\"]'It doesn't mean that [Holmes] shouldn't be held accountable. I just think we need to hold more men accountable. But the reaction where people felt so threatened by this callout of sexism in the industry, it makes me feel that for some, it's going to be an excuse to continue to avoid investing in women. They already don't invest in women, so that's not going to be a big change.'[/pullquote]\u003c/p>\n\u003cp>\u003cstrong>Did you feel the coverage of the trial itself was different because Holmes was a woman? \u003c/strong>\u003c/p>\n\u003cp>I could not believe the number of articles about her appearance, about what she was wearing, about her hair and how she should change and what was her voice going to sound like. There was so much attention paid to her appearance and her demeanor that you don't see and, you know, you don't hear about or read about in other accounts of trials.\u003c/p>\n\u003cp>\u003cstrong>Why are women CEOs and start-up founders relatively rare in Silicon Valley? \u003c/strong>\u003c/p>\n\u003cp>I think there is a systemic sexism in the valley that comes from its origins — it was started by a group of white men who came out of the semiconductor industry. They hired a bunch of their friends who were white men, and all of a sudden that became the model. And even when I was in venture capital, the person that I worked for said, 'Oh, we're looking for men who are young and who have dropped out of school,' and they wanted those men to be the people that we looked for and invested in.\u003c/p>\n\u003cp>And all of a sudden, you have this self-fulfilling prophecy where the only people that you're investing in are these white 26-year-old men, and then they, lo and behold, are the only ones who are successful because they're the only ones who are given the opportunities. And then for those venture capitalists, they feel like, 'Oh, look, my pattern-matching held true. I'm going to double down on this theory I have that only white men who are 26-year-olds are going to be successful, and it keeps turning out to be true because that's the only type of person that I invest in.'\u003c/p>\n\u003cp>So there's a lot of this fixed mindset around who can be successful and who looks like a leader and who acts like a leader. [aside label='Theranos Coverage' tag='theranos']\u003cstrong>Do you think the Holmes trial and the high-profile conviction will affect the barriers of entry for women in the industry? \u003c/strong>\u003c/p>\n\u003cp>It's been interesting to read the feedback from the column that I wrote. So many men were so angry with me, saying things like, \"No, look, what she did was completely wrong, and she did something that was totally different from what these other people are doing. She is a terrible evil person!\" Because they just don't want to address the fact that actually we are holding her to a different standard.\u003c/p>\n\u003cp>It doesn't mean that she shouldn't be held accountable. I just think we need to hold more men accountable. But the reaction where people felt so threatened by this callout of sexism in the industry, it makes me feel that for some, it's going to be an excuse to continue to avoid investing in women. They already don't invest in women, so that's not going to be a big change. But it's just going to be slower to change these folks because they've just found another excuse to hold on to the past.\u003c/p>\n\u003cp>\u003cstrong>What can the tech and investment industry do to improve the situation for women and give them more of a chance to found and lead companies? \u003c/strong>\u003c/p>\n\u003cp>I have been pushing so hard, and through Project Include as well, for people to \u003cem>measure\u003c/em> — measure the demographics of who you are investing in. Not just by how many companies have a founder who is a woman or a founder who is Black. Really look at the percentage of founders, and also look at the percentage of dollars going in, because there are many venture capital firms that will invest in [some of these] companies, but not very much money. And the big dollars — you know, the $100 million investments — are still going to white men.\u003c/p>\n\u003cp>So let's look for the distribution of dollars and the demographics of the founders and the demographics of the CEOs and really look for: Where are you today? Where do you want to be? And how are you going to get there?\u003c/p>\n\u003cp>There's too much of these vanity metrics where you're looking at ... numbers that look better optically but aren't actually showing the level of the lack of funding [to] different groups. We should be really looking at the real numbers, for venture capital firms, but also for companies. And investors should be looking at those numbers, too, not just in venture capital firms, but the limited partners that invest in venture capital firms. I wish they would hold the firms that they're putting their money into more accountable.\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n","blocks":[],"excerpt":"KQED spoke with the tech investor and former Reddit CEO about Elizabeth Holmes's conviction, and whether it will affect barriers of entry for women in the tech industry.","status":"publish","parent":0,"modified":1641491886,"stats":{"hasAudio":false,"hasVideo":false,"hasChartOrMap":false,"iframeSrcs":[],"hasGoogleForm":false,"hasGallery":false,"hasHearkenModule":false,"hasPolis":false,"paragraphCount":26,"wordCount":1468},"headData":{"title":"'Hold More Men Accountable': Ellen Pao on What Silicon Valley Should Learn from Elizabeth Holmes's Conviction | KQED","description":"KQED spoke with the tech investor and former Reddit CEO about Elizabeth Holmes's conviction, and whether it will affect barriers of entry for women in the tech industry.","ogTitle":"","ogDescription":"","ogImgId":"","twTitle":"","twDescription":"","twImgId":"","schema":{"@context":"http://schema.org","@type":"NewsArticle","headline":"'Hold More Men Accountable': Ellen Pao on What Silicon Valley Should Learn from Elizabeth Holmes's Conviction","datePublished":"2022-01-06T10:01:26.000Z","dateModified":"2022-01-06T17:58:06.000Z","image":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png","isAccessibleForFree":"Y","publisher":{"@type":"NewsMediaOrganization","@id":"https://www.kqed.org/#organization","name":"KQED","url":"https://www.kqed.org","logo":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png"}}},"disqusIdentifier":"11900856 https://ww2.kqed.org/news/?p=11900856","disqusUrl":"https://ww2.kqed.org/news/2022/01/06/hold-more-men-accountable-ellen-pao-on-what-silicon-valley-should-learn-from-elizabeth-holmess-conviction/","disqusTitle":"'Hold More Men Accountable': Ellen Pao on What Silicon Valley Should Learn from Elizabeth Holmes's Conviction","audioUrl":"https://www.kqed.org/.stream/anon/radio/RDnews/2022/01/430NewscastEllenPaoEXTENDED220104.mp3","excludeFromSiteSearch":"Include","path":"/news/11900856/hold-more-men-accountable-ellen-pao-on-what-silicon-valley-should-learn-from-elizabeth-holmess-conviction","audioTrackLength":null,"parsedContent":[{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cp>Silicon Valley is full of charismatic, high-flying start-up founders like former Theranos CEO Elizabeth Holmes, but very few of them are women.\u003c/p>\n\u003cp>Shady dealings and even outright fraud also are not unknown in the tech industry, but high-profile prosecutions of executives — like the one that led to \u003ca href=\"https://www.kqed.org/science/1978159/former-theranos-ceo-elizabeth-holmes-is-found-guilty-on-4-counts-in-her-fraud-trial\">Holmes's conviction on four counts of fraud this week\u003c/a> — are relatively rare.\u003c/p>\n\u003cp>Ellen Pao, a tech investor and former CEO of Reddit, who has fought sexism in the venture capital industry, now heads \u003ca href=\"https://projectinclude.org/\">Project Include\u003c/a>, a nonprofit focused on building lasting diversity and inclusion in the tech industry.\u003c/p>\n\u003cp>In September, Pao wrote a \u003ca href=\"https://www.nytimes.com/2021/09/15/opinion/elizabeth-holmes-trial-sexism.html\">New York Times opinion piece\u003c/a> questioning why Holmes in particular was being held accountable while many male executives in Silicon Valley tend to avoid accountability for the \"questionable, unethical, even dangerous behavior [that] has run rampant in the male-dominated world of tech start-ups.\" And some of the men who are made to answer for their actions often return to lucrative roles in the industry, she said.\u003c/p>\n\u003cp>KQED spoke with Pao this week about Holmes's conviction, and whether she thinks it will affect the barriers of entry for women in the industry.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>\u003cem>This interview has been edited for length and clarity.\u003c/em>\u003c/p>\n\u003cp>\u003cstrong>What did you think of this week's verdict? Were you surprised by it? \u003c/strong>\u003c/p>\n\u003cp>Well, I was expecting a conviction. I'm glad that there was a conviction. I think it's important to hold CEOs accountable for their actions, and my main problem with this prosecution is that it's been one of the few prosecutions, and I wish more CEOs were held accountable for their actions as well.\u003c/p>\n\u003cp>\u003cstrong>In your opinion piece, you say Holmes should be held accountable for her actions, but that it's also sexist to not do the same for prominent male tech leaders. Are there particular examples that you were thinking of when you wrote that? \u003c/strong>\u003c/p>\n\u003cp>I think it's both in the broader context where we see it's harder for women to get funding. It's harder for especially women of color, Black women, Latinx women to get funding. So in that context, you see that women are often treated differently than men. And then all of a sudden you see a woman CEO being prosecuted.\u003c/p>\n\u003cp>But yet we look at all of the harm that's been caused by companies like Facebook — the genocide incited in Myanmar — the scandals at Uber, where there's accusations of harassment, of price gouging, of actual sexual assaults. And neither Mark Zuckerberg nor Travis Kalanick have faced any significant legal consequences, much less any kind of attempts to hold them personally accountable. The consequences, I believe, have only been to Facebook and to Uber as companies, and not to them as individuals for their leadership roles in these problems.\u003c/p>\n\u003cp>I've gotten so much flak for calling out Juul, which has caused so much harm in creating this youth nicotine epidemic. And it's been called out for marketing its products as safe for children, for convincing kids to market to other kids, according to some of the information that came out in a congressional investigation. And ... [w]e haven't seen Kevin Burns, that [former] CEO who's no longer there, be held accountable in any way. I hope we see other agencies really looking at this Theranos conviction as the start of holding many companies and many of their CEOs accountable.\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"'It doesn't mean that [Holmes] shouldn't be held accountable. I just think we need to hold more men accountable. But the reaction where people felt so threatened by this callout of sexism in the industry, it makes me feel that for some, it's going to be an excuse to continue to avoid investing in women. They already don't invest in women, so that's not going to be a big change.'","name":"pullquote","attributes":{"named":{"size":"medium","align":"right","citation":"Ellen Pao, tech investor and former Reddit CEO","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>\u003cstrong>Did you feel the coverage of the trial itself was different because Holmes was a woman? \u003c/strong>\u003c/p>\n\u003cp>I could not believe the number of articles about her appearance, about what she was wearing, about her hair and how she should change and what was her voice going to sound like. There was so much attention paid to her appearance and her demeanor that you don't see and, you know, you don't hear about or read about in other accounts of trials.\u003c/p>\n\u003cp>\u003cstrong>Why are women CEOs and start-up founders relatively rare in Silicon Valley? \u003c/strong>\u003c/p>\n\u003cp>I think there is a systemic sexism in the valley that comes from its origins — it was started by a group of white men who came out of the semiconductor industry. They hired a bunch of their friends who were white men, and all of a sudden that became the model. And even when I was in venture capital, the person that I worked for said, 'Oh, we're looking for men who are young and who have dropped out of school,' and they wanted those men to be the people that we looked for and invested in.\u003c/p>\n\u003cp>And all of a sudden, you have this self-fulfilling prophecy where the only people that you're investing in are these white 26-year-old men, and then they, lo and behold, are the only ones who are successful because they're the only ones who are given the opportunities. And then for those venture capitalists, they feel like, 'Oh, look, my pattern-matching held true. I'm going to double down on this theory I have that only white men who are 26-year-olds are going to be successful, and it keeps turning out to be true because that's the only type of person that I invest in.'\u003c/p>\n\u003cp>So there's a lot of this fixed mindset around who can be successful and who looks like a leader and who acts like a leader. \u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"aside","attributes":{"named":{"label":"Theranos Coverage ","tag":"theranos"},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cstrong>Do you think the Holmes trial and the high-profile conviction will affect the barriers of entry for women in the industry? \u003c/strong>\u003c/p>\n\u003cp>It's been interesting to read the feedback from the column that I wrote. So many men were so angry with me, saying things like, \"No, look, what she did was completely wrong, and she did something that was totally different from what these other people are doing. She is a terrible evil person!\" Because they just don't want to address the fact that actually we are holding her to a different standard.\u003c/p>\n\u003cp>It doesn't mean that she shouldn't be held accountable. I just think we need to hold more men accountable. But the reaction where people felt so threatened by this callout of sexism in the industry, it makes me feel that for some, it's going to be an excuse to continue to avoid investing in women. They already don't invest in women, so that's not going to be a big change. But it's just going to be slower to change these folks because they've just found another excuse to hold on to the past.\u003c/p>\n\u003cp>\u003cstrong>What can the tech and investment industry do to improve the situation for women and give them more of a chance to found and lead companies? \u003c/strong>\u003c/p>\n\u003cp>I have been pushing so hard, and through Project Include as well, for people to \u003cem>measure\u003c/em> — measure the demographics of who you are investing in. Not just by how many companies have a founder who is a woman or a founder who is Black. Really look at the percentage of founders, and also look at the percentage of dollars going in, because there are many venture capital firms that will invest in [some of these] companies, but not very much money. And the big dollars — you know, the $100 million investments — are still going to white men.\u003c/p>\n\u003cp>So let's look for the distribution of dollars and the demographics of the founders and the demographics of the CEOs and really look for: Where are you today? Where do you want to be? And how are you going to get there?\u003c/p>\n\u003cp>There's too much of these vanity metrics where you're looking at ... numbers that look better optically but aren't actually showing the level of the lack of funding [to] different groups. We should be really looking at the real numbers, for venture capital firms, but also for companies. And investors should be looking at those numbers, too, not just in venture capital firms, but the limited partners that invest in venture capital firms. I wish they would hold the firms that they're putting their money into more accountable.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"floatright"},"numeric":["floatright"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003c/div>\u003c/p>","attributes":{"named":{},"numeric":[]}}],"link":"/news/11900856/hold-more-men-accountable-ellen-pao-on-what-silicon-valley-should-learn-from-elizabeth-holmess-conviction","authors":["11756","182"],"categories":["news_457","news_6188","news_8","news_248"],"tags":["news_18538","news_23479","news_27626","news_20088","news_353","news_4849","news_19239","news_2833","news_17912"],"featImg":"news_11900932","label":"news"},"news_11701484":{"type":"posts","id":"news_11701484","meta":{"index":"posts_1591205157","site":"news","id":"11701484","score":null,"sort":[1540581487000]},"guestAuthors":[],"slug":"google-reveals-48-employees-fired-for-sexual-harassment-in-last-2-years","title":"Google Reveals 48 Employees Fired for Sexual Harassment in Last 2 Years","publishDate":1540581487,"format":"standard","headTitle":"Google Reveals 48 Employees Fired for Sexual Harassment in Last 2 Years | KQED","labelTerm":{"term":72,"site":"news"},"content":"\u003cp>Google announced that it has fired 48 employees for sexual harassment during the past two years and sent them away without severance packages, hours after a news report that it had protected some male executives facing sexual misconduct allegations and offered them large sums to leave the company.\u003c/p>\n\u003cp>The surprise disclosure Thursday came in an email to Google employees from CEO Sundar Pichai. It was a direct response to a \u003ca href=\"https://www.nytimes.com/2018/10/25/technology/google-sexual-harassment-andy-rubin.html\" rel=\"noopener\" target=\"_blank\">New York Times report\u003c/a> that the company had dismissed the executive in charge of its Android software for sexual misconduct in 2014 and paid him handsomely — $90 million — to leave.\u003c/p>\n\u003cp>A spokesman for Andy Rubin, the former Android executive, said he left on his own accord and has never been informed of any accusations of sexual misconduct. Rubin acknowledges having consensual sexual relationships with Google employees that didn’t report to him, adhering to the boundaries drawn by Google policy at that time, according to the spokesman, Sam Singer.\u003c/p>\n\u003cp>The Times story was based on unidentified people and court documents, including some filed in an ongoing divorce between Rubin and his wife. The Times reported that Google also protected two other executives accused of sexual misconduct, ousting one with a severance package while retaining another.\u003c/p>\n\u003cp>In his email, Pichai said Google adopted tougher policies in 2015. Those rules require all of Google’s vice presidents and senior vice presidents to disclose any relationship with an employee, even if they don’t work in the same department or have any other potential conflict.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Although Pichai didn’t directly address the allegations against Rubin and other executives, he conceded the Times story “was difficult to read” and did not dispute it.\u003c/p>\n\u003cp>In an apparent attempt to assure employees that things had changed since Rubin’s departure, Pichai said 13 of the 48 workers that Google had fired for violating the company’s sexual harassment policies were either senior managers or executives. \u003c/p>\n\u003cp>None of those 13 received severance packages, Pichai wrote.\u003c/p>\n\u003cp>“We are dead serious about making sure we provide a safe and inclusive workplace,” Pichai wrote.\u003c/p>\n\u003cfigure id=\"attachment_11701511\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003cimg decoding=\"async\" loading=\"lazy\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2018/10/Pichai-800x530.jpg\" alt=\"Google CEO Sundar Pichai.\" width=\"800\" height=\"530\" class=\"size-medium wp-image-11701511\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2018/10/Pichai-800x530.jpg 800w, https://ww2.kqed.org/app/uploads/sites/10/2018/10/Pichai-160x106.jpg 160w, https://ww2.kqed.org/app/uploads/sites/10/2018/10/Pichai-1020x675.jpg 1020w, https://ww2.kqed.org/app/uploads/sites/10/2018/10/Pichai-1200x794.jpg 1200w, https://ww2.kqed.org/app/uploads/sites/10/2018/10/Pichai.jpg 1920w, https://ww2.kqed.org/app/uploads/sites/10/2018/10/Pichai-1180x781.jpg 1180w, https://ww2.kqed.org/app/uploads/sites/10/2018/10/Pichai-960x636.jpg 960w, https://ww2.kqed.org/app/uploads/sites/10/2018/10/Pichai-240x159.jpg 240w, https://ww2.kqed.org/app/uploads/sites/10/2018/10/Pichai-375x248.jpg 375w, https://ww2.kqed.org/app/uploads/sites/10/2018/10/Pichai-520x344.jpg 520w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Google CEO Sundar Pichai. \u003ccite>(Justin Sullivan/Getty Images)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Despite Pichai’s reassurances, the revelations about sexual harassment are a setback for a 20-year-old company that adopted “Don’t Be Evil” as its motto early in its existence, and now embraces “Do the Right Thing” as its creed under the umbrella of its holding company, Alphabet Inc.\u003c/p>\n\u003cp>The bombshells are also another troubling example of a Silicon Valley culture that for decades has relied heavily on male engineers, some of whom still behave like fraternity boys attending a keg party in college.\u003c/p>\n\u003cp>The phenomenon led to this year’s release of “Brotopia: Breaking Up The Boys Club of Silicon Valley,” a book by Emily Chang that delves into the stories of women who say they have been sexually harassed at tech companies and venture capital firms.\u003c/p>\n\u003cp>Allegations of sexual misconduct also have resulted in the resignations of venture capitalists and executives and triggered an ongoing overhaul at ride-hailing company, Uber.\u003c/p>\n\u003cp>Prodded by the public complaints of a former female engineer, Uber last year conducted an internal investigation that it had fostered an environment that allowed rampant sexual harassment.\u003c/p>\n\u003cp>The problems unfolded under Uber co-founder Travis Kalanick, who wound up being forced to resign by investors as CEO amid a raft of other problems. \u003c/p>\n\u003cp>\u003c/p>\n\u003cp>At one point, Uber hired former Google engineer Amit Singhal and then asked him to resign last year after discovering he hadn’t disclosed he had been accused of sexual misconduct at Google.\u003c/p>\n\n","blocks":[],"excerpt":"The surprise disclosure was a direct response to a New York Times report that Google had dismissed the executive in charge of its Android software for sexual misconduct in 2014, and paid him a $90 million exit package.","status":"publish","parent":0,"modified":1690403055,"stats":{"hasAudio":false,"hasVideo":false,"hasChartOrMap":false,"iframeSrcs":[],"hasGoogleForm":false,"hasGallery":false,"hasHearkenModule":false,"hasPolis":false,"paragraphCount":18,"wordCount":617},"headData":{"title":"Google Reveals 48 Employees Fired for Sexual Harassment in Last 2 Years | KQED","description":"The surprise disclosure was a direct response to a New York Times report that Google had dismissed the executive in charge of its Android software for sexual misconduct in 2014, and paid him a $90 million exit package.","ogTitle":"","ogDescription":"","ogImgId":"","twTitle":"","twDescription":"","twImgId":"","schema":{"@context":"http://schema.org","@type":"NewsArticle","headline":"Google Reveals 48 Employees Fired for Sexual Harassment in Last 2 Years","datePublished":"2018-10-26T19:18:07.000Z","dateModified":"2023-07-26T20:24:15.000Z","image":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png","isAccessibleForFree":"Y","publisher":{"@type":"NewsMediaOrganization","@id":"https://www.kqed.org/#organization","name":"KQED","url":"https://www.kqed.org","logo":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png"}}},"nprByline":"Associated Press","path":"/news/11701484/google-reveals-48-employees-fired-for-sexual-harassment-in-last-2-years","audioTrackLength":null,"parsedContent":[{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cp>Google announced that it has fired 48 employees for sexual harassment during the past two years and sent them away without severance packages, hours after a news report that it had protected some male executives facing sexual misconduct allegations and offered them large sums to leave the company.\u003c/p>\n\u003cp>The surprise disclosure Thursday came in an email to Google employees from CEO Sundar Pichai. It was a direct response to a \u003ca href=\"https://www.nytimes.com/2018/10/25/technology/google-sexual-harassment-andy-rubin.html\" rel=\"noopener\" target=\"_blank\">New York Times report\u003c/a> that the company had dismissed the executive in charge of its Android software for sexual misconduct in 2014 and paid him handsomely — $90 million — to leave.\u003c/p>\n\u003cp>A spokesman for Andy Rubin, the former Android executive, said he left on his own accord and has never been informed of any accusations of sexual misconduct. Rubin acknowledges having consensual sexual relationships with Google employees that didn’t report to him, adhering to the boundaries drawn by Google policy at that time, according to the spokesman, Sam Singer.\u003c/p>\n\u003cp>The Times story was based on unidentified people and court documents, including some filed in an ongoing divorce between Rubin and his wife. The Times reported that Google also protected two other executives accused of sexual misconduct, ousting one with a severance package while retaining another.\u003c/p>\n\u003cp>In his email, Pichai said Google adopted tougher policies in 2015. Those rules require all of Google’s vice presidents and senior vice presidents to disclose any relationship with an employee, even if they don’t work in the same department or have any other potential conflict.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Although Pichai didn’t directly address the allegations against Rubin and other executives, he conceded the Times story “was difficult to read” and did not dispute it.\u003c/p>\n\u003cp>In an apparent attempt to assure employees that things had changed since Rubin’s departure, Pichai said 13 of the 48 workers that Google had fired for violating the company’s sexual harassment policies were either senior managers or executives. \u003c/p>\n\u003cp>None of those 13 received severance packages, Pichai wrote.\u003c/p>\n\u003cp>“We are dead serious about making sure we provide a safe and inclusive workplace,” Pichai wrote.\u003c/p>\n\u003cfigure id=\"attachment_11701511\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003cimg decoding=\"async\" loading=\"lazy\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2018/10/Pichai-800x530.jpg\" alt=\"Google CEO Sundar Pichai.\" width=\"800\" height=\"530\" class=\"size-medium wp-image-11701511\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2018/10/Pichai-800x530.jpg 800w, https://ww2.kqed.org/app/uploads/sites/10/2018/10/Pichai-160x106.jpg 160w, https://ww2.kqed.org/app/uploads/sites/10/2018/10/Pichai-1020x675.jpg 1020w, https://ww2.kqed.org/app/uploads/sites/10/2018/10/Pichai-1200x794.jpg 1200w, https://ww2.kqed.org/app/uploads/sites/10/2018/10/Pichai.jpg 1920w, https://ww2.kqed.org/app/uploads/sites/10/2018/10/Pichai-1180x781.jpg 1180w, https://ww2.kqed.org/app/uploads/sites/10/2018/10/Pichai-960x636.jpg 960w, https://ww2.kqed.org/app/uploads/sites/10/2018/10/Pichai-240x159.jpg 240w, https://ww2.kqed.org/app/uploads/sites/10/2018/10/Pichai-375x248.jpg 375w, https://ww2.kqed.org/app/uploads/sites/10/2018/10/Pichai-520x344.jpg 520w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Google CEO Sundar Pichai. \u003ccite>(Justin Sullivan/Getty Images)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Despite Pichai’s reassurances, the revelations about sexual harassment are a setback for a 20-year-old company that adopted “Don’t Be Evil” as its motto early in its existence, and now embraces “Do the Right Thing” as its creed under the umbrella of its holding company, Alphabet Inc.\u003c/p>\n\u003cp>The bombshells are also another troubling example of a Silicon Valley culture that for decades has relied heavily on male engineers, some of whom still behave like fraternity boys attending a keg party in college.\u003c/p>\n\u003cp>The phenomenon led to this year’s release of “Brotopia: Breaking Up The Boys Club of Silicon Valley,” a book by Emily Chang that delves into the stories of women who say they have been sexually harassed at tech companies and venture capital firms.\u003c/p>\n\u003cp>Allegations of sexual misconduct also have resulted in the resignations of venture capitalists and executives and triggered an ongoing overhaul at ride-hailing company, Uber.\u003c/p>\n\u003cp>Prodded by the public complaints of a former female engineer, Uber last year conducted an internal investigation that it had fostered an environment that allowed rampant sexual harassment.\u003c/p>\n\u003cp>The problems unfolded under Uber co-founder Travis Kalanick, who wound up being forced to resign by investors as CEO amid a raft of other problems. \u003c/p>\n\u003cp>\u003c/p>\n\u003cp>At one point, Uber hired former Google engineer Amit Singhal and then asked him to resign last year after discovering he hadn’t disclosed he had been accused of sexual misconduct at Google.\u003c/p>\n\n\u003c/div>\u003c/p>","attributes":{"named":{},"numeric":[]}}],"link":"/news/11701484/google-reveals-48-employees-fired-for-sexual-harassment-in-last-2-years","authors":["byline_news_11701484"],"programs":["news_72"],"categories":["news_6188","news_8","news_248"],"tags":["news_93","news_5568","news_2838","news_24434","news_20618","news_353","news_20473","news_4523","news_17912"],"featImg":"news_11701496","label":"news_72"},"news_11617461":{"type":"posts","id":"news_11617461","meta":{"index":"posts_1591205157","site":"news","id":"11617461","score":null,"sort":[1505762148000]},"guestAuthors":[],"slug":"female-entrepreneurs-invent-male-co-founder-to-get-respect","title":"Female Entrepreneurs Invent Male 'Co-founder' to Get Respect","publishDate":1505762148,"format":"audio","headTitle":"The California Report | KQED News","labelTerm":{"term":72,"site":"news"},"content":"\u003cp>Imagine you're a woman with an online startup, and you’re having trouble getting respect. \u003c/p>\n\u003cp>You might expect a chilly reception from venture capitalists, infamous for dismissing anybody who isn’t a white or Asian male. But then you notice the dude-i-tude is coming from most of the techies you work with. \u003c/p>\n\u003cp>So what do you do? Invent a male co-founder, of course.\u003c/p>\n\u003cp>That’s what Kate Dwyer and Penelope Gazin did. They're co-founders of \u003ca href=\"https://www.witchsy.com\" target=\"_blank\" rel=\"noopener noreferrer\">Witchsy\u003c/a>, an online marketplace similar to Etsy, but edgier. When they weren’t being taken seriously, they came up with a fake, third co-founder: Keith Mann.\u003c/p>\n\u003cp>\"We wanted to reset some of the conversations that we were having with developers, as well as designers,\" Dwyer says. \"So we created Keith as a means to have a little bit of a buffer between us.\"\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Keith would send out emails inquiring after deliverables. \"He just got results, in a way that we weren't,\" Dwyer says.\u003c/p>\n\u003cp>If Keith asked for something, web developers didn't challenge or second-guess his judgement. \u003c/p>\n\u003cp>That, and they also responded faster when Keith was asking for, say, an update.\u003c/p>\n\u003cp>\"It was just accepted that he was correct,\" Dwyer says. \"In general we found that a lot of times people would question us, they would often second-guess the things we were doing. But then when Keith would ask for something, a project update or anything really, he would get an instance response of 'Yeah Keith, you got it.'\"\u003c/p>\n\u003cfigure id=\"attachment_11617485\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003cimg class=\"size-medium wp-image-11617485\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2017/09/RS26562_Screen-Shot-2017-09-17-at-2.22.23-PM-800x450.jpg\" alt=\"Witchsy is an online marketplace similar to Etsy, but edgier\" width=\"800\" height=\"450\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2017/09/RS26562_Screen-Shot-2017-09-17-at-2.22.23-PM-800x450.jpg 800w, https://ww2.kqed.org/app/uploads/sites/10/2017/09/RS26562_Screen-Shot-2017-09-17-at-2.22.23-PM-160x90.jpg 160w, https://ww2.kqed.org/app/uploads/sites/10/2017/09/RS26562_Screen-Shot-2017-09-17-at-2.22.23-PM-1020x574.jpg 1020w, https://ww2.kqed.org/app/uploads/sites/10/2017/09/RS26562_Screen-Shot-2017-09-17-at-2.22.23-PM-1180x664.jpg 1180w, https://ww2.kqed.org/app/uploads/sites/10/2017/09/RS26562_Screen-Shot-2017-09-17-at-2.22.23-PM-960x540.jpg 960w, https://ww2.kqed.org/app/uploads/sites/10/2017/09/RS26562_Screen-Shot-2017-09-17-at-2.22.23-PM-240x135.jpg 240w, https://ww2.kqed.org/app/uploads/sites/10/2017/09/RS26562_Screen-Shot-2017-09-17-at-2.22.23-PM-375x211.jpg 375w, https://ww2.kqed.org/app/uploads/sites/10/2017/09/RS26562_Screen-Shot-2017-09-17-at-2.22.23-PM-520x292.jpg 520w, https://ww2.kqed.org/app/uploads/sites/10/2017/09/RS26562_Screen-Shot-2017-09-17-at-2.22.23-PM.jpg 1188w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Witchsy is an online marketplace similar to Etsy, but edgier \u003ccite>(Photo: Courtesy of Witchsy)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>You might think Dwyer and Gazin would be tempted to feel resentful, but no.\u003c/p>\n\u003cp>\"Keith was an amazing tool, and he just got things done,\" Gazin says. \"I don't think that the people that we were working with were at all conscious of the difference in [their] behavior.\"\u003c/p>\n\u003cp>Keith Mann has since \"retired,\" and of course, the secret is out since the story broke on \u003ca href=\"https://www.fastcompany.com/40456604/these-women-entrepreneurs-created-a-fake-male-cofounder-to-dodge-startup-sexism\" target=\"_blank\" rel=\"noopener noreferrer\">Fast Company\u003c/a> a few weeks ago.\u003c/p>\n\u003cp>But the story of Keith Mann is proving even more valuable than his short career as an appealingly assertive project manager. Dwyer and Gazin say the flurry of publicity about their experiment has boosted traffic to the web site at unprecedented levels.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>Good job, Keith!\u003c/p>\n\n","blocks":[],"excerpt":"Kate Dwyer and Penelope Gazin created 'Keith Mann’ for their retail website Witchsy. And Keith got results.","status":"publish","parent":0,"modified":1505763821,"stats":{"hasAudio":false,"hasVideo":false,"hasChartOrMap":false,"iframeSrcs":[],"hasGoogleForm":false,"hasGallery":false,"hasHearkenModule":false,"hasPolis":false,"paragraphCount":16,"wordCount":399},"headData":{"title":"Female Entrepreneurs Invent Male 'Co-founder' to Get Respect | KQED","description":"Kate Dwyer and Penelope Gazin created 'Keith Mann’ for their retail website Witchsy. And Keith got results.","ogTitle":"","ogDescription":"","ogImgId":"","twTitle":"","twDescription":"","twImgId":"","schema":{"@context":"http://schema.org","@type":"NewsArticle","headline":"Female Entrepreneurs Invent Male 'Co-founder' to Get Respect","datePublished":"2017-09-18T19:15:48.000Z","dateModified":"2017-09-18T19:43:41.000Z","image":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png","isAccessibleForFree":"Y","publisher":{"@type":"NewsMediaOrganization","@id":"https://www.kqed.org/#organization","name":"KQED","url":"https://www.kqed.org","logo":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png"}}},"disqusIdentifier":"11617461 https://ww2.kqed.org/news/?p=11617461","disqusUrl":"https://ww2.kqed.org/news/2017/09/18/female-entrepreneurs-invent-male-co-founder-to-get-respect/","disqusTitle":"Female Entrepreneurs Invent Male 'Co-founder' to Get Respect","audioUrl":"https://www.kqed.org/.stream/anon/radio/tcr/2017/09/20170918tcrmyrowwitschy.mp3","path":"/news/11617461/female-entrepreneurs-invent-male-co-founder-to-get-respect","audioDuration":null,"audioTrackLength":null,"parsedContent":[{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cp>Imagine you're a woman with an online startup, and you’re having trouble getting respect. \u003c/p>\n\u003cp>You might expect a chilly reception from venture capitalists, infamous for dismissing anybody who isn’t a white or Asian male. But then you notice the dude-i-tude is coming from most of the techies you work with. \u003c/p>\n\u003cp>So what do you do? Invent a male co-founder, of course.\u003c/p>\n\u003cp>That’s what Kate Dwyer and Penelope Gazin did. They're co-founders of \u003ca href=\"https://www.witchsy.com\" target=\"_blank\" rel=\"noopener noreferrer\">Witchsy\u003c/a>, an online marketplace similar to Etsy, but edgier. When they weren’t being taken seriously, they came up with a fake, third co-founder: Keith Mann.\u003c/p>\n\u003cp>\"We wanted to reset some of the conversations that we were having with developers, as well as designers,\" Dwyer says. \"So we created Keith as a means to have a little bit of a buffer between us.\"\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Keith would send out emails inquiring after deliverables. \"He just got results, in a way that we weren't,\" Dwyer says.\u003c/p>\n\u003cp>If Keith asked for something, web developers didn't challenge or second-guess his judgement. \u003c/p>\n\u003cp>That, and they also responded faster when Keith was asking for, say, an update.\u003c/p>\n\u003cp>\"It was just accepted that he was correct,\" Dwyer says. \"In general we found that a lot of times people would question us, they would often second-guess the things we were doing. But then when Keith would ask for something, a project update or anything really, he would get an instance response of 'Yeah Keith, you got it.'\"\u003c/p>\n\u003cfigure id=\"attachment_11617485\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003cimg class=\"size-medium wp-image-11617485\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2017/09/RS26562_Screen-Shot-2017-09-17-at-2.22.23-PM-800x450.jpg\" alt=\"Witchsy is an online marketplace similar to Etsy, but edgier\" width=\"800\" height=\"450\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2017/09/RS26562_Screen-Shot-2017-09-17-at-2.22.23-PM-800x450.jpg 800w, https://ww2.kqed.org/app/uploads/sites/10/2017/09/RS26562_Screen-Shot-2017-09-17-at-2.22.23-PM-160x90.jpg 160w, https://ww2.kqed.org/app/uploads/sites/10/2017/09/RS26562_Screen-Shot-2017-09-17-at-2.22.23-PM-1020x574.jpg 1020w, https://ww2.kqed.org/app/uploads/sites/10/2017/09/RS26562_Screen-Shot-2017-09-17-at-2.22.23-PM-1180x664.jpg 1180w, https://ww2.kqed.org/app/uploads/sites/10/2017/09/RS26562_Screen-Shot-2017-09-17-at-2.22.23-PM-960x540.jpg 960w, https://ww2.kqed.org/app/uploads/sites/10/2017/09/RS26562_Screen-Shot-2017-09-17-at-2.22.23-PM-240x135.jpg 240w, https://ww2.kqed.org/app/uploads/sites/10/2017/09/RS26562_Screen-Shot-2017-09-17-at-2.22.23-PM-375x211.jpg 375w, https://ww2.kqed.org/app/uploads/sites/10/2017/09/RS26562_Screen-Shot-2017-09-17-at-2.22.23-PM-520x292.jpg 520w, https://ww2.kqed.org/app/uploads/sites/10/2017/09/RS26562_Screen-Shot-2017-09-17-at-2.22.23-PM.jpg 1188w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Witchsy is an online marketplace similar to Etsy, but edgier \u003ccite>(Photo: Courtesy of Witchsy)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>You might think Dwyer and Gazin would be tempted to feel resentful, but no.\u003c/p>\n\u003cp>\"Keith was an amazing tool, and he just got things done,\" Gazin says. \"I don't think that the people that we were working with were at all conscious of the difference in [their] behavior.\"\u003c/p>\n\u003cp>Keith Mann has since \"retired,\" and of course, the secret is out since the story broke on \u003ca href=\"https://www.fastcompany.com/40456604/these-women-entrepreneurs-created-a-fake-male-cofounder-to-dodge-startup-sexism\" target=\"_blank\" rel=\"noopener noreferrer\">Fast Company\u003c/a> a few weeks ago.\u003c/p>\n\u003cp>But the story of Keith Mann is proving even more valuable than his short career as an appealingly assertive project manager. Dwyer and Gazin say the flurry of publicity about their experiment has boosted traffic to the web site at unprecedented levels.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>Good job, Keith!\u003c/p>\n\n\u003c/div>\u003c/p>","attributes":{"named":{},"numeric":[]}}],"link":"/news/11617461/female-entrepreneurs-invent-male-co-founder-to-get-respect","authors":["251"],"programs":["news_6944","news_72"],"categories":["news_1758","news_8","news_248"],"tags":["news_4849","news_17286","news_17912"],"featImg":"news_11617484","label":"news_72"},"news_11616959":{"type":"posts","id":"news_11616959","meta":{"index":"posts_1591205157","site":"news","id":"11616959","score":null,"sort":[1505424180000]},"guestAuthors":[],"slug":"google-hit-with-class-action-lawsuit-over-gender-pay","title":"Google Hit With Class Action Lawsuit Over Gender Pay","publishDate":1505424180,"format":"standard","headTitle":"The California Report | KQED News","labelTerm":{"term":72,"site":"news"},"content":"\u003cp>MENLO PARK -- Google faces a new lawsuit accusing it of gender-based pay discrimination. A lawyer representing three female former Google employees is seeking class-action status for the claim.\u003c/p>\n\u003cp>The suit, filed Thursday in San Francisco Superior Court, follows a federal labor investigation that made a preliminary finding of systemic pay discrimination among the 21,000 employees at Google's headquarters in Mountain View. \u003c/p>\n\u003cp>The initial stages of the review found women earned less than men in nearly every job classification.\u003c/p>\n\u003cp>Google disputes those findings and says its \u003ca href=\"https://www.blog.google/topics/diversity/our-focus-pay-equity/\" target=\"_blank\">analysis\u003c/a> shows no gender pay gap.\u003c/p>\n\u003cp>The suit, led by lawyer James Finberg of Altshuler Berzon LLP, is on behalf of three women -- Kelly Ellis, Holly Pease and Kelli Wisuri -- who all quit after being put on career tracks that they claimed would pay them less than their male counterparts. The suit aims to represent thousands of Google employees in California and seeks lost wages and a slice of Google's profits.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>\"I have come forward to correct a pervasive problem of gender bias at Google,\" Ellis said in a statement. She says she quit Google in 2014 after male engineers with similar experience were hired to higher-paying job levels and she was denied a promotion despite excellent performance reviews. \"It is time to stop ignoring these issues in tech.\"\u003c/p>\n\u003cp>Google spokeswoman Gina Scigliano said the company will review the suit in detail, \"but we disagree with the central allegations.\"\u003c/p>\n\u003cp>\"Job levels and promotions are determined through rigorous hiring and promotion committees, and must pass multiple levels of review, including checks to make sure there is no gender bias in these decisions,\" she said.\u003c/p>\n\u003cp>[contextly_sidebar id=\"vmnoHQ8RUyZa9HDGRruytm3nULc333iM\"]\u003c/p>\n\u003cp>Charges of gender discrimination have swirled at Alphabet Inc.-owned Google since the U.S. Labor Department \u003ca href=\"https://apnews.com/2b773678cfde4cc58eee4acd6d8061a8/lawsuit-seeks-ban-google-us-government-contracts\" target=\"_blank\">sued\u003c/a> in January to bar Google from doing business with the federal government until it released thousands of documents related to an audit over its pay practices. The sides have been battling in court over how much information Google must turn over.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>The lawsuit also follows the \u003ca href=\"https://ww2.kqed.org/news/2017/08/09/googles-firing-of-engineer-a-clear-cut-legal-decision/\" target=\"_blank\">firing\u003c/a> of male engineer James Damore, who wrote a memo circulated on internal message boards that blamed inherent differences between men and women for the underrepresentation of women in engineering roles.\u003c/p>\n\n","blocks":[],"excerpt":"It follows a federal labor investigation that made a preliminary finding of systemic pay discrimination among the 21,000 employees at Google's headquarters.","status":"publish","parent":0,"modified":1515457790,"stats":{"hasAudio":false,"hasVideo":false,"hasChartOrMap":false,"iframeSrcs":[],"hasGoogleForm":false,"hasGallery":false,"hasHearkenModule":false,"hasPolis":false,"paragraphCount":13,"wordCount":380},"headData":{"title":"Google Hit With Class Action Lawsuit Over Gender Pay | KQED","description":"It follows a federal labor investigation that made a preliminary finding of systemic pay discrimination among the 21,000 employees at Google's headquarters.","ogTitle":"","ogDescription":"","ogImgId":"","twTitle":"","twDescription":"","twImgId":"","schema":{"@context":"http://schema.org","@type":"NewsArticle","headline":"Google Hit With Class Action Lawsuit Over Gender Pay","datePublished":"2017-09-14T21:23:00.000Z","dateModified":"2018-01-09T00:29:50.000Z","image":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png","isAccessibleForFree":"Y","publisher":{"@type":"NewsMediaOrganization","@id":"https://www.kqed.org/#organization","name":"KQED","url":"https://www.kqed.org","logo":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png"}}},"disqusIdentifier":"11616959 https://ww2.kqed.org/news/?p=11616959","disqusUrl":"https://ww2.kqed.org/news/2017/09/14/google-hit-with-class-action-lawsuit-over-gender-pay/","disqusTitle":"Google Hit With Class Action Lawsuit Over Gender Pay","nprByline":"\u003cstrong>Ryan Nakashima \u003cbr> Associated Press\u003c/strong>","path":"/news/11616959/google-hit-with-class-action-lawsuit-over-gender-pay","audioTrackLength":null,"parsedContent":[{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cp>MENLO PARK -- Google faces a new lawsuit accusing it of gender-based pay discrimination. A lawyer representing three female former Google employees is seeking class-action status for the claim.\u003c/p>\n\u003cp>The suit, filed Thursday in San Francisco Superior Court, follows a federal labor investigation that made a preliminary finding of systemic pay discrimination among the 21,000 employees at Google's headquarters in Mountain View. \u003c/p>\n\u003cp>The initial stages of the review found women earned less than men in nearly every job classification.\u003c/p>\n\u003cp>Google disputes those findings and says its \u003ca href=\"https://www.blog.google/topics/diversity/our-focus-pay-equity/\" target=\"_blank\">analysis\u003c/a> shows no gender pay gap.\u003c/p>\n\u003cp>The suit, led by lawyer James Finberg of Altshuler Berzon LLP, is on behalf of three women -- Kelly Ellis, Holly Pease and Kelli Wisuri -- who all quit after being put on career tracks that they claimed would pay them less than their male counterparts. The suit aims to represent thousands of Google employees in California and seeks lost wages and a slice of Google's profits.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>\"I have come forward to correct a pervasive problem of gender bias at Google,\" Ellis said in a statement. She says she quit Google in 2014 after male engineers with similar experience were hired to higher-paying job levels and she was denied a promotion despite excellent performance reviews. \"It is time to stop ignoring these issues in tech.\"\u003c/p>\n\u003cp>Google spokeswoman Gina Scigliano said the company will review the suit in detail, \"but we disagree with the central allegations.\"\u003c/p>\n\u003cp>\"Job levels and promotions are determined through rigorous hiring and promotion committees, and must pass multiple levels of review, including checks to make sure there is no gender bias in these decisions,\" she said.\u003c/p>\n\u003cp>\u003c/p>\u003cp>\u003c/p>\u003cp>\u003c/p>\n\u003cp>Charges of gender discrimination have swirled at Alphabet Inc.-owned Google since the U.S. Labor Department \u003ca href=\"https://apnews.com/2b773678cfde4cc58eee4acd6d8061a8/lawsuit-seeks-ban-google-us-government-contracts\" target=\"_blank\">sued\u003c/a> in January to bar Google from doing business with the federal government until it released thousands of documents related to an audit over its pay practices. The sides have been battling in court over how much information Google must turn over.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>The lawsuit also follows the \u003ca href=\"https://ww2.kqed.org/news/2017/08/09/googles-firing-of-engineer-a-clear-cut-legal-decision/\" target=\"_blank\">firing\u003c/a> of male engineer James Damore, who wrote a memo circulated on internal message boards that blamed inherent differences between men and women for the underrepresentation of women in engineering roles.\u003c/p>\n\n\u003c/div>\u003c/p>","attributes":{"named":{},"numeric":[]}}],"link":"/news/11616959/google-hit-with-class-action-lawsuit-over-gender-pay","authors":["byline_news_11616959"],"programs":["news_6944","news_72"],"categories":["news_1758","news_6188","news_8"],"tags":["news_17611","news_17921","news_93","news_21443","news_17286","news_17912"],"featImg":"news_11616963","label":"news_72"},"news_11610881":{"type":"posts","id":"news_11610881","meta":{"index":"posts_1591205157","site":"news","id":"11610881","score":null,"sort":[1502350206000]},"guestAuthors":[{"ID":"98603","displayName":"Aarti Shahani","firstName":"Aarti","lastName":"Shahani","userLogin":"aarti-shahani","userEmail":"ashahani@kqed.org","linkedAccount":"aartishahani","website":"","aim":"","yahooim":"","jabber":"","description":"","userNicename":"aarti-shahani","type":"guest-author"}],"slug":"is-the-memo-controversy-a-pivot-point-on-diversity-for-google","title":"Is the Memo Controversy a Pivot Point on Diversity for Google?","publishDate":1502350206,"format":"standard","headTitle":"The California Report | KQED News","labelTerm":{},"content":"\u003cp>Google fired a male employee after he wrote an incendiary memo \u003ca href=\"http://www.npr.org/sections/alltechconsidered/2017/08/08/542210855/google-ceo-cuts-vacation-short-to-deal-with-crisis-over-diversity-memo\">about women at work\u003c/a>. But now what?\u003c/p>\n\u003cp>The tech giant has a \u003ca href=\"http://www.npr.org/sections/alltechconsidered/2016/07/19/486511816/why-some-diversity-thinkers-arent-buying-the-tech-industrys-excuses\">poor track record\u003c/a> when it comes to diversity. A new leader at Google could have the solution — if her bosses want to listen.\u003c/p>\n\u003cp>At the center of this storm is the company's new chief diversity officer, Danielle Brown. Just a few weeks into the job, she's been out front. In her own memo, she rebuked the controversial post by the fired male employee, saying simply: \"It advanced incorrect assumptions about gender.\"\u003c/p>\n\u003cp>She also said diversity is a \"fundamental part\" of Google's values. \"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,\" she wrote.\u003c/p>\n\u003cp>But what Google does next — what commitment it makes, if any, to look more like the rest of America — remains to be seen. What Brown did just before coming to Google may provide a clue.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>\u003c!-- iframe plugin v.4.3 wordpress.org/plugins/iframe/ -->\u003cbr>\n\u003ciframe src=\"https://www.npr.org/player/embed/542412661/542468331\" width=\"100%\" height=\"290\" frameborder=\"0\" scrolling=\"no\" title=\"NPR embedded audio player\" class=\"iframe-class\">\u003c/iframe>\u003c/p>\n\u003cp>Brown talked with NPR last year, while at the chipmaker Intel. \"I think maybe two or three specific things that explain our success,\" she said. \"The first thing is accountability. Setting these goals, communicating the goals, tying pay to the goals. I think that's been key.\"\u003c/p>\n\u003cp>She was at an important place at an important time. Intel had decided to do something \u003ca href=\"http://www.npr.org/sections/alltechconsidered/2016/02/03/465270938/intel-discloses-diversity-data-challenges-tech-industry-to-follow-suit\">no other tech giant had done before\u003c/a>: publicly state how many women and underrepresented minorities it wanted to recruit, and how many it managed to retain. Of all new hires, Intel told the world, at least 40 percent would have to be women or underrepresented minorities.\u003c/p>\n\u003cp>\"I think publishing the data, showing our employees the data, and regularly looking at and talking about our data — transparency really helps us see where we're hurting, where we need to fix, and jibe in with quick solutions,\" she explained.\u003c/p>\n\u003cp>[contextly_sidebar id=\"ppkvdsvV39cD1q8bfeQ9VXD2tl59FCoS\"]\u003c/p>\n\u003cp>Google has thrown money at the diversity problem — more than a quarter-billion dollars, \u003ca href=\"https://www.axios.com/googles-diversity-efforts-are-making-little-progress-2470784457.html\">according to Axios\u003c/a>. But this company, which values metrics so much, has not publicly stated any measurable goals when it comes to diversity hiring or employee retention.\u003c/p>\n\u003cp>In its latest \u003ca href=\"https://www.google.com/diversity/\">diversity report\u003c/a>, Google said 31 percent of its employees are women and that women represent 20 percent of the company's tech workers, up from 17 percent three years ago.\u003c/p>\n\u003cp>But Google hasn't disclosed the numbers of new hires or of exits by gender and race. And the company has \u003ca href=\"https://www.axios.com/googles-diversity-efforts-are-making-little-progress-2470784457.html\">little to show\u003c/a> for its efforts thus far.\u003c/p>\n\u003cp>This heated moment could be a teachable one. The lesson from Intel, Brown explained when she was that company's diversity czar, was: Public pressure and scrutiny make goals more real.\u003c/p>\n\u003cp>\"We did make tremendous progress on women this year,\" she said at the time. \"And specifically what we were able to do this year is help really narrow the gap in female representation.\"\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>NPR requested an interview with Brown, to talk about her plans at her new company. A Google spokesperson declined NPR's request and said: \"I can't tell you what the strategy is going to be. I can't say one way or the other if Danielle is going to try to mimic her work at Intel. But the spirit of her success record — that's something we'd like to have here.\"\u003c/p>\n\u003cdiv class=\"fullattribution\">Copyright 2017 NPR. To see more, visit http://www.npr.org/.\u003cimg src=\"https://www.google-analytics.com/__utm.gif?utmac=UA-5828686-4&utmdt=Is+The+Memo+Controversy+A+Pivot+Point+On+Diversity+For+Google%3F&utme=8(APIKey)9(MDAxOTAwOTE4MDEyMTkxMDAzNjczZDljZA004)\">\u003c/div>\n\n","blocks":[],"excerpt":"Once Google is done putting out fires in the wake of a male employee's incendiary memo about gender, the company will have to think about how to tackle its long-standing diversity problem.","status":"publish","parent":0,"modified":1502327065,"stats":{"hasAudio":false,"hasVideo":false,"hasChartOrMap":false,"iframeSrcs":[],"hasGoogleForm":false,"hasGallery":false,"hasHearkenModule":false,"hasPolis":false,"paragraphCount":18,"wordCount":592},"headData":{"title":"Is the Memo Controversy a Pivot Point on Diversity for Google? | KQED","description":"Once Google is done putting out fires in the wake of a male employee's incendiary memo about gender, the company will have to think about how to tackle its long-standing diversity problem.","ogTitle":"","ogDescription":"","ogImgId":"","twTitle":"","twDescription":"","twImgId":"","schema":{"@context":"http://schema.org","@type":"NewsArticle","headline":"Is the Memo Controversy a Pivot Point on Diversity for Google?","datePublished":"2017-08-10T07:30:06.000Z","dateModified":"2017-08-10T01:04:25.000Z","image":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png","isAccessibleForFree":"Y","publisher":{"@type":"NewsMediaOrganization","@id":"https://www.kqed.org/#organization","name":"KQED","url":"https://www.kqed.org","logo":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png"}}},"disqusIdentifier":"11610881 https://ww2.kqed.org/news/?p=11610881","disqusUrl":"https://ww2.kqed.org/news/2017/08/10/is-the-memo-controversy-a-pivot-point-on-diversity-for-google/","disqusTitle":"Is the Memo Controversy a Pivot Point on Diversity for Google?","source":"NPR","sourceUrl":"http://www.npr.org/","nprImageCredit":"Noam Galai","nprByline":"Aarti Shahani","nprImageAgency":"Getty Images for TechCrunch","nprStoryId":"542412661","nprApiLink":"http://api.npr.org/query?id=542412661&apiKey=MDAxOTAwOTE4MDEyMTkxMDAzNjczZDljZA004","nprHtmlLink":"http://www.npr.org/sections/alltechconsidered/2017/08/09/542412661/is-the-memo-controversy-a-pivot-point-on-diversity-for-google?ft=nprml&f=542412661","nprRetrievedStory":"1","nprPubDate":"Wed, 09 Aug 2017 17:47:00 -0400","nprStoryDate":"Wed, 09 Aug 2017 14:13:00 -0400","nprLastModifiedDate":"Wed, 09 Aug 2017 16:57:55 -0400","nprAudio":"https://ondemand.npr.org/anon.npr-mp3/npr/atc/2017/08/20170809_atc_is_the_memo_controversy_a_pivot_point_on_diversity_for_google.mp3?orgId=1&topicId=1006&d=177&p=2&story=542412661&t=progseg&e=542351245&seg=18&ft=nprml&f=542412661","nprAudioM3u":"http://api.npr.org/m3u/1542468331-dfe83f.m3u?orgId=1&topicId=1006&d=177&p=2&story=542412661&t=progseg&e=542351245&seg=18&ft=nprml&f=542412661","path":"/news/11610881/is-the-memo-controversy-a-pivot-point-on-diversity-for-google","audioUrl":"https://ondemand.npr.org/anon.npr-mp3/npr/atc/2017/08/20170809_atc_is_the_memo_controversy_a_pivot_point_on_diversity_for_google.mp3?orgId=1&topicId=1006&d=177&p=2&story=542412661&t=progseg&e=542351245&seg=18&ft=nprml&f=542412661","audioTrackLength":null,"parsedContent":[{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cp>Google fired a male employee after he wrote an incendiary memo \u003ca href=\"http://www.npr.org/sections/alltechconsidered/2017/08/08/542210855/google-ceo-cuts-vacation-short-to-deal-with-crisis-over-diversity-memo\">about women at work\u003c/a>. But now what?\u003c/p>\n\u003cp>The tech giant has a \u003ca href=\"http://www.npr.org/sections/alltechconsidered/2016/07/19/486511816/why-some-diversity-thinkers-arent-buying-the-tech-industrys-excuses\">poor track record\u003c/a> when it comes to diversity. A new leader at Google could have the solution — if her bosses want to listen.\u003c/p>\n\u003cp>At the center of this storm is the company's new chief diversity officer, Danielle Brown. Just a few weeks into the job, she's been out front. In her own memo, she rebuked the controversial post by the fired male employee, saying simply: \"It advanced incorrect assumptions about gender.\"\u003c/p>\n\u003cp>She also said diversity is a \"fundamental part\" of Google's values. \"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,\" she wrote.\u003c/p>\n\u003cp>But what Google does next — what commitment it makes, if any, to look more like the rest of America — remains to be seen. What Brown did just before coming to Google may provide a clue.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>\u003c!-- iframe plugin v.4.3 wordpress.org/plugins/iframe/ -->\u003cbr>\n\u003ciframe src=\"https://www.npr.org/player/embed/542412661/542468331\" width=\"100%\" height=\"290\" frameborder=\"0\" scrolling=\"no\" title=\"NPR embedded audio player\" class=\"iframe-class\">\u003c/iframe>\u003c/p>\n\u003cp>Brown talked with NPR last year, while at the chipmaker Intel. \"I think maybe two or three specific things that explain our success,\" she said. \"The first thing is accountability. Setting these goals, communicating the goals, tying pay to the goals. I think that's been key.\"\u003c/p>\n\u003cp>She was at an important place at an important time. Intel had decided to do something \u003ca href=\"http://www.npr.org/sections/alltechconsidered/2016/02/03/465270938/intel-discloses-diversity-data-challenges-tech-industry-to-follow-suit\">no other tech giant had done before\u003c/a>: publicly state how many women and underrepresented minorities it wanted to recruit, and how many it managed to retain. Of all new hires, Intel told the world, at least 40 percent would have to be women or underrepresented minorities.\u003c/p>\n\u003cp>\"I think publishing the data, showing our employees the data, and regularly looking at and talking about our data — transparency really helps us see where we're hurting, where we need to fix, and jibe in with quick solutions,\" she explained.\u003c/p>\n\u003cp>\u003c/p>\u003cp>\u003c/p>\u003cp>\u003c/p>\n\u003cp>Google has thrown money at the diversity problem — more than a quarter-billion dollars, \u003ca href=\"https://www.axios.com/googles-diversity-efforts-are-making-little-progress-2470784457.html\">according to Axios\u003c/a>. But this company, which values metrics so much, has not publicly stated any measurable goals when it comes to diversity hiring or employee retention.\u003c/p>\n\u003cp>In its latest \u003ca href=\"https://www.google.com/diversity/\">diversity report\u003c/a>, Google said 31 percent of its employees are women and that women represent 20 percent of the company's tech workers, up from 17 percent three years ago.\u003c/p>\n\u003cp>But Google hasn't disclosed the numbers of new hires or of exits by gender and race. And the company has \u003ca href=\"https://www.axios.com/googles-diversity-efforts-are-making-little-progress-2470784457.html\">little to show\u003c/a> for its efforts thus far.\u003c/p>\n\u003cp>This heated moment could be a teachable one. The lesson from Intel, Brown explained when she was that company's diversity czar, was: Public pressure and scrutiny make goals more real.\u003c/p>\n\u003cp>\"We did make tremendous progress on women this year,\" she said at the time. \"And specifically what we were able to do this year is help really narrow the gap in female representation.\"\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>NPR requested an interview with Brown, to talk about her plans at her new company. A Google spokesperson declined NPR's request and said: \"I can't tell you what the strategy is going to be. I can't say one way or the other if Danielle is going to try to mimic her work at Intel. But the spirit of her success record — that's something we'd like to have here.\"\u003c/p>\n\u003cdiv class=\"fullattribution\">Copyright 2017 NPR. To see more, visit http://www.npr.org/.\u003cimg src=\"https://www.google-analytics.com/__utm.gif?utmac=UA-5828686-4&utmdt=Is+The+Memo+Controversy+A+Pivot+Point+On+Diversity+For+Google%3F&utme=8(APIKey)9(MDAxOTAwOTE4MDEyMTkxMDAzNjczZDljZA004)\">\u003c/div>\n\n\u003c/div>\u003c/p>","attributes":{"named":{},"numeric":[]}}],"link":"/news/11610881/is-the-memo-controversy-a-pivot-point-on-diversity-for-google","authors":["byline_news_11610881"],"programs":["news_6944","news_72"],"categories":["news_6188","news_8","news_248"],"tags":["news_93","news_17286","news_17041","news_17912"],"featImg":"news_11610882","label":"source_news_11610881"},"news_11610747":{"type":"posts","id":"news_11610747","meta":{"index":"posts_1591205157","site":"news","id":"11610747","score":null,"sort":[1502306120000]},"guestAuthors":[],"slug":"googles-firing-of-engineer-a-clear-cut-legal-decision","title":"Google's Firing of Engineer a Clear-Cut Legal Decision","publishDate":1502306120,"format":"audio","headTitle":"The California Report | KQED News","labelTerm":{"term":72,"site":"news"},"content":"\u003cp>Google on Monday \u003ca href=\"https://www.bloomberg.com/news/articles/2017-08-08/google-fires-employee-behind-controversial-diversity-memo\">fired\u003c/a> James Damore, the engineer who wrote a \u003ca href=\"http://gizmodo.com/exclusive-heres-the-full-10-page-anti-diversity-screed-1797564320\">10-page memo\u003c/a> saying the gender gap in computer engineering is due to “biological” differences that disadvantage women. All of this has sparked a heated debate. But among many lawyers, Google’s action was clear-cut.\u003c/p>\n\u003cp>\u003ca href=\"https://law.stanford.edu/directory/richard-thompson-ford/\">Richard Ford\u003c/a> is a professor at Stanford Law School. He says that while the government must honor your First Amendment right to free speech, the law is pretty clear that employers don’t have to.\u003c/p>\n\u003cp>\"Employers have broad latitude to fire employees based on ideas that are antithetical to the ethos of the workplace,\" Ford said.\u003c/p>\n\u003cp>There are exceptions. An employer can’t fire somebody because of their race, religion or -- in California -- because of their political activity.\u003c/p>\n\u003cp>[contextly_sidebar id=\"YpuYsKUoqH2Jv21QlEF5SKtxzmdhCai9\"]\u003c/p>\n\u003cp>In the case of Damore, Google CEO Sundar Pichai said \u003ca href=\"https://www.blog.google/topics/diversity/note-employees-ceo-sundar-pichai/\">in a blog post\u003c/a> that to suggest a group of colleagues have traits that make them less “biologically suited” to engineering is contrary to Google’s basic values.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>But legally, if Google didn’t fire Damore, the company could have been liable.\u003c/p>\n\u003cp>At Google, pay raises and promotions for engineers are determined in part by peer review. So if Damore gave a woman engineer a negative review, the woman could have a case because of his memo, Ford said.\u003c/p>\n\u003cp>\"There is case law with respect to that,\" Ford said. \"Employers have been held liable when they’ve done nothing to repudiate or correct for those points of view.\"\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>And at that point, he said, the burden is on the employer to prove that sexism wasn’t a factor in blocking a female engineer’s promotion or pay raise.\u003c/p>\n\n","blocks":[],"excerpt":"Google could have been liable if it didn't fire the author of a memo saying the gender gap in tech is due to ‘biological’ differences that disadvantage women.","status":"publish","parent":0,"modified":1515457610,"stats":{"hasAudio":false,"hasVideo":false,"hasChartOrMap":false,"iframeSrcs":[],"hasGoogleForm":false,"hasGallery":false,"hasHearkenModule":false,"hasPolis":false,"paragraphCount":12,"wordCount":292},"headData":{"title":"Google's Firing of Engineer a Clear-Cut Legal Decision | KQED","description":"Google could have been liable if it didn't fire the author of a memo saying the gender gap in tech is due to ‘biological’ differences that disadvantage women.","ogTitle":"","ogDescription":"","ogImgId":"","twTitle":"","twDescription":"","twImgId":"","schema":{"@context":"http://schema.org","@type":"NewsArticle","headline":"Google's Firing of Engineer a Clear-Cut Legal Decision","datePublished":"2017-08-09T19:15:20.000Z","dateModified":"2018-01-09T00:26:50.000Z","image":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png","isAccessibleForFree":"Y","publisher":{"@type":"NewsMediaOrganization","@id":"https://www.kqed.org/#organization","name":"KQED","url":"https://www.kqed.org","logo":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png"}}},"disqusIdentifier":"11610747 https://ww2.kqed.org/news/?p=11610747","disqusUrl":"https://ww2.kqed.org/news/2017/08/09/googles-firing-of-engineer-a-clear-cut-legal-decision/","disqusTitle":"Google's Firing of Engineer a Clear-Cut Legal Decision","audioUrl":"http://www.kqed.org/.stream/anon/radio/tcr/2017/08/170809dtcr.mp3","path":"/news/11610747/googles-firing-of-engineer-a-clear-cut-legal-decision","audioTrackLength":null,"parsedContent":[{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cp>Google on Monday \u003ca href=\"https://www.bloomberg.com/news/articles/2017-08-08/google-fires-employee-behind-controversial-diversity-memo\">fired\u003c/a> James Damore, the engineer who wrote a \u003ca href=\"http://gizmodo.com/exclusive-heres-the-full-10-page-anti-diversity-screed-1797564320\">10-page memo\u003c/a> saying the gender gap in computer engineering is due to “biological” differences that disadvantage women. All of this has sparked a heated debate. But among many lawyers, Google’s action was clear-cut.\u003c/p>\n\u003cp>\u003ca href=\"https://law.stanford.edu/directory/richard-thompson-ford/\">Richard Ford\u003c/a> is a professor at Stanford Law School. He says that while the government must honor your First Amendment right to free speech, the law is pretty clear that employers don’t have to.\u003c/p>\n\u003cp>\"Employers have broad latitude to fire employees based on ideas that are antithetical to the ethos of the workplace,\" Ford said.\u003c/p>\n\u003cp>There are exceptions. An employer can’t fire somebody because of their race, religion or -- in California -- because of their political activity.\u003c/p>\n\u003cp>\u003c/p>\u003cp>\u003c/p>\u003cp>\u003c/p>\n\u003cp>In the case of Damore, Google CEO Sundar Pichai said \u003ca href=\"https://www.blog.google/topics/diversity/note-employees-ceo-sundar-pichai/\">in a blog post\u003c/a> that to suggest a group of colleagues have traits that make them less “biologically suited” to engineering is contrary to Google’s basic values.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>But legally, if Google didn’t fire Damore, the company could have been liable.\u003c/p>\n\u003cp>At Google, pay raises and promotions for engineers are determined in part by peer review. So if Damore gave a woman engineer a negative review, the woman could have a case because of his memo, Ford said.\u003c/p>\n\u003cp>\"There is case law with respect to that,\" Ford said. \"Employers have been held liable when they’ve done nothing to repudiate or correct for those points of view.\"\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>And at that point, he said, the burden is on the employer to prove that sexism wasn’t a factor in blocking a female engineer’s promotion or pay raise.\u003c/p>\n\n\u003c/div>\u003c/p>","attributes":{"named":{},"numeric":[]}}],"link":"/news/11610747/googles-firing-of-engineer-a-clear-cut-legal-decision","authors":["11099"],"programs":["news_6944","news_72"],"categories":["news_6188","news_8","news_248"],"tags":["news_93","news_21443","news_17286","news_17912"],"featImg":"news_11610754","label":"news_72"},"news_11610580":{"type":"posts","id":"news_11610580","meta":{"index":"posts_1591205157","site":"news","id":"11610580","score":null,"sort":[1502217124000]},"guestAuthors":[],"slug":"google-ceo-cuts-vacation-short-to-deal-with-crisis-over-diversity-memo","title":"Google CEO Cuts Vacation Short to Deal With Crisis Over Diversity Memo","publishDate":1502217124,"format":"standard","headTitle":"The California Report | KQED News","labelTerm":{},"content":"\u003cp>Google CEO Sundar Pichai cut his vacation short and returned to the company's Mountain View headquarters as criticism mounted over a senior engineer's \u003ca href=\"http://www.npr.org/sections/thetwo-way/2017/08/07/542020041/google-grapples-with-fallout-after-employee-slams-diversity-efforts\">controversial memo\u003c/a> condemning Google's diversity initiatives. The engineer was subsequently fired.\u003c/p>\n\u003cp>The memo, which some inside Google jokingly called a \"manifesto,\" was widely shared inside and outside the company.\u003c/p>\n\u003cp>James Damore \u003ca href=\"https://assets.documentcloud.org/documents/3914586/Googles-Ideological-Echo-Chamber.pdf\">wrote\u003c/a> that \"biological causes\" are part of the reason women aren't represented equally in its tech departments and leadership. In addition, Damore said men have a \"higher drive for status.\"\u003c/p>\n\u003cp>[contextly_sidebar id=\"o4MdZedeqCFhMC3UGpgCkIin4iblZwmR\"]\u003c/p>\n\u003cp>Damore also criticized the company for being an \"ideological echo chamber\" that made it hard to dissent from \"Google's left bias\" and \"politically correct monoculture.\" He also faulted the company for offering mentoring and other opportunities to its employees based on gender or race.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Pichai \u003ca href=\"https://www.blog.google/topics/diversity/note-employees-ceo-sundar-pichai/\">released a memo\u003c/a> of his own Monday night about the situation. Pichai said that he supported the right of workers to express themselves but that the memo had gone too far. The CEO wrote:\u003c/p>\n\u003cblockquote>\u003cp>\"The memo has clearly impacted our co-workers, some of whom are hurting and feel judged based on their gender. Our co-workers shouldn't have to worry that each time they open their mouths to speak in a meeting, they have to prove that they are not like the memo states, being 'agreeable' rather than 'assertive,' showing a 'lower stress tolerance,' or being 'neurotic.' \"\u003c/p>\u003c/blockquote>\n\u003cp>Pichai said portions of Damore's memo violate \"our Code of Conduct and cross the line by advancing harmful gender stereotypes in our workplace.\" Pichai has scheduled an all-staff meeting to discuss the situation.\u003c/p>\n\u003cp>\u003c!-- iframe plugin v.4.3 wordpress.org/plugins/iframe/ -->\u003cbr>\n\u003ciframe src=\"https://www.npr.org/player/embed/542210855/542286113\" width=\"100%\" height=\"290\" frameborder=\"0\" scrolling=\"no\" title=\"NPR embedded audio player\" class=\"iframe-class\">\u003c/iframe>\u003c/p>\n\u003cp>In an email to \u003cem>The New York Times\u003c/em>, Damore said he is likely to \u003ca href=\"https://www.nytimes.com/2017/08/07/business/google-women-engineer-fired-memo.html\">pursue legal action\u003c/a>. \"I have a legal right to express my concerns about the terms and conditions of my working environment and to bring up potentially illegal behavior, which is what my document does,\" Damore said.\u003c/p>\n\u003cp>Meanwhile, social media continues to churn with tweets and posts on both sides of the issue. Conservative sites like \u003ca href=\"http://thefederalist.com/2017/08/08/google-fires-engineer-noticing-men-women-different/\">The Federalist\u003c/a> saw the firing as proof of Damore's point that Google does not tolerate diversity of opinion.\u003c/p>\n\u003cp>However, former Google employee Kelly Ellis, who \u003ca href=\"http://www.npr.org/2017/08/07/542087066/google-engineers-criticism-of-diversity-programs-sparks-controversy\">told NPR on Monday\u003c/a> that she thought Google should fire Damore, sent out tweets supporting the decision. Ellis says she left Google because she was sexually harassed.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>Ellis said Google promotes employees and determines salaries based on peer evaluations. Therefore, she says, Damore's bias against women could harm female colleagues.\u003c/p>\n\u003cdiv class=\"fullattribution\">Copyright 2017 NPR. To see more, visit http://www.npr.org/.\u003cimg src=\"https://www.google-analytics.com/__utm.gif?utmac=UA-5828686-4&utmdt=Google+CEO+Cuts+Vacation+Short+To+Deal+With+Crisis+Over+Diversity+Memo&utme=8(APIKey)9(MDAxOTAwOTE4MDEyMTkxMDAzNjczZDljZA004)\">\u003c/div>\n\n","blocks":[],"excerpt":"CEO Sundar Pichai says that he supports the right of workers to express themselves but that a senior engineer's memo had gone too far. The memo's author says he is weighing legal action.","status":"publish","parent":0,"modified":1502230569,"stats":{"hasAudio":false,"hasVideo":false,"hasChartOrMap":false,"iframeSrcs":[],"hasGoogleForm":false,"hasGallery":false,"hasHearkenModule":false,"hasPolis":false,"paragraphCount":15,"wordCount":430},"headData":{"title":"Google CEO Cuts Vacation Short to Deal With Crisis Over Diversity Memo | KQED","description":"CEO Sundar Pichai says that he supports the right of workers to express themselves but that a senior engineer's memo had gone too far. The memo's author says he is weighing legal action.","ogTitle":"","ogDescription":"","ogImgId":"","twTitle":"","twDescription":"","twImgId":"","schema":{"@context":"http://schema.org","@type":"NewsArticle","headline":"Google CEO Cuts Vacation Short to Deal With Crisis Over Diversity Memo","datePublished":"2017-08-08T18:32:04.000Z","dateModified":"2017-08-08T22:16:09.000Z","image":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png","isAccessibleForFree":"Y","publisher":{"@type":"NewsMediaOrganization","@id":"https://www.kqed.org/#organization","name":"KQED","url":"https://www.kqed.org","logo":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png"}}},"disqusIdentifier":"11610580 https://ww2.kqed.org/news/?p=11610580","disqusUrl":"https://ww2.kqed.org/news/2017/08/08/google-ceo-cuts-vacation-short-to-deal-with-crisis-over-diversity-memo/","disqusTitle":"Google CEO Cuts Vacation Short to Deal With Crisis Over Diversity Memo","source":"NPR","sourceUrl":"http://www.npr.org/","nprImageCredit":"Justin Sullivan","nprByline":"Laura Sydell","nprImageAgency":"Getty Images","nprStoryId":"542210855","nprApiLink":"http://api.npr.org/query?id=542210855&apiKey=MDAxOTAwOTE4MDEyMTkxMDAzNjczZDljZA004","nprHtmlLink":"http://www.npr.org/sections/alltechconsidered/2017/08/08/542210855/google-ceo-cuts-vacation-short-to-deal-with-crisis-over-diversity-memo?ft=nprml&f=542210855","nprRetrievedStory":"1","nprPubDate":"Tue, 08 Aug 2017 14:08:00 -0400","nprStoryDate":"Tue, 08 Aug 2017 12:53:50 -0400","nprLastModifiedDate":"Tue, 08 Aug 2017 14:08:55 -0400","path":"/news/11610580/google-ceo-cuts-vacation-short-to-deal-with-crisis-over-diversity-memo","audioTrackLength":null,"parsedContent":[{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cp>Google CEO Sundar Pichai cut his vacation short and returned to the company's Mountain View headquarters as criticism mounted over a senior engineer's \u003ca href=\"http://www.npr.org/sections/thetwo-way/2017/08/07/542020041/google-grapples-with-fallout-after-employee-slams-diversity-efforts\">controversial memo\u003c/a> condemning Google's diversity initiatives. The engineer was subsequently fired.\u003c/p>\n\u003cp>The memo, which some inside Google jokingly called a \"manifesto,\" was widely shared inside and outside the company.\u003c/p>\n\u003cp>James Damore \u003ca href=\"https://assets.documentcloud.org/documents/3914586/Googles-Ideological-Echo-Chamber.pdf\">wrote\u003c/a> that \"biological causes\" are part of the reason women aren't represented equally in its tech departments and leadership. In addition, Damore said men have a \"higher drive for status.\"\u003c/p>\n\u003cp>\u003c/p>\u003cp>\u003c/p>\u003cp>\u003c/p>\n\u003cp>Damore also criticized the company for being an \"ideological echo chamber\" that made it hard to dissent from \"Google's left bias\" and \"politically correct monoculture.\" He also faulted the company for offering mentoring and other opportunities to its employees based on gender or race.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Pichai \u003ca href=\"https://www.blog.google/topics/diversity/note-employees-ceo-sundar-pichai/\">released a memo\u003c/a> of his own Monday night about the situation. Pichai said that he supported the right of workers to express themselves but that the memo had gone too far. The CEO wrote:\u003c/p>\n\u003cblockquote>\u003cp>\"The memo has clearly impacted our co-workers, some of whom are hurting and feel judged based on their gender. Our co-workers shouldn't have to worry that each time they open their mouths to speak in a meeting, they have to prove that they are not like the memo states, being 'agreeable' rather than 'assertive,' showing a 'lower stress tolerance,' or being 'neurotic.' \"\u003c/p>\u003c/blockquote>\n\u003cp>Pichai said portions of Damore's memo violate \"our Code of Conduct and cross the line by advancing harmful gender stereotypes in our workplace.\" Pichai has scheduled an all-staff meeting to discuss the situation.\u003c/p>\n\u003cp>\u003c!-- iframe plugin v.4.3 wordpress.org/plugins/iframe/ -->\u003cbr>\n\u003ciframe src=\"https://www.npr.org/player/embed/542210855/542286113\" width=\"100%\" height=\"290\" frameborder=\"0\" scrolling=\"no\" title=\"NPR embedded audio player\" class=\"iframe-class\">\u003c/iframe>\u003c/p>\n\u003cp>In an email to \u003cem>The New York Times\u003c/em>, Damore said he is likely to \u003ca href=\"https://www.nytimes.com/2017/08/07/business/google-women-engineer-fired-memo.html\">pursue legal action\u003c/a>. \"I have a legal right to express my concerns about the terms and conditions of my working environment and to bring up potentially illegal behavior, which is what my document does,\" Damore said.\u003c/p>\n\u003cp>Meanwhile, social media continues to churn with tweets and posts on both sides of the issue. Conservative sites like \u003ca href=\"http://thefederalist.com/2017/08/08/google-fires-engineer-noticing-men-women-different/\">The Federalist\u003c/a> saw the firing as proof of Damore's point that Google does not tolerate diversity of opinion.\u003c/p>\n\u003cp>However, former Google employee Kelly Ellis, who \u003ca href=\"http://www.npr.org/2017/08/07/542087066/google-engineers-criticism-of-diversity-programs-sparks-controversy\">told NPR on Monday\u003c/a> that she thought Google should fire Damore, sent out tweets supporting the decision. Ellis says she left Google because she was sexually harassed.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>Ellis said Google promotes employees and determines salaries based on peer evaluations. Therefore, she says, Damore's bias against women could harm female colleagues.\u003c/p>\n\u003cdiv class=\"fullattribution\">Copyright 2017 NPR. To see more, visit http://www.npr.org/.\u003cimg src=\"https://www.google-analytics.com/__utm.gif?utmac=UA-5828686-4&utmdt=Google+CEO+Cuts+Vacation+Short+To+Deal+With+Crisis+Over+Diversity+Memo&utme=8(APIKey)9(MDAxOTAwOTE4MDEyMTkxMDAzNjczZDljZA004)\">\u003c/div>\n\n\u003c/div>\u003c/p>","attributes":{"named":{},"numeric":[]}}],"link":"/news/11610580/google-ceo-cuts-vacation-short-to-deal-with-crisis-over-diversity-memo","authors":["byline_news_11610580"],"programs":["news_6944","news_72"],"categories":["news_8","news_248"],"tags":["news_17687","news_93","news_19904","news_17286","news_17912"],"affiliates":["news_253"],"featImg":"news_11610581","label":"source_news_11610580"},"news_11610382":{"type":"posts","id":"news_11610382","meta":{"index":"posts_1591205157","site":"news","id":"11610382","score":null,"sort":[1502130960000]},"guestAuthors":[],"slug":"google-grapples-with-fallout-after-employee-slams-diversity-efforts","title":"Google Reportedly Fires Employee Who Slammed Diversity Efforts","publishDate":1502130960,"format":"standard","headTitle":"The California Report | KQED News","labelTerm":{},"content":"\u003cp>\u003cstrong>Updated 11:30 p.m. ET\u003c/strong>\u003c/p>\n\u003cp>A senior software engineer reportedly has been fired by Google after a memo he wrote criticizing diversity initiatives was leaked and sparked protests on social media.\u003c/p>\n\u003cp>The 3,300-word document that has been shared across Google's internal networks says \"biological causes\" are part of the reason women aren't represented equally in its tech departments and leadership. The senior engineer also cited \"men's higher drive for status.\"\u003c/p>\n\u003cp>Another software engineer who used to work for Google, Kelly Ellis, says some women who still work at the company stayed home on Monday because the memo made them \"uncomfortable going back to work.\"\u003c/p>\n\u003cp>Now, \u003ca href=\"https://www.bloomberg.com/news/articles/2017-08-08/google-fires-employee-behind-controversial-diversity-memo\">Bloomberg\u003c/a> and Reuters report the memo was written by James Damore and Google has fired him for \"perpetuating gender stereotypes.\" The news services say Damore confirmed the dismissal by email.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>The memo that some have jokingly called a \"manifesto\" has been shared across Google's internal networks and says \"biological causes\" are part of the reason women aren't represented equally in its tech departments and leadership. The senior engineer also cited \"men's higher drive for status.\" He criticized Google for being an \"ideological echo chamber\" that made it hard to dissent from \"Google's left bias\" and \"politically correct monoculture.\"\u003c/p>\n\u003cp>Not enough has been done, the engineer said, to encourage a diversity of viewpoints and ideologies at Google. The author also faulted the company for offering mentoring and other opportunities to its employees based on gender or race.\u003c/p>\n\u003cp>Google also has been pushing more employees to take its classes on \"unconscious bias.\"\u003c/p>\n\u003cp>Ellis left Google in 2014 after she was sexually harassed. When she read the leaked document it didn't surprise her \"because I saw similar language when I was at Google being shared on internal message boards and other different internal forums.\"\u003c/p>\n\u003cp>Ellis said although he isn't a manager, the \"manifesto\" author's opinions directly impact his female peers. \"The main input to Google's performance review process, which is how they slot engineers, which determines pay — the main input to that is peer review,\" says Ellis. \"It's your peers writing feedback on your work.\"\u003c/p>\n\u003cp>Danielle Brown, Google's vice president of diversity sent out a company-wide memo in response to the document. She stated, \"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.\"\u003c/p>\n\u003cp>According to Brown, Ari Balogh, a vice president in engineering who heads the department in which the employee works, wrote a note in response to the \"manifesto\" in which Balogh stressed the importance of Google being open and inclusive. He wrote, \"We cannot allow stereotyping and harmful assumptions to play any part.\"\u003c/p>\n\u003cp>The \"manifesto\" made headlines over the weekend after reports from \u003ca href=\"https://motherboard.vice.com/en_us/article/kzbm4a/employees-anti-diversity-manifesto-goes-internally-viral-at-google\">Motherboard\u003c/a> and \u003ca href=\"http://gizmodo.com/exclusive-heres-the-full-10-page-anti-diversity-screed-1797564320\">Gizmodo\u003c/a>. In it, the author equated the company's effort to attract more women to work in technology to (hypothetical, we assume) efforts to achieve gender balance in other areas, such as \"the homeless, work-related and violent deaths, prisons, and school dropouts.\"\u003c/p>\n\u003cp>Wide sharing of the document has highlighted struggles with gender equality and the wage gap in the tech industry and particularly at Google, which was sued by the federal government earlier this year for refusing to share compensation amounts and other data.\u003c/p>\n\u003cp>In April, a Department of Labor official accused Google of practicing \u003ca href=\"http://www.npr.org/sections/thetwo-way/2017/04/08/523129221/google-accused-of-underpaying-female-employees\">\"systemic\" discrimination against female employees\u003c/a>.\u003c/p>\n\u003cp>Google maintains an online graphic of its employee demographics; \u003ca href=\"https://www.google.com/diversity/\">here's the current breakdown\u003c/a>:\u003c/p>\n\u003cul>\n\u003cli>Women make up 25 percent of the company's leadership\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>Women hold 20 percent of technology jobs\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>Overall, 31 percent of Google's employees are female\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>56 percent of employees are white; 35 percent are Asian\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>4 percent are Hispanic, 4 percent are mixed-race, and 2 percent are black\u003c/li>\n\u003c/ul>\n\u003cp>Another engineer, Yonatan Zunger, who recently left Google, \u003ca href=\"https://medium.com/@yonatanzunger/so-about-this-googlers-manifesto-1e3773ed1788\">wrote an essay\u003c/a> in which he explored three main reactions to the post. From that essay:\u003c/p>\n\u003cul>\n\u003cli>(1) Despite speaking very authoritatively, the author does not appear to understand gender.\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>(2) Perhaps more interestingly, the author does not appear to understand engineering.\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>(3) And most seriously, the author does not appear to understand the consequences of what he wrote, either for others or himself.\u003c/li>\n\u003c/ul>\n\u003cp>Addressing the engineer who wrote the document, Zunger wrote, \"If you hadn't written this manifesto, then maybe we'd be having a conversation about the skills you need to learn to not be blocked in your career — which are precisely the ones you described as 'female skills.'\"\u003c/p>\n\u003cp>As for the author's feeling that their views couldn't be discussed openly, Zunger called the author's views \"fundamentally corrosive\" to any organization.\u003c/p>\n\u003cp>Another response came from software developer Sarah Mei, who devoted a string of tweets to criticize both the document and the way its argument was presented.\u003c/p>\n\u003cp>\"This guy almost certainly thinks of himself as a 'computer scientist', but he does exactly what you're not supposed to do as a scientist,\" \u003ca href=\"https://twitter.com/sarahmei/status/893972255713050624\">Mei wrote\u003c/a>. \"He draws a conclusion favorable to his ego, and then works backwards from there, constructing an argument to justify it.\"\u003c/p>\n\u003cp>\u003ca href=\"https://twitter.com/sarahmei/status/893953228756221952\">In another tweet\u003c/a>, Mei said, \"This google dude literally works at the company that made it _trivially easy_ to locate relevant social science research.\"\u003c/p>\n\u003cp>As for the author, the engineer who wrote the document said it was intended to prompt an honest discussion — one that could explore \"blind spots\" that can develop from inherent or unconscious biases.\u003c/p>\n\u003cp>In a footnote to the document, the author added, \"Of course, I may be biased and only see evidence that supports my viewpoint.\"\u003c/p>\n\u003cp>At times, the author appears to take conflicting positions.\u003c/p>\n\u003cp>The engineer began the document by stating, \"I value diversity and inclusion, am not denying that sexism exists, and don't endorse using stereotypes.\"\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>The message ended with a similar sentiment — but with the added notion, \"Stereotypes are much more accurate and responsive to new information than the [company's] training suggests.\"\u003c/p>\n\n","blocks":[],"excerpt":"In a 3,300-word document that has been shared across Google's internal networks, an engineer at the company said \"biological causes\" are part of the reason women aren't represented equally.","status":"publish","parent":0,"modified":1515457680,"stats":{"hasAudio":false,"hasVideo":false,"hasChartOrMap":false,"iframeSrcs":[],"hasGoogleForm":false,"hasGallery":false,"hasHearkenModule":false,"hasPolis":false,"paragraphCount":29,"wordCount":1011},"headData":{"title":"Google Reportedly Fires Employee Who Slammed Diversity Efforts | KQED","description":"In a 3,300-word document that has been shared across Google's internal networks, an engineer at the company said "biological causes" are part of the reason women aren't represented equally.","ogTitle":"","ogDescription":"","ogImgId":"","twTitle":"","twDescription":"","twImgId":"","schema":{"@context":"http://schema.org","@type":"NewsArticle","headline":"Google Reportedly Fires Employee Who Slammed Diversity Efforts","datePublished":"2017-08-07T18:36:00.000Z","dateModified":"2018-01-09T00:28:00.000Z","image":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png","isAccessibleForFree":"Y","publisher":{"@type":"NewsMediaOrganization","@id":"https://www.kqed.org/#organization","name":"KQED","url":"https://www.kqed.org","logo":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png"}}},"disqusIdentifier":"11610382 https://ww2.kqed.org/news/?p=11610382","disqusUrl":"https://ww2.kqed.org/news/2017/08/07/google-grapples-with-fallout-after-employee-slams-diversity-efforts/","disqusTitle":"Google Reportedly Fires Employee Who Slammed Diversity Efforts","source":"NPR","sourceUrl":"http://www.npr.org/","nprImageCredit":"Marcio Jose Sanchez","nprByline":"Laura Sydell","nprImageAgency":"AP","nprStoryId":"542020041","nprApiLink":"http://api.npr.org/query?id=542020041&apiKey=MDAxOTAwOTE4MDEyMTkxMDAzNjczZDljZA004","nprHtmlLink":"http://www.npr.org/sections/thetwo-way/2017/08/07/542020041/google-grapples-with-fallout-after-employee-slams-diversity-efforts?ft=nprml&f=542020041","nprRetrievedStory":"1","nprPubDate":"Mon, 07 Aug 2017 23:54:00 -0400","nprStoryDate":"Mon, 07 Aug 2017 11:36:00 -0400","nprLastModifiedDate":"Mon, 07 Aug 2017 23:54:34 -0400","path":"/news/11610382/google-grapples-with-fallout-after-employee-slams-diversity-efforts","audioTrackLength":null,"parsedContent":[{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003cstrong>Updated 11:30 p.m. ET\u003c/strong>\u003c/p>\n\u003cp>A senior software engineer reportedly has been fired by Google after a memo he wrote criticizing diversity initiatives was leaked and sparked protests on social media.\u003c/p>\n\u003cp>The 3,300-word document that has been shared across Google's internal networks says \"biological causes\" are part of the reason women aren't represented equally in its tech departments and leadership. The senior engineer also cited \"men's higher drive for status.\"\u003c/p>\n\u003cp>Another software engineer who used to work for Google, Kelly Ellis, says some women who still work at the company stayed home on Monday because the memo made them \"uncomfortable going back to work.\"\u003c/p>\n\u003cp>Now, \u003ca href=\"https://www.bloomberg.com/news/articles/2017-08-08/google-fires-employee-behind-controversial-diversity-memo\">Bloomberg\u003c/a> and Reuters report the memo was written by James Damore and Google has fired him for \"perpetuating gender stereotypes.\" The news services say Damore confirmed the dismissal by email.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>The memo that some have jokingly called a \"manifesto\" has been shared across Google's internal networks and says \"biological causes\" are part of the reason women aren't represented equally in its tech departments and leadership. The senior engineer also cited \"men's higher drive for status.\" He criticized Google for being an \"ideological echo chamber\" that made it hard to dissent from \"Google's left bias\" and \"politically correct monoculture.\"\u003c/p>\n\u003cp>Not enough has been done, the engineer said, to encourage a diversity of viewpoints and ideologies at Google. The author also faulted the company for offering mentoring and other opportunities to its employees based on gender or race.\u003c/p>\n\u003cp>Google also has been pushing more employees to take its classes on \"unconscious bias.\"\u003c/p>\n\u003cp>Ellis left Google in 2014 after she was sexually harassed. When she read the leaked document it didn't surprise her \"because I saw similar language when I was at Google being shared on internal message boards and other different internal forums.\"\u003c/p>\n\u003cp>Ellis said although he isn't a manager, the \"manifesto\" author's opinions directly impact his female peers. \"The main input to Google's performance review process, which is how they slot engineers, which determines pay — the main input to that is peer review,\" says Ellis. \"It's your peers writing feedback on your work.\"\u003c/p>\n\u003cp>Danielle Brown, Google's vice president of diversity sent out a company-wide memo in response to the document. She stated, \"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.\"\u003c/p>\n\u003cp>According to Brown, Ari Balogh, a vice president in engineering who heads the department in which the employee works, wrote a note in response to the \"manifesto\" in which Balogh stressed the importance of Google being open and inclusive. He wrote, \"We cannot allow stereotyping and harmful assumptions to play any part.\"\u003c/p>\n\u003cp>The \"manifesto\" made headlines over the weekend after reports from \u003ca href=\"https://motherboard.vice.com/en_us/article/kzbm4a/employees-anti-diversity-manifesto-goes-internally-viral-at-google\">Motherboard\u003c/a> and \u003ca href=\"http://gizmodo.com/exclusive-heres-the-full-10-page-anti-diversity-screed-1797564320\">Gizmodo\u003c/a>. In it, the author equated the company's effort to attract more women to work in technology to (hypothetical, we assume) efforts to achieve gender balance in other areas, such as \"the homeless, work-related and violent deaths, prisons, and school dropouts.\"\u003c/p>\n\u003cp>Wide sharing of the document has highlighted struggles with gender equality and the wage gap in the tech industry and particularly at Google, which was sued by the federal government earlier this year for refusing to share compensation amounts and other data.\u003c/p>\n\u003cp>In April, a Department of Labor official accused Google of practicing \u003ca href=\"http://www.npr.org/sections/thetwo-way/2017/04/08/523129221/google-accused-of-underpaying-female-employees\">\"systemic\" discrimination against female employees\u003c/a>.\u003c/p>\n\u003cp>Google maintains an online graphic of its employee demographics; \u003ca href=\"https://www.google.com/diversity/\">here's the current breakdown\u003c/a>:\u003c/p>\n\u003cul>\n\u003cli>Women make up 25 percent of the company's leadership\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>Women hold 20 percent of technology jobs\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>Overall, 31 percent of Google's employees are female\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>56 percent of employees are white; 35 percent are Asian\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>4 percent are Hispanic, 4 percent are mixed-race, and 2 percent are black\u003c/li>\n\u003c/ul>\n\u003cp>Another engineer, Yonatan Zunger, who recently left Google, \u003ca href=\"https://medium.com/@yonatanzunger/so-about-this-googlers-manifesto-1e3773ed1788\">wrote an essay\u003c/a> in which he explored three main reactions to the post. From that essay:\u003c/p>\n\u003cul>\n\u003cli>(1) Despite speaking very authoritatively, the author does not appear to understand gender.\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>(2) Perhaps more interestingly, the author does not appear to understand engineering.\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>(3) And most seriously, the author does not appear to understand the consequences of what he wrote, either for others or himself.\u003c/li>\n\u003c/ul>\n\u003cp>Addressing the engineer who wrote the document, Zunger wrote, \"If you hadn't written this manifesto, then maybe we'd be having a conversation about the skills you need to learn to not be blocked in your career — which are precisely the ones you described as 'female skills.'\"\u003c/p>\n\u003cp>As for the author's feeling that their views couldn't be discussed openly, Zunger called the author's views \"fundamentally corrosive\" to any organization.\u003c/p>\n\u003cp>Another response came from software developer Sarah Mei, who devoted a string of tweets to criticize both the document and the way its argument was presented.\u003c/p>\n\u003cp>\"This guy almost certainly thinks of himself as a 'computer scientist', but he does exactly what you're not supposed to do as a scientist,\" \u003ca href=\"https://twitter.com/sarahmei/status/893972255713050624\">Mei wrote\u003c/a>. \"He draws a conclusion favorable to his ego, and then works backwards from there, constructing an argument to justify it.\"\u003c/p>\n\u003cp>\u003ca href=\"https://twitter.com/sarahmei/status/893953228756221952\">In another tweet\u003c/a>, Mei said, \"This google dude literally works at the company that made it _trivially easy_ to locate relevant social science research.\"\u003c/p>\n\u003cp>As for the author, the engineer who wrote the document said it was intended to prompt an honest discussion — one that could explore \"blind spots\" that can develop from inherent or unconscious biases.\u003c/p>\n\u003cp>In a footnote to the document, the author added, \"Of course, I may be biased and only see evidence that supports my viewpoint.\"\u003c/p>\n\u003cp>At times, the author appears to take conflicting positions.\u003c/p>\n\u003cp>The engineer began the document by stating, \"I value diversity and inclusion, am not denying that sexism exists, and don't endorse using stereotypes.\"\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>The message ended with a similar sentiment — but with the added notion, \"Stereotypes are much more accurate and responsive to new information than the [company's] training suggests.\"\u003c/p>\n\n\u003c/div>\u003c/p>","attributes":{"named":{},"numeric":[]}}],"link":"/news/11610382/google-grapples-with-fallout-after-employee-slams-diversity-efforts","authors":["byline_news_11610382"],"programs":["news_6944","news_72"],"categories":["news_1758","news_8","news_248"],"tags":["news_17687","news_93","news_21443","news_19904","news_17286","news_17912"],"featImg":"news_11610386","label":"source_news_11610382"},"news_11371416":{"type":"posts","id":"news_11371416","meta":{"index":"posts_1591205157","site":"news","id":"11371416","score":null,"sort":[1490292876000]},"guestAuthors":[],"slug":"to-break-diversity-pipeline-problem-howard-university-sets-up-shop-at-google","title":"To Break Diversity 'Pipeline Problem,' Howard University Sets Up Shop at Google","publishDate":1490292876,"format":"audio","headTitle":"The California Report | KQED News","labelTerm":{"term":72,"site":"news"},"content":"\u003cp>\u003cspan style=\"font-weight: 400\">Howard University is opening Howard West at Google, an effort to pave the way to tech careers for more African-American computer science students. \u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">This summer, 25 students from the \u003ca href=\"https://www2.howard.edu/\">historically black university\u003c/a>, which is based in Washington, D.C., will train at the tech giant’s headquarters in Mountain View. \u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Google, like the tech industry overall, is making slow progress toward hiring black engineers. Last fall, Google released its latest employee \u003ca href=\"https://www.google.com/diversity/\">diversity report\u003c/a>, detailing the gender and ethnicity of everyone it hired in 2015. While the number of black employees went up, they still represent only 2 percent of Google’s workforce.\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">At the time, Google said it fell short of its diversity goal. With Howard West, Google believes it can meet that goal faster, said \u003ca href=\"https://www.linkedin.com/in/bonitacstewart\">Bonita Stewart\u003c/a>, the company's vice president of global partnerships.\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">“We have the opportunity to be able to build a qualified pipeline of talent across the black community,” she said. \u003c/span>\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">The pipeline, or the pipeline problem, is an idea commonly held in Silicon Valley that there just aren’t enough blacks, Latinos and women with computer programming skills to fill jobs. \u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">To build that pipeline, Howard West will bring 25 of its students to Google’s headquarters this summer. They’ll be mentored by Google engineers and get regular classroom instruction from Howard professors.\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Howard and Google plan to train 750 students over five years and will open the program to students from all historically black colleges and universities, or HBCUs. \u003ca href=\"https://www2.howard.edu/about/president\">Wayne Frederick\u003c/a>, Howard's president, said the instruction is important.\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">“But I think just as important will be exposure to the culture here,” he said. \u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Frederick heard from alums working in the industry, who said they felt Howard prepared them technically but not culturally to work in Silicon Valley. There’s the management style, which values collaboration over hierarchy, the importance of networking and how to dress.\u003c/span>\u003c/p>\n\u003cp>\u003cb>“\u003c/b>\u003cspan style=\"font-weight: 400\">So, for instance, I’m dressed in a suit and tie, and I haven’t seen anybody else in a suit and a tie,” he joked. “So that’s one example to just being exposed to that culture.”\u003c/span>\u003c/p>\n\u003cfigure id=\"attachment_11371496\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003cimg class=\"wp-image-11371496 size-medium\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2017/03/drfrederick_bonita-800x1316.jpg\" alt=\"Bonita Stewart (L) is the Vice President of Global partnerships at Google. Wayne Frederick (R) is the president of Howard University.\" width=\"800\" height=\"1316\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2017/03/drfrederick_bonita-800x1316.jpg 800w, https://ww2.kqed.org/app/uploads/sites/10/2017/03/drfrederick_bonita-160x263.jpg 160w, https://ww2.kqed.org/app/uploads/sites/10/2017/03/drfrederick_bonita-1020x1678.jpg 1020w, https://ww2.kqed.org/app/uploads/sites/10/2017/03/drfrederick_bonita-1180x1942.jpg 1180w, https://ww2.kqed.org/app/uploads/sites/10/2017/03/drfrederick_bonita-960x1580.jpg 960w, https://ww2.kqed.org/app/uploads/sites/10/2017/03/drfrederick_bonita-240x395.jpg 240w, https://ww2.kqed.org/app/uploads/sites/10/2017/03/drfrederick_bonita-375x617.jpg 375w, https://ww2.kqed.org/app/uploads/sites/10/2017/03/drfrederick_bonita-520x856.jpg 520w, https://ww2.kqed.org/app/uploads/sites/10/2017/03/drfrederick_bonita.jpg 1199w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Bonita Stewart (L) is the vice president of global partnerships at Google. Wayne Frederick (R) is the president of Howard University. \u003ccite>(Google)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>\u003cspan style=\"font-weight: 400\">\u003ca href=\"http://www.code2040.org/christian-simamora/\">Christian Simamora\u003c/a>, of \u003ca href=\"http://www.code2040.org/\">Code2040\u003c/a>, a nonprofit dedicated to increasing the number of blacks and Latinos in the tech sector, applauds the opening of Howard West, but he’s concerned that the narrative will become “there’s a pipeline problem.”\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">“We would hire more black engineers if we could find them,” Simamora said, mimicking a common refrain from tech companies. “The fact of the matter is \u003ca href=\"https://www.nytimes.com/2016/02/26/upshot/dont-blame-recruiting-pipeline-for-lack-of-diversity-in-tech.html\">the talent is there\u003c/a>.”\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Simamora said about 18 percent of computer science majors in the U.S. identify as black or Latino, but they represent only 5 percent of the technology workforce. He said the problem is with recruitment.\u003c/span>\u003c/p>\n\u003cp>\u003cb>“\u003c/b>\u003cspan style=\"font-weight: 400\">Many of the top tech companies aren’t even recruiting at the HBCUs — Howard, \u003ca href=\"http://www.spelman.edu/\">Spelman\u003c/a>. All these schools have CS programs,” he said.\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">So why aren’t big tech companies recruiting at HBCUs?\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">“I can’t speak for those companies,” he said. “But what I find interesting is that tech disrupts; tech hiring does not disrupt. It does not question what came before it.”\u003c/span>\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Simamora said many tech companies continue to focus their recruitment efforts at a few schools, like Stanford, Harvard and MIT. Considering that, Simamora said the opening of Howard West at Google is disruptive and might force \u003c/span>\u003cspan style=\"font-weight: 400\">the\u003c/span>\u003cspan style=\"font-weight: 400\"> tech industry to start acting differently.\u003c/span>\u003c/p>\n\n","blocks":[],"excerpt":" With Howard West, Google believes it can meet its employee diversity goals faster. The program begins in summer 2017.","status":"publish","parent":0,"modified":1490316489,"stats":{"hasAudio":false,"hasVideo":false,"hasChartOrMap":false,"iframeSrcs":[],"hasGoogleForm":false,"hasGallery":false,"hasHearkenModule":false,"hasPolis":false,"paragraphCount":20,"wordCount":633},"headData":{"title":"To Break Diversity 'Pipeline Problem,' Howard University Sets Up Shop at Google | KQED","description":" With Howard West, Google believes it can meet its employee diversity goals faster. The program begins in summer 2017.","ogTitle":"","ogDescription":"","ogImgId":"","twTitle":"","twDescription":"","twImgId":"","schema":{"@context":"http://schema.org","@type":"NewsArticle","headline":"To Break Diversity 'Pipeline Problem,' Howard University Sets Up Shop at Google","datePublished":"2017-03-23T18:14:36.000Z","dateModified":"2017-03-24T00:48:09.000Z","image":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png","isAccessibleForFree":"Y","publisher":{"@type":"NewsMediaOrganization","@id":"https://www.kqed.org/#organization","name":"KQED","url":"https://www.kqed.org","logo":"https://cdn.kqed.org/wp-content/uploads/2020/02/KQED-OG-Image@1x.png"}}},"disqusIdentifier":"11371416 https://ww2.kqed.org/news/?p=11371416","disqusUrl":"https://ww2.kqed.org/news/2017/03/23/to-break-diversity-pipeline-problem-howard-university-sets-up-shop-at-google/","disqusTitle":"To Break Diversity 'Pipeline Problem,' Howard University Sets Up Shop at Google","audioUrl":"http://www.kqed.org/.stream/anon/radio/tcr/2017/03/2017-03-23g-tcr.mp3","guestFields":"0","path":"/news/11371416/to-break-diversity-pipeline-problem-howard-university-sets-up-shop-at-google","audioTrackLength":null,"parsedContent":[{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003cspan style=\"font-weight: 400\">Howard University is opening Howard West at Google, an effort to pave the way to tech careers for more African-American computer science students. \u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">This summer, 25 students from the \u003ca href=\"https://www2.howard.edu/\">historically black university\u003c/a>, which is based in Washington, D.C., will train at the tech giant’s headquarters in Mountain View. \u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Google, like the tech industry overall, is making slow progress toward hiring black engineers. Last fall, Google released its latest employee \u003ca href=\"https://www.google.com/diversity/\">diversity report\u003c/a>, detailing the gender and ethnicity of everyone it hired in 2015. While the number of black employees went up, they still represent only 2 percent of Google’s workforce.\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">At the time, Google said it fell short of its diversity goal. With Howard West, Google believes it can meet that goal faster, said \u003ca href=\"https://www.linkedin.com/in/bonitacstewart\">Bonita Stewart\u003c/a>, the company's vice president of global partnerships.\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">“We have the opportunity to be able to build a qualified pipeline of talent across the black community,” she said. \u003c/span>\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">The pipeline, or the pipeline problem, is an idea commonly held in Silicon Valley that there just aren’t enough blacks, Latinos and women with computer programming skills to fill jobs. \u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">To build that pipeline, Howard West will bring 25 of its students to Google’s headquarters this summer. They’ll be mentored by Google engineers and get regular classroom instruction from Howard professors.\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Howard and Google plan to train 750 students over five years and will open the program to students from all historically black colleges and universities, or HBCUs. \u003ca href=\"https://www2.howard.edu/about/president\">Wayne Frederick\u003c/a>, Howard's president, said the instruction is important.\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">“But I think just as important will be exposure to the culture here,” he said. \u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Frederick heard from alums working in the industry, who said they felt Howard prepared them technically but not culturally to work in Silicon Valley. There’s the management style, which values collaboration over hierarchy, the importance of networking and how to dress.\u003c/span>\u003c/p>\n\u003cp>\u003cb>“\u003c/b>\u003cspan style=\"font-weight: 400\">So, for instance, I’m dressed in a suit and tie, and I haven’t seen anybody else in a suit and a tie,” he joked. “So that’s one example to just being exposed to that culture.”\u003c/span>\u003c/p>\n\u003cfigure id=\"attachment_11371496\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003cimg class=\"wp-image-11371496 size-medium\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2017/03/drfrederick_bonita-800x1316.jpg\" alt=\"Bonita Stewart (L) is the Vice President of Global partnerships at Google. Wayne Frederick (R) is the president of Howard University.\" width=\"800\" height=\"1316\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2017/03/drfrederick_bonita-800x1316.jpg 800w, https://ww2.kqed.org/app/uploads/sites/10/2017/03/drfrederick_bonita-160x263.jpg 160w, https://ww2.kqed.org/app/uploads/sites/10/2017/03/drfrederick_bonita-1020x1678.jpg 1020w, https://ww2.kqed.org/app/uploads/sites/10/2017/03/drfrederick_bonita-1180x1942.jpg 1180w, https://ww2.kqed.org/app/uploads/sites/10/2017/03/drfrederick_bonita-960x1580.jpg 960w, https://ww2.kqed.org/app/uploads/sites/10/2017/03/drfrederick_bonita-240x395.jpg 240w, https://ww2.kqed.org/app/uploads/sites/10/2017/03/drfrederick_bonita-375x617.jpg 375w, https://ww2.kqed.org/app/uploads/sites/10/2017/03/drfrederick_bonita-520x856.jpg 520w, https://ww2.kqed.org/app/uploads/sites/10/2017/03/drfrederick_bonita.jpg 1199w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Bonita Stewart (L) is the vice president of global partnerships at Google. Wayne Frederick (R) is the president of Howard University. \u003ccite>(Google)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>\u003cspan style=\"font-weight: 400\">\u003ca href=\"http://www.code2040.org/christian-simamora/\">Christian Simamora\u003c/a>, of \u003ca href=\"http://www.code2040.org/\">Code2040\u003c/a>, a nonprofit dedicated to increasing the number of blacks and Latinos in the tech sector, applauds the opening of Howard West, but he’s concerned that the narrative will become “there’s a pipeline problem.”\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">“We would hire more black engineers if we could find them,” Simamora said, mimicking a common refrain from tech companies. “The fact of the matter is \u003ca href=\"https://www.nytimes.com/2016/02/26/upshot/dont-blame-recruiting-pipeline-for-lack-of-diversity-in-tech.html\">the talent is there\u003c/a>.”\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Simamora said about 18 percent of computer science majors in the U.S. identify as black or Latino, but they represent only 5 percent of the technology workforce. He said the problem is with recruitment.\u003c/span>\u003c/p>\n\u003cp>\u003cb>“\u003c/b>\u003cspan style=\"font-weight: 400\">Many of the top tech companies aren’t even recruiting at the HBCUs — Howard, \u003ca href=\"http://www.spelman.edu/\">Spelman\u003c/a>. All these schools have CS programs,” he said.\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">So why aren’t big tech companies recruiting at HBCUs?\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">“I can’t speak for those companies,” he said. “But what I find interesting is that tech disrupts; tech hiring does not disrupt. It does not question what came before it.”\u003c/span>\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Simamora said many tech companies continue to focus their recruitment efforts at a few schools, like Stanford, Harvard and MIT. Considering that, Simamora said the opening of Howard West at Google is disruptive and might force \u003c/span>\u003cspan style=\"font-weight: 400\">the\u003c/span>\u003cspan style=\"font-weight: 400\"> tech industry to start acting differently.\u003c/span>\u003c/p>\n\n\u003c/div>\u003c/p>","attributes":{"named":{},"numeric":[]}}],"link":"/news/11371416/to-break-diversity-pipeline-problem-howard-university-sets-up-shop-at-google","authors":["11099"],"programs":["news_6944","news_72"],"categories":["news_18540","news_8","news_248"],"tags":["news_17687","news_93","news_19806","news_17041","news_17912"],"featImg":"news_11371488","label":"news_72"}},"programsReducer":{"possible":{"id":"possible","title":"Possible","info":"Possible is hosted by entrepreneur Reid Hoffman and writer Aria Finger. Together in Possible, Hoffman and Finger lead enlightening discussions about building a brighter collective future. 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You can also visit the MindShift website for episodes and supplemental blog posts or tweet us \u003ca href=\"https://twitter.com/MindShiftKQED\">@MindShiftKQED\u003c/a> or visit us at \u003ca href=\"/mindshift\">MindShift.KQED.org\u003c/a>","imageSrc":"https://cdn.kqed.org/wp-content/uploads/2024/04/Mindshift-Podcast-Tile-703x703-1.jpg","imageAlt":"KQED MindShift: How We Will Learn","officialWebsiteLink":"/mindshift/","meta":{"site":"news","source":"kqed","order":"2"},"link":"/podcasts/mindshift","subscribe":{"apple":"https://podcasts.apple.com/us/podcast/mindshift-podcast/id1078765985","google":"https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkcy5tZWdhcGhvbmUuZm0vS1FJTkM1NzY0NjAwNDI5","npr":"https://www.npr.org/podcasts/464615685/mind-shift-podcast","stitcher":"https://www.stitcher.com/podcast/kqed/stories-teachers-share","spotify":"https://open.spotify.com/show/0MxSpNYZKNprFLCl7eEtyx"}},"morning-edition":{"id":"morning-edition","title":"Morning Edition","info":"\u003cem>Morning Edition\u003c/em> takes listeners around the country and the world with multi-faceted stories and commentaries every weekday. 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On Our Watch brings listeners into the rooms where officers are questioned and witnesses are interrogated to find out who this system is really protecting. Is it the officers, or the public they've sworn to serve?","imageSrc":"https://cdn.kqed.org/wp-content/uploads/2024/04/On-Our-Watch-Podcast-Tile-703x703-1.jpg","imageAlt":"On Our Watch from NPR and KQED","officialWebsiteLink":"/podcasts/onourwatch","meta":{"site":"news","source":"kqed","order":"1"},"link":"/podcasts/onourwatch","subscribe":{"apple":"https://podcasts.apple.com/podcast/id1567098962","google":"https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkcy5ucHIub3JnLzUxMDM2MC9wb2RjYXN0LnhtbD9zYz1nb29nbGVwb2RjYXN0cw","npr":"https://rpb3r.app.goo.gl/onourwatch","spotify":"https://open.spotify.com/show/0OLWoyizopu6tY1XiuX70x","tuneIn":"https://tunein.com/radio/On-Our-Watch-p1436229/","stitcher":"https://www.stitcher.com/show/on-our-watch","rss":"https://feeds.npr.org/510360/podcast.xml"}},"on-the-media":{"id":"on-the-media","title":"On The Media","info":"Our weekly podcast explores how the media 'sausage' is made, casts an incisive eye on fluctuations in the marketplace of ideas, and examines threats to the freedom of information and expression in America and abroad. 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