Here's The Full 1. Page Anti- Diversity Screed Circulating Internally at Google [Updated]Update 8/5/1. ET: Google’s new Vice President of Diversity, Integrity & Governance Danielle Brown has issued her own memo to Google employees in response to the now- viral memo, “Google’s Ideological Echo Chamber.” Brown’s statement, obtained by Motherboard, can be found in full at the end of this article. A software engineer’s 1. Google’s diversity initiatives is going viral inside the company, being shared on an internal meme network and Google+. The document’s existence was first reported by Motherboard, and Gizmodo has obtained it in full.

My wife and I try to divide our household chores equally: She cooks, I do the dishes. She buys groceries, I do the laundry. Watch City Of Life And Death Putlocker#. My easiest chore is setting the table.

In the memo, which is the personal opinion of a male Google employee and is titled “Google’s Ideological Echo Chamber,” the author argues that women are underrepresented in tech not because they face bias and discrimination in the workplace, but because of inherent psychological differences between men and women. We need to stop assuming that gender gaps imply sexism,” he writes, going on to argue that Google’s educational programs for young women may be misguided. The post comes as Google battles a wage discrimination investigation by the US Department of Labor, which has found that Google routinely pays women less than men in comparable roles. Gizmodo has reached out to Google for comment on the memo and how the company is addressing employee concerns regarding its content. We will update this article if we hear back.

The text of the post is reproduced in full below, with some minor formatting modifications. Two charts and several hyperlinks are also omitted. Reply to public response and misrepresentation. I value diversity and inclusion, am not denying that sexism exists, and don’t endorse using stereotypes. When addressing the gap in representation in the population, we need to look at population level differences in distributions. If we can’t have an honest discussion about this, then we can never truly solve the problem.

Psychological safety is built on mutual respect and acceptance, but unfortunately our culture of shaming and misrepresentation is disrespectful and unaccepting of anyone outside its echo chamber. Despite what the public response seems to have been, I’ve gotten many personal messages from fellow Googlers expressing their gratitude for bringing up these very important issues which they agree with but would never have the courage to say or defend because of our shaming culture and the possibility of being fired. This needs to change. TL: DRGoogle’s political bias has equated the freedom from offense with psychological safety, but shaming into silence is the antithesis of psychological safety. This silencing has created an ideological echo chamber where some ideas are too sacred to be honestly discussed. The lack of discussion fosters the most extreme and authoritarian elements of this ideology. Extreme: all disparities in representation are due to oppression.

Viewers of BBC’s News at Ten were entranced last night when a glitch in its system produced over four minutes of surreal beauty. The disney bloodline. 13 bloodlines of the illuminati. the skill of the skill. of lying, the art of deceit — part 1. Update 8/5/17 7:25pm ET: Google’s new Vice President of Diversity, Integrity & Governance Danielle Brown has issued her own memo to Google employees in response to.

Authoritarian: we should discriminate to correct for this oppression. Differences in distributions of traits between men and women may in part explain why we don’t have 5. Discrimination to reach equal representation is unfair, divisive, and bad for business. Background [1]People generally have good intentions, but we all have biases which are invisible to us. Thankfully, open and honest discussion with those who disagree can highlight our blind spots and help us grow, which is why I wrote this document.[2] Google has several biases and honest discussion about these biases is being silenced by the dominant ideology.

What follows is by no means the complete story, but it’s a perspective that desperately needs to be told at Google. Google’s biases. At Google, we talk so much about unconscious bias as it applies to race and gender, but we rarely discuss our moral biases. Political orientation is actually a result of deep moral preferences and thus biases. Considering that the overwhelming majority of the social sciences, media, and Google lean left, we should critically examine these prejudices.

Left Biases. Compassion for the weak. Disparities are due to injustices. Watch The Shelter Download Full. Humans are inherently cooperative. Change is good (unstable) Open. Idealist. Right Biases.

Respect for the strong/authority. Disparities are natural and just. Humans are inherently competitive. Change is dangerous (stable)Closed. Pragmatic. Neither side is 1.

A company too far to the right may be slow to react, overly hierarchical, and untrusting of others. In contrast, a company too far to the left will constantly be changing (deprecating much loved services), over diversify its interests (ignoring or being ashamed of its core business), and overly trust its employees and competitors. Only facts and reason can shed light on these biases, but when it comes to diversity and inclusion, Google’s left bias has created a politically correct monoculture that maintains its hold by shaming dissenters into silence. This silence removes any checks against encroaching extremist and authoritarian policies. For the rest of this document, I’ll concentrate on the extreme stance that all differences in outcome are due to differential treatment and the authoritarian element that’s required to actually discriminate to create equal representation. Possible non- bias causes of the gender gap in tech [3]At Google, we’re regularly told that implicit (unconscious) and explicit biases are holding women back in tech and leadership.

Of course, men and women experience bias, tech, and the workplace differently and we should be cognizant of this, but it’s far from the whole story. On average, men and women biologically differ in many ways. These differences aren’t just socially constructed because: They’re universal across human cultures. They often have clear biological causes and links to prenatal testosterone. Biological males that were castrated at birth and raised as females often still identify and act like males. The underlying traits are highly heritable. They’re exactly what we would predict from an evolutionary psychology perspective.

Note, I’m not saying that all men differ from women in the following ways or that these differences are “just.” I’m simply stating that the distribution of preferences and abilities of men and women differ in part due to biological causes and that these differences may explain why we don’t see equal representation of women in tech and leadership. Many of these differences are small and there’s significant overlap between men and women, so you can’t say anything about an individual given these population level distributions. Personality differences. Women, on average, have more: Openness directed towards feelings and aesthetics rather than ideas.

Women generally also have a stronger interest in people rather than things, relative to men (also interpreted as empathizing vs. These two differences in part explain why women relatively prefer jobs in social or artistic areas. More men may like coding because it requires systemizing and even within SWEs, comparatively more women work on front end, which deals with both people and aesthetics. Extraversion expressed as gregariousness rather than assertiveness. Also, higher agreeableness. This leads to women generally having a harder time negotiating salary, asking for raises, speaking up, and leading.

Note that these are just average differences and there’s overlap between men and women, but this is seen solely as a women’s issue. This leads to exclusory programs like Stretch and swaths of men without support.

Neuroticism (higher anxiety, lower stress tolerance). This may contribute to the higher levels of anxiety women report on Googlegeist and to the lower number of women in high stress jobs.

BBC News Program Experiences the Most Awkward Glitch. Viewers of BBC’s News at Ten were entranced last night when a glitch in its system produced over four minutes of surreal beauty. As the program began, the usual opening rush of clips from around the world accompanied by dramatic music played. A breaking news graphic flew up onscreen and then there was silence. The host, Huw Edwards, sat at his desk, patiently awaiting his cue.

But the cue was not coming. Instead, the breaking news graphic came up again.. B- roll footage from random segments randomly played and all the while we kept seeing Edwards at his desk, deep in thought. Around the two minute mark, the camera slowly zoomed in on Edwards in a moment that felt like a climax. But no, it snapped back to a wide shot and the idle host continued to contemplate the mysteries of the universe.

Paul Royall, the show’s editor, tells The. Guardian that a “technical system crash” occurred just as the show was about to begin and a backup system had to be initialized. Another glitch occurred later on Good Morning Britain that was blamed on the system overheating. If you’re wondering why that lovely slow zoom occurred, it’s because the BBC uses a robotic camera system. In a blog post about the cameras, the network explains the two types of cameras it uses: Furios, which are fixed to a dolly and run on tracks, limiting their movement to side- to- side, and Shotokus, which are mounted on three wheels and can move freely across the floor. They can either be pre- programmed or controlled directly by a person. For his part, Edwards came out of this looking good.

He didn’t get caught saying anything stupid and he didn’t pick his nose. He later told Radio 4 that he realized something was up about 4. Viewers loved it, tweeting their approval with messages like, “Watching Huw Edwards do nothing on BBC news is kinda absorbing, like a lava lamp.” And love it they should.

Watching TV personalities when they don’t think they’re on the air is always fascinating. See it in full below.[The Guardian].