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| Diversity, Equity and Inclusion |
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| paulca:
--- Quote from: pcprogrammer on August 24, 2022, 09:39:11 am ---And maybe that is the problem in this world. That people don't know their limitations and want what is not in reach and then start to moan about it. --- End quote --- I'm not a phylosopher, a historian or a sociologist, but what you said, to me, describes exactly the problem with advertising "equity". If we have equity, there is nothing stopping village idiots being CEOs. |
| pcprogrammer:
--- Quote from: paulca on August 24, 2022, 09:04:31 am ---What about "pair" hirering, as an extreme example of "cancelled out" discrimination. For every man a company hirers for a position, they must hirer a woman for the same position and v.v.. Of course there are single position roles, but that can be tweaked. That pretty much puts an X through the whole gender discrimination thing entirely. It would be interesting to see the results, as long as the review process was conducted openly and fairly to see who rises, who falls, who leaves, who stays, who excels. However, if 70% of the women subsequently leave stating they just didn't enjoy it, the message will be put that it's because of men and we didn't like women invading our space and we drove them away. --- End quote --- That will only solve the woman/man gender problem, but to fulfill all of them you need many equal positions. Just search google for "known genders". Amongst others you get this one https://www.medicinenet.com/what_are_the_72_other_genders/article.htm |
| paulca:
On the economics of equity in the workplace. "Equal job", "Equal pay". What will happen is you will see roles with a hierarchy subdivide into many smaller roles, Class 1, 2, 3, 4, 5, 6,7 8, 9 Engineer. Class 1, 2, 3, 4, 5, 6, 7, 8 Senior engineer. All of which will be a ladder of fixed pay bands. Instead of arguing your point for a salary bump, you just start arguing you point for a bump up the scale. It still won't do anything to help the distribution between those grades/classes/bands. It will just move the problem around (The Public toilet roll effect)tm. Then those quarterly/yearly reviews will become a warren of metrics and KPIs and SMART scoring to try and show it's "blind", which will just make everyones life even more hell, cause a bunch of people to leave the industry... |
| pcprogrammer:
--- Quote from: paulca on August 24, 2022, 09:31:28 am ---My point was, if the goal is working software and the primary tools we have are the people we have, then we should keep the project simple as possible to allow best development based on the tools/people you have. The fact that my own engineering methodology is one of make it as simple as it can be and only as complex as it has to be... --- End quote --- A very good methodology to adhere. The "KISS" principle. A small example of what I experienced as a manager. There was a project that needed several different modules to make a product. Within the team an argument started about the language to write it in. C or C++. I myself like C and can write all I need with it, but there was one team member who kept insisting that C++ was far superior over C and should be used. My ruling was, "you can write your part in C++ as long as you properly comment and document what you make" Same message to the other members, use the language of the two you like the most and make sure we get something working. Problem was solved and a working product was created. Could have forced it to be C only but might have got crap all from the one with the C++ chip on his shoulder. Did not do managerial work long because it did not agree with me that well. Can work with others but rather work alone 8) |
| pcprogrammer:
--- Quote from: paulca on August 24, 2022, 09:50:19 am ---On the economics of equity in the workplace. "Equal job", "Equal pay". What will happen is you will see roles with a hierarchy subdivide into many smaller roles, Class 1, 2, 3, 4, 5, 6,7 8, 9 Engineer. Class 1, 2, 3, 4, 5, 6, 7, 8 Senior engineer. All of which will be a ladder of fixed pay bands. Instead of arguing your point for a salary bump, you just start arguing you point for a bump up the scale. It still won't do anything to help the distribution between those grades/classes/bands. It will just move the problem around (The Public toilet roll effect)tm. Then those quarterly/yearly reviews will become a warren of metrics and KPIs and SMART scoring to try and show it's "blind", which will just make everyone's life even more hell, cause a bunch of people to leave the industry... --- End quote --- That is something riddled with problems. Some will argue years at the job should count because it is experience points. So they demand a pay rise every year. A new comer to the same job will start at the entry level and get less. Doing the same job for less pay. So no matter how many roles you invent it will never solve the problem of equality. And it can't because we are not equal, we are individuals with some similarities but mostly differences. |
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