If your product is used bya cross-section of society, then having a cross-section of society build it should lead to a better product no?

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noitpmeder 3 hours ago | parent [-]

If a qualification for the role is "appreciation for certain less represented cultures/ideas/..." then sure. Otherwise, for a backend c++ engineer the benefits are significantly less obvious, to the point it's really hard to make a case for why DEI concerns should trump traditional evaluation metrics for skill.

The goal should be to hire the best team for the use case, regardless of gender/race/culture/background.

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vineyardmike 2 hours ago | parent | next [-]

> why DEI concerns should trump traditional evaluation metrics for skill

It was never trumping skill. This is just a willful rewrite of history perpetuated for some political goal.

The goal was always to ensure that skill had adequate opportunity to be displayed without bias.

	▲	32 minutes ago \| parent [-]
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crote 3 hours ago | parent | prev [-]

Appreciation isn't always enough, lived experience provides a lot of value as well.

See all the Falsehoods Programmers Believe About Names/Addresses/Birthdays/Phone Numbers/Time Zones/etc, for example. Do you want a backend engineer who designs a 64-character ascii text field for legal name and have everyone nod in agreement, or would you rather have one who knows that it isn't going to work for their cousin "Pablo Diego José Francisco de Paula Juan Nepomuceno María de los Remedios Cipriano de la Santísima Trinidad Ruiz y Picasso"?

> it's really hard to make a case for why DEI concerns should trump traditional evaluation metrics for skill

It doesn't. The goal of DEI has always been to attract a diversity of perspectives, all else being equal. Nobody ever proposed choosing a woefully unqualified diverse candidate over an obviously-qualified Generic White Guy. The only people who would oppose that would be the unqualified Generic White Guy who just happens to be the nephew of the CEO's golf buddy.

	▲	CaptainNegative 2 hours ago \| parent [-]
		I don't know why someone with a cousin named Pablo Diego José Francisco de Paula Juan Nepomuceno María de los Remedios Cipriano de la Santísima Trinidad Ruiz y Picasso is that much of a better hire than someone named Jón Bergþóruson, 王小明, Sukarno (with no surname), גִּדְעוֹן בֶּן־גּוּרְיוֹן , or Karl-Theodor Maria Nikolaus Johann Jacob Philipp Wilhelm Franz Joseph Sylvester Freiherr von und zu Guttenberg. None of whom would classically qualify as diversity hires. Hiring someone in the off chance that their ethnicity gives them some unique critical unknown unknown that will pop up half a decade down the line resides in the same mental space as a programmer writing `if (5 == i)` in case a future programmer accidentally deletes an =. It's just speculative defensiveness whose efficacy is simply not well established by actual research. And, in my view, just works to confound actual signals that, evidently, gitlab and other employers feel get unfairly overshadowed when emphasizing explicitly pro-diversity hiring policies.