Bad Rhetoric

Nicole Gelinas is taking aim at James Damore’s argument over at NRO.  She says that James has a right to his opinion but he is wrong:

[Google] claims to encourage internal dissent and debate, and that is what Damore provided. But the contents of his memo are nothing to celebrate: He said nothing that hasn’t already been said, in tiresome fashion, for decades.

Nicole then does what she accuses James of without even a change of paragraph:

Damore, like any novice rhetorician, relies on straw men. He is concerned that in aiming for perfectly equality of the sexes, Google will deplete its financial resources and become less competitive. Google’s tech workers, however, are 80 percent male, and its leadership is 75 percent male. If the company is indeed striving for numerical equality, it is a long way from the danger zone.

She actually does it right in the title: Biology Is Not Destiny.  Nowhere does James make such a claim.  Means are different.  Does Nicole think that the 39 percent Asian-American tech force at Google (her stat) is the result of bias?  The are two differences.  The first is that nobody can accuse Nicole of being an novice rhetorician.  The second is that James is explicit about using the extreme case.

Google has been emphasizing diversity for quite a period and spend lots of money without moving the needle.  Biology is not destiny.  But sexes and races can and do have different means.  Yes, John McEnroe is roughly right about Serena Williams.  If you don’t accept that you end up like universities.  You may remember that the provost at American University denied tenure to Carolyn Brown, who identifies as hispanic, because of her Student Evaluation of Instruction (SEI) scores.  More important for our discussion are the diversity reactions like her chair (well, actually director but it sounds like a chair):

But [John] Watson warned that scholars of her stature, particularly scholars of color, get offers to go elsewhere fast.

“It’ll be a yearlong process to replace her,” he said. “The likelihood we’ll get another woman who is a minority is a tick above zero.”

We understand John’s attitude.  Leadership, including the provost is all over him to get diverse faculty members but then the provost fires Carolyn.  All of the department’s work has gone for naught.  If you asked is there a separate market for diverse faculty the answer would be yes.  The prices are higher because the completion is intense.  Or Carolyn’s reaction:

“They used me as a face of diversity,” Brown said, “and when I went up for tenure, they threw me away. It’s really disappointing. I’m still kind of devastated.”

You can’t fire me because I add the diversity that you crave.  We interviewed for a chair position at another school.  Part of the interview was to meet each of the faculty individually.  One meeting was real short because the faculty member said that her diversity status made her untouchable.  She may have been right.

Nicole is wrong.  The outcome of Google is not going to be a few yoga classes.  Question: does Nicole want to exclude men from those classes?  Google has already spent years and many millions on this.  If they want to meet their goals they will move further towards the university model with different hiring standards and different retention standards depending upon your diversity value.  If you want diversity you can get it because universities do but the cost is high.

 

 

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