Google looking for an algorithm for keeping women
Glad to hear that Google is aware that they’re losing women, and that they’re trying to study themselves to figure out where. I hope that they’ll be successful.
A big part of the problem is what they’re not doing and not seeing. As one quoted former Google executive said, “I don’t think there’s a gender bias per se, but I think the c-suite at Google is going to belong to product owners, not business people. People witness it as a demotion of women. I don’t view it as that. I view it as a demotion of business.” Do the folks doing these analyses see that kind of distinction, between product owning and business? Or consider the nice example from the NYTimes piece, quoted below. If you assume that having accomplishments and bragging about accomplishments go hand-in-hand, you might not see that you can have one without the other. Clearly, Google is now seeing what happened (that women weren’t interviewed because they weren’t bragging), and that gives us hope.
Meanwhile, there is the very Google-y approach of gathering data on precisely when the company loses women, then digging deeper to figure out what is happening and to try to fix it.
The results, Mr. Bock said, have been noticeable — at least outside the senior levels of the company. One-third of Google’s 34,300 employees are women. He would not say what percentage of technical employees were women, but he said it was better than the national average of about 25 percent.
Google’s spreadsheets, for example, showed that some women who applied for jobs did not make it past the phone interview. The reason was that the women did not flaunt their achievements, so interviewers judged them unaccomplished.