From my understanding that analysis is complete junk. From the Daily Wire of all people:

> But it’s not possible from the data to say that those additional “people of color” took the 320,000 newly created positions. Most of them were almost certainly hired as part of a much larger group: replacements for existing jobs that were vacated by retirees or people changing jobs.

> A telltale sign that Bloomberg’s “percentage of the net increase” methodology is flawed, VerBruggen explained, is that, if the departures of whites had been just a little higher, the net change in whites would have been negative instead of the actual small growth of 20,000. Bloomberg’s methodology would then assert that whites took a negative percentage of the new 320,000 jobs, a mathematic impossibility.

> The percentage of new jobs that went to whites was likely about 46%, eight points below the 54% white makeup of companies’ existing workforces. That’s to be expected given demographic changes in the United States since the time that the currently-retiring baby boomer generation first entered the workforce.

https://www.dailywire.com/news/bloomberg-flubs-data-for-bomb...

In my entire career working for US companies, I have yet to work with a black software engineer. Not a auxiliary role like PM, DevOps, IT but a straight SDE role. I have worked with literally hundreds of software engineers in my life.

This is true, but that was a one or two year phenomenon, driven by BLM protests, and at the end of it, ended with white people still having a disproportionate share of senior and management positions.

Washington state pools property tax money and then redistributed it equitably across the state to pay for education on a per pupil basis. This mainly means poorer eastern Washington districts are subsidized by richer western Washington districts, and districts that lose students to private schools take a direct hit in their funding.

America spends more money per student, in almost any school district, than any European country. The problem is not "resources and support". We've tried "resources and support" for 50 years, so the (a priori entirely fantastical) notion that just throwing more money at the problem would make it go away has been thoroughly disproven.

as someone who grew up attending a majority black school district, this is not really true.... underfunded majority minority districts typically more than have the gap made up by federal funds and the causal evidence on returns on education funding suggests extremely limited impact if any

Much of our economic disparity in this country remains regional. We have states full of poor White and Black people. Of course, I have never worked anywhere that "diverse" wasn't only about skin color and gender, which means kids in West Virginia and Alabama are treated like they grew up in Malibu. It's gotten worse where I live in recent years since those historically disadvantaged schools are also 50% English as a second language now with no new resources.

Do any tech companies have programs to hire out of historically disadvantaged regions of the US?

In California funding is based upon attendance. The main place wealthy neighborhoods get extra money here is through PTAs rather than property taxes.

This is in addition to what the other commenter said. I'm not very well informed about how other states fund their schools, but even if this blanket generalization is true in some places, there's enough evidence out there that funding isn't the only or maybe even the main problem.

Most of what you said is just wrong.

"Poor students" have the most support in the country: https://www.mackinac.org/blog/2024/are-poor-urban-districts-... Baltimore public schools get $30k per student. Carmel, IN public schools spend $10k per student.

You should look into heritability. There is no longitudinal impact on adult outcomes as a result of parenting/schooling practices.

Yes, class is the root divide. However, rejecting that fact is dogma for the people running these DEI programs.

This is intentional because then DEI is intended to be a self-help religion for the corporate class designed to deflect the externalities that they produce, and not about actual material conditions. And that's at its best. At its worst, DEI is insulting and infantilizing to "marginalized communities."

If the goal is to prevent people from being biased, why not anonymize candidate packets? Zoom interviews can also be anonymized easily. If it's the case that equally strong, or stronger, candidates are being passed over anonymization should solve this.

Rather than working to anonymize candidates, every DEI policy I've witnessed sought to incentivize increasing the representation of specific demographics. Bonuses for hitting specific thresholds of X% one gender, Y% one race. Or even outright reserving headcount on the basis of race and gender. This is likely because the target levels of representation are considerably higher than the representation of the workforce. At Dropbox the target was 33% women in software developer roles. Hard to do when ~20% of software developers are women.

One of the smartest people I know almost quit software her first year out of school, because her all-male team spent an afternoon teasing her about how they were going to start a strip poker game and they think she'd be "a natural", or some nonsense like that. Do you think such dynamics introduce barriers to female participation in tech? Do you think focusing solely at the "bottom of the funnel" could still result in a lack of diversity if the "top of the funnel" isn't pleasant for certain demographics to work? Do you think such an event would've occurred without pushback on a team with more than 1 woman? Do you think what you consider to be "common sense" is shaped very much by your personal experience, and that you'd have no "common sense" intuition for how frequently things like this happen because it doesn't personally impact you?

Except fields often aren’t open to people in different demographics. Sexism and racism are both very real and objectively quantified.

This is a funny example because some in the pro-DEI movement advocate for ending blind auditions to enhance diversity[1].

I think if we could somehow do "blind auditions" for any kind of work, that would be the ideal case of non-biased hiring. But if the outcomes of this kind of blind hiring did not result in a "diverse" workforce, I don't think many DEI advocates would be on board.

[1] https://archive.is/iH2uh

You're behind the times- blind auditions have been disfavored by DEI-practitioners for years, on the grounds that they're not as effective as quotas.

> auditioning candidates behind a curtain

That anecdote is widely shared but inaccurate: https://reason.com/2019/10/22/orchestra-study-blind-audition...

DEI seems to me to be the _opposite_ of blind auditions though, where instead of hiding immutable characteristics in the hiring process, they are factored in

You should read the research because its actually good.

They studied the effect of telling people that they had an unconscious bias and it worked in eliminating it.

I would like to see that reproduced as it seemed like only certain demographics followed as you would expect; and primarily not the one you would like to hear. But it would be good to do something actually effective that doesnt introduce racism to fight racism.

Fire vs Fire style.

The claims about unconscious bias don't replicate:

https://nymag.com/intelligencer/2017/12/iat-behavior-problem...

and the claims about the orchestra also didn't replicate.

Actually DEI promoters hate blind hiring and usually try to kill it because when implemented it always raises the number of white men being hired - there is racism and sexism in society, it's just in the opposite direction to what DEI programmes claim, and it's not unconscious.

An interesting example of this kind of meltdown was the one attempt to organize a conference for Electron developers. They decided to select speakers using blind reviews of abstracts, because they believed the non-replicable pseudo-science you're repeating here. When the results were unveiled it turned out every speaker they had selected was a man (the expected outcome of blind auditions), so they cancelled the entire conference in fit of anger. The whole community lost, because the organizers had believed in these lies told by social studies academics.