Here's The Full 1. Page Anti- Diversity Screed Circulating Internally at Google [Updated]Update 8/5/1. ET: Google’s new Vice President of Diversity, Integrity & Governance Danielle Brown has issued her own memo to Google employees in response to the now- viral memo, “Google’s Ideological Echo Chamber.” Brown’s statement, obtained by Motherboard, can be found in full at the end of this article. A software engineer’s 1. Google’s diversity initiatives is going viral inside the company, being shared on an internal meme network and Google+.

No-registration upload of files up to 250MB. Not available in some countries. Latest trending topics being covered on ZDNet including Reviews, Tech Industry, Security, Hardware, Apple, and Windows. My wife and I try to divide our household chores equally: She cooks, I do the dishes. She buys groceries, I do the laundry. My easiest chore is setting the table. It.

The document’s existence was first reported by Motherboard, and Gizmodo has obtained it in full. In the memo, which is the personal opinion of a male Google employee and is titled “Google’s Ideological Echo Chamber,” the author argues that women are underrepresented in tech not because they face bias and discrimination in the workplace, but because of inherent psychological differences between men and women. We need to stop assuming that gender gaps imply sexism,” he writes, going on to argue that Google’s educational programs for young women may be misguided.

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The post comes as Google battles a wage discrimination investigation by the US Department of Labor, which has found that Google routinely pays women less than men in comparable roles. Gizmodo has reached out to Google for comment on the memo and how the company is addressing employee concerns regarding its content. We will update this article if we hear back. The text of the post is reproduced in full below, with some minor formatting modifications.

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Two charts and several hyperlinks are also omitted. Reply to public response and misrepresentation.

I value diversity and inclusion, am not denying that sexism exists, and don’t endorse using stereotypes. When addressing the gap in representation in the population, we need to look at population level differences in distributions. If we can’t have an honest discussion about this, then we can never truly solve the problem. Psychological safety is built on mutual respect and acceptance, but unfortunately our culture of shaming and misrepresentation is disrespectful and unaccepting of anyone outside its echo chamber. Despite what the public response seems to have been, I’ve gotten many personal messages from fellow Googlers expressing their gratitude for bringing up these very important issues which they agree with but would never have the courage to say or defend because of our shaming culture and the possibility of being fired. This needs to change.

TL: DRGoogle’s political bias has equated the freedom from offense with psychological safety, but shaming into silence is the antithesis of psychological safety. This silencing has created an ideological echo chamber where some ideas are too sacred to be honestly discussed. The lack of discussion fosters the most extreme and authoritarian elements of this ideology. Extreme: all disparities in representation are due to oppression. Authoritarian: we should discriminate to correct for this oppression. Differences in distributions of traits between men and women may in part explain why we don’t have 5. Discrimination to reach equal representation is unfair, divisive, and bad for business.

Background [1]People generally have good intentions, but we all have biases which are invisible to us. Thankfully, open and honest discussion with those who disagree can highlight our blind spots and help us grow, which is why I wrote this document.[2] Google has several biases and honest discussion about these biases is being silenced by the dominant ideology.

What follows is by no means the complete story, but it’s a perspective that desperately needs to be told at Google. Google’s biases. At Google, we talk so much about unconscious bias as it applies to race and gender, but we rarely discuss our moral biases. Political orientation is actually a result of deep moral preferences and thus biases. Considering that the overwhelming majority of the social sciences, media, and Google lean left, we should critically examine these prejudices. Left Biases. Compassion for the weak.

Disparities are due to injustices. Humans are inherently cooperative. Change is good (unstable) Open. Idealist. Right Biases.

Respect for the strong/authority. Disparities are natural and just. Humans are inherently competitive. Change is dangerous (stable)Closed. Pragmatic. Neither side is 1. A company too far to the right may be slow to react, overly hierarchical, and untrusting of others. In contrast, a company too far to the left will constantly be changing (deprecating much loved services), over diversify its interests (ignoring or being ashamed of its core business), and overly trust its employees and competitors.

Only facts and reason can shed light on these biases, but when it comes to diversity and inclusion, Google’s left bias has created a politically correct monoculture that maintains its hold by shaming dissenters into silence. This silence removes any checks against encroaching extremist and authoritarian policies. For the rest of this document, I’ll concentrate on the extreme stance that all differences in outcome are due to differential treatment and the authoritarian element that’s required to actually discriminate to create equal representation.

Possible non- bias causes of the gender gap in tech [3]At Google, we’re regularly told that implicit (unconscious) and explicit biases are holding women back in tech and leadership. Of course, men and women experience bias, tech, and the workplace differently and we should be cognizant of this, but it’s far from the whole story.

On average, men and women biologically differ in many ways. These differences aren’t just socially constructed because: They’re universal across human cultures. They often have clear biological causes and links to prenatal testosterone. Biological males that were castrated at birth and raised as females often still identify and act like males. The underlying traits are highly heritable. They’re exactly what we would predict from an evolutionary psychology perspective.

Note, I’m not saying that all men differ from women in the following ways or that these differences are “just.” I’m simply stating that the distribution of preferences and abilities of men and women differ in part due to biological causes and that these differences may explain why we don’t see equal representation of women in tech and leadership. Many of these differences are small and there’s significant overlap between men and women, so you can’t say anything about an individual given these population level distributions. Personality differences. Women, on average, have more: Openness directed towards feelings and aesthetics rather than ideas. Women generally also have a stronger interest in people rather than things, relative to men (also interpreted as empathizing vs.

These two differences in part explain why women relatively prefer jobs in social or artistic areas. More men may like coding because it requires systemizing and even within SWEs, comparatively more women work on front end, which deals with both people and aesthetics. Extraversion expressed as gregariousness rather than assertiveness. Also, higher agreeableness. This leads to women generally having a harder time negotiating salary, asking for raises, speaking up, and leading.

Note that these are just average differences and there’s overlap between men and women, but this is seen solely as a women’s issue. Watch Hyenas Online.

How to Share the "Mental Load" of Chores With Your Partner. My wife and I try to divide our household chores equally: She cooks, I do the dishes. She buys groceries, I do the laundry. My easiest chore is setting the table. It takes about one minute and she has to remind me every time. The problem isn’t the task itself; it’s keeping it in mind.

If she doesn’t remind me ahead of time, I’ll only notice at the last minute and get in her way, squeezing by her to grab the silverware while she plates the food. French comic artist Emma describes and addresses this problem in “The Gender Wars of Household Chores”: Among straight couples, even when men do equal work carrying out household chores, women still disproportionally bear the “mental load” of keeping track of those chores. This creates a kind of continuous partial attention that takes up energy and raises stress. It also creates an invisible hierarchy where men feel like employees running afoul of the boss. Men often fail to appreciate or share this invisible management job.

If you can help carry the load, you can relieve your partner’s stress and feel less like an underling. Anticipate needs. Part of the solution is simply raising your awareness. Don’t just “do the laundry”—monitor the hamper and take the initiative to run a load. Examine when your tasks usually need to be done, and plan ahead for them.

I’m learning to set the table an hour ahead of time. And my kind and patient wife is learning that if she says, “Don’t worry, you have plenty of time,” she’s just enabling me to avoid that mental load. Write it down. I have a short attention span and a bad memory. Thankfully, I also have a smartphone. I make calendar events for the rent check; I keep a grocery list so when my wife asks what we need, I have an answer. Watch The Hacker Wars Online.

Writing down the most minuscule chore is still better than forgetting, and it’s the first step to learning how to simply remember. Automate it. Turn your phone into your manager and eliminate the mental load altogether. Add alarms to those calendar events. Set location- based notifications that remind you, when you’re passing the drugstore, to stop in.

Move regular shopping trips onto Amazon Subscribe & Save. Outsource it. A wave of apps has made it even easier to outsource chores like laundry and dog- walking. Depending on your budget, consider a housecleaner—but pay attention to who’s responsible for hiring, managing, and paying them.

You probably spend quite a few hours each week on household chores. If you're time- crunched…Read more Read. Learn the skills. Some chores end up in one person’s domain according to ability or interest.

My wife loves to cook, so I never learned. Usually this works, but when she’s sick or busy, the system breaks down. On those nights I take over and handle the Seamless order, but to really reach some kind of equity, I have to learn to cook. Next time your partner handles their chore, ask them to teach you.

On your second try, have them step back and simply advise, while you carry out the physical task yourself. At first this will slow you both down, but from then on you’ll be a more reliable “backup”—and you might discover that you’re just as interested in the chore as they were. Transfer the resources. A lot of chores rely on access to specific resources, especially logins or files. Just because one of you provides the health insurance doesn’t mean the other can’t manage it. Sit down with your partner and exchange logins for everything that affects your household, like shared bank accounts, insurance, doctor portals, your children’s school portals, or shared mobile plans. Most popular password managers provide shared vaults for all this data.

Using a password manager is basically internet security 1. Read more Read. Prepare to handle phone calls for each other too. Depending on your comfort level, share identifying info like your social security number, and check if your doctor or accountant will let you talk to them on your partner’s behalf. Some require a signature in advance.)You can share any Amazon Prime account with family members, even across different locations. Share the login for streaming services so you can manage family playlists and queues. If you can bear the intimacy, share calendars so you can get a feel for each other’s availability and workloads. Hold a family meeting.

A lot of mental loads stay invisible until the responsible partner speaks up. Unfortunately, that often happens during a fight. Fend off conflict by regularly discussing upcoming responsibilities in a friendly, info- sharing context. Sunday evening is a great time to discuss your upcoming week and swap certain responsibilities. Even when the conversation doesn’t lead to any specific action, it builds your awareness of each other’s mental loads. Then when there’s a discrepancy to address, you’ll have much less work to do, and less chance of using your responsibilities as ammunition. It’s just common sense that in order to keep peace in your household, chores should be split evenly …Read more Read.

Put the kids to work. Kids should help with chores as soon as they’re able, but they often need management. Hand off some mental load by teaching them to self- manage. Watch Upside Down: The Creation Records Story IMDB there. Lifehacker writer Beth Skwarecki asks her kids to “be the boss of cleaning the table,” telling her what to pick up while she does all the work. They love their little power trip but I love that they’re actually paying attention to what the mess is and how to clean it.” This management- only outsourcing even helps kids learn how to cook before they’re old enough to do dangerous tasks themselves. Prepare for major changes.

The most crucial application of all these techniques is during a major life change: a job loss (or gain), an injury, or having a kid. This is when unrecognized mental loads, which take more time to transfer or outsource than physical chores, blow up. The more flexible you are with your partner, and the more chores you both feel comfortable swapping, the more you can handle in a crisis.