Fired Google Engineer Pens Wsj Op-ed On His 'sexist' Memo

4 days ago
James Damore was fired Monday after penning a 10-page memo deemed 'sexist'
The memo went viral and James was let go- Google denounced his missive
CEO Sundar Pichai said the engineer had violated Google's code of conduct by 'advancing harmful gender stereotypes' 
On Friday Damore wrote an editorial in the WSJ about his termination  
The engineer took aim in the op-ed about Google's 'echo chamber of ideology' 
Damore's controversial 10-page document has divided opinion since going viral 
He said women could not get ahead at Google because of biological differences 
He admits in the WSJ his memo was 'heresy against the Google creed'
Google'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.
Differences in distributions of traits between men and women may in part explain why we don't have 50% representation of women in tech and leadership.
Discrimination to reach equal representation is unfair, divisive, and bad for business.
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. systemizing​).
Extraversion expressed as gregariousness rather than assertiveness. Also, higher agreeableness.
​Neuroticism​ ​(higher anxiety, lower stress tolerance).
Women on average show a higher interest in people and men in things
Women on average look for more work-life balance​ ​while men have a higher drive for status on average
The male gender role is currently inflexible
Programs, mentoring, and classes only for people with a certain gender or race (​5)
A high priority queue and special treatment for 'diversity' candidates
Hiring practices which can ​effectively lower the bar​ ​for 'diversity' candidates by decreasing the false negative rate
Reconsidering any set of people if it's not 'diverse' enough, but not showing that same scrutiny in the reverse direction (clear confirmation bias)
Setting org level OKRs for increased representation which can incentivize illegal discrimination​ (6)
De-moralize diversity.
Stop ​alienating conservatives​.
Confront Google's biases.
Stop restricting programs and classes to certain genders or races.
Have an open and honest discussion about the costs and benefits of our diversity programs.
Focus on psychological safety, not just race/gender diversity.
De-emphasize empathy.
Prioritize intention.
Be open about the science of human nature.
Reconsider making Unconscious Bias training mandatory for promo committees.

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