矽谷夠不夠多元 讓數據說話

2016/05/06 瀏覽次數:23 收藏
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  舊金山——鮑康如(Ellen Pao)這幾年來一向致力於揭穿科技行業缺少多樣性的情形,不管是在法庭上照樣法庭外。埃裏卡·貝克(Erica Baker)客歲創立的一個讓員工曬薪水的電子表格在谷歌(Google)引發了驚動,突顯了事情內容雷同但性別分歧的員工之間的收入差距。勞拉·I·戈麥斯(Laura I. Gómez)辦了一家始創公司,專註於提高著兒聘過程當中的多樣性。

  如今,上述三人和別的五名來自Pinterest、Stripe、Slack等公司的著名矽谷女性,正動手匯集和分享數據,旨在增進科技公司通俗員工部隊的多元化。她們的非紅利構造“容納籌劃”(Project Include)於上周二表態。

  “每家公司關於員工多元化統計數據的標配口頭禪都是,‘咱們做得欠好,但咱們正盡力做好’。”曾告狀前店主危害投資公司凱鵬華盈(Kleiner Perkins Caufield & Byers)性別輕視,但卻敗訴的鮑康如說。“這句話沒有任何內容。你能說說你們到底正在做甚麽嗎?”

  當偏心白人和男性的矽谷公司忙於敷衍對員工組成睜開的批駁之際,很多更加惹人註目標推進多元化的盡力,都由該地域的女性主導,“容納籌劃”正在做的工作只是個中一例。曩昔幾年間,科技行業的一些創業者,好比“黑密斯編程”(Black Girls Code)的金柏莉·布萊恩特(Kimberly Bryant)和Code 2040的勞拉·韋德曼·鮑爾斯(Laura Weidman Powers),已與其地點的始創構造或始創公司一路,推出旨在推進年青女性和少數族裔接收盤算機科學初期教導的項目。

  “容納籌劃”的搶眼的地方在於,它集合了科技行業裏一向在提倡多元化的多位著名女性。比方鮑康如,因為和凱鵬華盈打訟事,和短暫出任網上評論辯論區Reddit首席履行官後受到開除,她在客歲是消息人物。“容納籌劃”的另一位結合開創人是Pinterest的軟件工程師周怡君(Tracy Chou),她素來是工程師群體中對缺少女性同業的題目最開門見山的人之一。

  “容納籌劃”的其他開創人分離為卡普爾中間(Kapor Center)合股人、一向提倡把科技行業變得更具包涵性的弗裏德·卡普爾·克萊因(Freada Kapor Klein),挪動付出始創公司Stripe的蘇珊·吳(Susan Wu), 多樣性咨詢公司ReadySet的伊馮娜·哈欽森(Y-Vonne Hutchinson),Reddit前高管貝薩耶·麥金尼·布朗特(Bethanye McKinney Blount)。

  她們都邑依據本身的時光,在各自的事情之余為“容納籌劃”幹事。

  “容納籌劃”的事情之一是讓一些科技企業許諾在一段時光內追蹤本身員工組成的多樣性,然後將相幹數據與其他始創企業分享。這一籌劃將聚焦雇員人數為25人到1000人的始創企業,願望可以或許推進它們趕早斟酌同等題目。該籌劃還會約請為始創企業供給咨詢和指點的危害投資公司介入個中。

  “容納籌劃”當前的目的是說服18家企業作為第一批互助者參加進來;有幾家已簽約。該構造會在七個月的時光裏按期構造集會,界說和追蹤詳細指標。七個月事後,該構造會宣布一份匿名的情形匯編,來展現這些公司在推進多樣性方面獲得——大概缺少——希望的情形。

  “假如企業在開辦之初就存眷多樣性和包涵性題目,就沒必要比及往後更艱苦的時刻再去辦理了,”谷歌前工程師貝克說。她今朝任職於企業協同辦公軟件始創企業Slack。

  “容納籌劃”做這件事的目標,是快速推進希望一向很是遲緩的科技行業職員組成多元化的過程。谷歌、Facebook 、微軟(Microsoft)等至公司已公然認可本身沒能讓員工部隊變得更加多元,一些公司已啟動了旨在促進轉變的籌劃。但這仿佛沒能讓人們對待這一題目的看法有太多提高。

  比方,客歲12月,危害投資公司紅杉本錢(Sequoia Capital)合股人邁克爾·莫裏茨(Michael Moritz)由於采訪中的一番話而登上了媒體頭條,他說公司——在美國沒有女性投資合股人——會致力於聘請女性,但不會為此“下降尺度”。他還說他的公司疏忽性別和種族的界限。

  “便是這類極度自利的謬論,認為咱們是最佳、最聰慧的,認為絕佳的設法主意會脫穎而出,並獲得資金,”卡普爾·克萊因說。她還指出,大批數據表現,少數族裔獲得科技項目和人脈的渠道要比白人男性差。“對純潔精英主義的信仰仍然存在,只管大批嚴謹的數據表現究竟恰好相反。”

  【參考譯文】

  SAN FRANCISCO — Ellen Pao spent the last few years spotlighting the technology industry’s lack of diversity, in court and beyond. Erica Baker caused a stir at Google when she started a spreadsheet last year for employees to share their salaries, highlighting the pay disparities between those of different genders doing the same job. Laura I. Gómez founded a start-up focused on improving diversity in the hiring process.

  Now the three — along with five other prominent Silicon Valley women from companies including Pinterest, Stripe and Slack — are starting an effort to collect and share data to help diversify the rank-and-file employees who make up tech companies. The nonprofit venture, called Project Include, was unveiled on Tuesday.

  “The standard mantra for every company on diversity statistics is, ‘We’re not doing well, but we’re working on it,’” said Ms. Pao, a former venture capitalist at Kleiner Perkins Caufield & Byers, who sued the firm for accusations of gender discrimination and lost. “People don’t learn anything from that. Can you tell us what are you actually doing?”

  The group’s push is one of the more visible diversity efforts to come from women in Silicon Valley as tech companies grapple with criticism over the makeup of their work forces, which skew white and male. Over the last few years, tech entrepreneurs like Kimberly Bryant of Black Girls Code and Laura Weidman Powers of Code 2040 have promoted the inclusion of young women and minorities in early computer science education programs with their start-ups.

  Project Include stands out because of the number of well-known tech women in the group who have championed diversity and are now banding together. Ms. Pao, for one, was in the headlines last year for her court case against Kleiner Perkins, as well as her ouster as interim chief executive of Reddit, the online message board. Tracy Chou, a software engineer at Pinterest who is also a founding member of Project Include, has been one of the most vocal engineers concerning the lack of female peers.

  Project Include’s other founders are Freada Kapor Klein, a partner at the Kapor Center and a longtime proponent of inclusion in tech, Susan Wu of the mobile payments start-up Stripe, Y-Vonne Hutchinson of the diversity consulting firm ReadySet and Bethanye McKinney Blount, a former executive at Reddit.

  All of them are working on Project Include outside of their respective workplaces, on their own time.

  As part of Project Include, the group plans to extract commitments from tech companies to track the diversity of their work forces over time and eventually share that data with other start-ups. The effort will focus on start-ups that employ 25 to 1,000 workers, in the hope of spurring the companies to think about equality sooner rather than later. The project will also ask for participation from venture capital firms that advise and mentor the start-ups.

  Project Include aims to have 18 companies as part of its first cohort; a few have already signed up. The group will meet regularly for seven months to define and track specific metrics. At the end of that period, the group will publish an anonymized set of results to show the progress — or lack thereof — that the start-ups have made around diversity.

  “If companies start early with diversity and inclusion, they don’t have to bolt it on later, which is much harder,” said Ms. Baker, the former Google engineer, who now works at Slack, a workplace collaboration software start-up.

  The group’s push is intended to cut through tech’s slow pace of change on diversity. Large companies, including Google, Facebook and Microsoft, have openly admitted their failings in creating diverse work forces, and some have started programs to move the needle. But that has not seemed to spur much movement in views on the issue.

  In December, for instance, Michael Moritz, a partner at the venture capital firm Sequoia Capital, made headlines when he said in an interview that his firm — which had no female investment partners in the United States — would focus on hiring women but would not “lower its standards” to do so. He also said the firm was blind to gender and race.

  “It is this incredibly self-serving mythology that we are the best and the brightest, and that the best ideas rise to the top and will get funded,” said Ms. Kapor Klein, noting there is plenty of data to show that minority access to tech programs and networks is worse than that of white males. “Despite an avalanche of rigorous data to the contrary, the belief in pure meritocracy persists.”