The_King_of_Everything
Yeah.
Twitter Is So Hopelessly White Its Only Black Engineering Boss Just Quit in Protest
Leslie Miley was “the only African-American in [engineering] leadership” at Twitter, a company that employs thousands, and owes much of its success to adoption by non-white users. Then he quit, as he explains in a new blog post, because the company is absolutely brain-dead on race.
Despite repeated “commitments” “to” “improving” “diversity,” Twitter remains as lily white as the day it was founded by a cabal of white people. According to Miley’s account, it’s because everyone inside either doesn’t really give a shyt about diversity in hiring, or is too clueless to be helpful:
There were also the Hiring Committee meetings that became contentious when I advocated for diverse candidates. Candidates who were dinged for not being fast enough to solve problems, not having internships at ‘strong’ companies and who took too long to finish their degree. Only after hours of lobbying would they be hired. Needless to say, the majority of them performed well.
Especially painful is this quote by Twitter’s (white) Senior VP of Engineering:
Personally, a particularly low moment was having my question about what specific steps Twitter engineering was taking to increase diversity answered by the Sr. VP of Eng at the quarterly Engineering Leadership meeting. When he responded with “diversity is important, but we can’t lower the bar.” I then realized I was the only African-American in Eng leadership.
In other words, hiring more black leaders at Twitter would require Twitter to “lower the bar” on talent and ability, which is absurd.
Miley also says the few black employees at Twitter often felt like they’d been forgotten:
Twitter sponsored an event celebrating the work of Freada Kapor Klein and the Level Playing Field Institute. The former Head of the NAACP, Ben Jealous was a featured speaker. This event was attended by many a variety of leaders in tech representing a broad cross section of races, genders, and backgrounds. However, the employee resource group representing Twitter’s black employees (@blackbirds) did not receive an invitation.
And in June of 2015, Jesse Jackson was allowed to present at the Twitter shareholder meeting. Again, there was no communication to Twitter’s black employee resource group. In comparison, when Hillary Clinton and Mellody Hobson visited, the Twitter Women Engineering resource group was notified and given an opportunity to meet privately.
When Twitter did make an effort to find non-white talent, it derailed itself by taking a painfully dense data-centric approach, rather than just trying to act like humans. It’s Silicon Valley to a dumbass T:
As we continued the discussion, he suggested I create a tool to analyze candidates last names to classify their ethnicity. His rationale was to track candidates thru the pipeline to understand where they were falling out. He made the argument that the last name Nguyen, for example, has an extremely high likelihood of being Vietnamese. As an engineer, I understand this suggestion and why it may seem logical. However, classifying ethnicity’s by name is problematic as evidenced by my name (Leslie Miley) What I also found disconcerting is this otherwise highly sophisticated thinker could posit that an issue this complex could be addressed by name analysis.
Miley laments that now that he’s gone, “Twitter no longer has any managers, directors, or VP’s of color in engineering or product management.” This doesn’t sound good for the chances of including people who don’t look like Jack Dorsey.
Leslie Miley was “the only African-American in [engineering] leadership” at Twitter, a company that employs thousands, and owes much of its success to adoption by non-white users. Then he quit, as he explains in a new blog post, because the company is absolutely brain-dead on race.
Despite repeated “commitments” “to” “improving” “diversity,” Twitter remains as lily white as the day it was founded by a cabal of white people. According to Miley’s account, it’s because everyone inside either doesn’t really give a shyt about diversity in hiring, or is too clueless to be helpful:
There were also the Hiring Committee meetings that became contentious when I advocated for diverse candidates. Candidates who were dinged for not being fast enough to solve problems, not having internships at ‘strong’ companies and who took too long to finish their degree. Only after hours of lobbying would they be hired. Needless to say, the majority of them performed well.
Especially painful is this quote by Twitter’s (white) Senior VP of Engineering:
Personally, a particularly low moment was having my question about what specific steps Twitter engineering was taking to increase diversity answered by the Sr. VP of Eng at the quarterly Engineering Leadership meeting. When he responded with “diversity is important, but we can’t lower the bar.” I then realized I was the only African-American in Eng leadership.
In other words, hiring more black leaders at Twitter would require Twitter to “lower the bar” on talent and ability, which is absurd.
Miley also says the few black employees at Twitter often felt like they’d been forgotten:
Twitter sponsored an event celebrating the work of Freada Kapor Klein and the Level Playing Field Institute. The former Head of the NAACP, Ben Jealous was a featured speaker. This event was attended by many a variety of leaders in tech representing a broad cross section of races, genders, and backgrounds. However, the employee resource group representing Twitter’s black employees (@blackbirds) did not receive an invitation.
And in June of 2015, Jesse Jackson was allowed to present at the Twitter shareholder meeting. Again, there was no communication to Twitter’s black employee resource group. In comparison, when Hillary Clinton and Mellody Hobson visited, the Twitter Women Engineering resource group was notified and given an opportunity to meet privately.
When Twitter did make an effort to find non-white talent, it derailed itself by taking a painfully dense data-centric approach, rather than just trying to act like humans. It’s Silicon Valley to a dumbass T:
As we continued the discussion, he suggested I create a tool to analyze candidates last names to classify their ethnicity. His rationale was to track candidates thru the pipeline to understand where they were falling out. He made the argument that the last name Nguyen, for example, has an extremely high likelihood of being Vietnamese. As an engineer, I understand this suggestion and why it may seem logical. However, classifying ethnicity’s by name is problematic as evidenced by my name (Leslie Miley) What I also found disconcerting is this otherwise highly sophisticated thinker could posit that an issue this complex could be addressed by name analysis.
Miley laments that now that he’s gone, “Twitter no longer has any managers, directors, or VP’s of color in engineering or product management.” This doesn’t sound good for the chances of including people who don’t look like Jack Dorsey.
If it was started by whites, what do you expect? Even as big as twitter is, people typically favor their own unless an "other" is head and shoulders more qualified.
