Diversity in Tech
summary
Argues that diversity needs concrete fixes not slogans: companies must enforce equal opportunities, track how often meetings include women, and offer tangible support rather than token gestures. Cites that medical trials largely test men as an analogue for biased product design and points to hiring behavior that favors candidates similar to existing staff. Notes anonymized CV screening feels like forced diversity and can backfire, so change focuses on policies, metrics and everyday practices.
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