Google’s have. Those are: ? Openness directed

Google’s programming ,as
Damore suggests, “Is focusing more on unconcious biases, for example to race
and gender and less on moral values, as goes for the Mountain View campus and
not all officies on the country.”

By fact the two genders are biologically
different for example they have different height ,weight, intelligence  etc . These differences aren’t socially
constructed because:

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? 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 traits are highly
heritable

? They’re exactly what we
would predict from an evolutionary psychology perspective

Modern phycology suggests that
the distribution of preferences and abilities of men and women differ due to
biological causes. This cuases may explain why we don’t see equal
representation of women in tech and leadership. Many of these differences are
insignificant due to biological factors at the individual level  but there’s significant overlap between men
and women at a population level.

Google needs to consider the
personality differences that women on averege have. Those are:

? Openness directed towards
feelings and aesthetics rather than ideas. Women in general have a stronger
interest communicating with people rather than “dealing with things” , (also interpreted
as empathizing vs. systemizing ). These two contrasts partially clarify why
women generally incline toward occupations in social or artistic areas. More
men may like coding since it requires systemizing.

?
Extraversion communicated as gregariousness instead of confidence. Likewise,
higher agreeableness.This leads to women generally having a harder time
negotiating salary, asking for raises and leading. These are average
differences and there’s an  overlap
between men and women.

? Neuroticism is causing
women to be more anxious and to have lower tolerance in high stress situations .
As Damore said “This may contribute to the higher levels of anxiety women
report on Googlegeist and to the lower number of women in high stress jobs.”

The science is clear, but
does this ideological bias actually create any harm to Google’s PR strategy or
Google’s performance in general? The answer is not clear yet but surelly the
didn’t manage the whole situation the best possible way. As Google’s fired
employ James Damore states “These practices are based on false assumptions
generated by our biases and can actually increase race and gender tensions .
We’re told by senior leadership that what we’re doing is both the morally and
economically correct thing to do, but without evidence this is just veiled left
ideology that can irreparably harm Google”. After that scandal the image as the
leading tech company constituted by high intellectuals and creative coders and
programmers has irreparable destroyed. And he quotes “While Google hasn’t
harbored the violent leftist protests that we’re seeing at universities, the
frequent shaming in TGIF and in our culture has created the same silent,
psychologically unsafe environment”

How Google can keep everyone
satisfied. How is it going to correct existing biases, be intolerate in ideas
and evidence that don’t fit a certain ideollogy. The suggestions are the
following one’s:

? Confronting Google’s
biases.Break down Googlegeist scores by political orientation and personality
to give a fuller picture into how our biases are affecting our culture.

?By halting confining
projects and classes to certain genders or races.

? Having an open discussion
about the prons and cons of their diversity programs.

? Concentrating on
psychological safety, not just race/gender diversity.

? Organizing intentions. Focusing
only on microaggressions and other “unintentional transgressions”  increases sensitivity. By doing as such increases
both the tendency of offence and self censorship.

? By be open about the
science of human nature. Not all differences are socially constructed due to
discrimination.