How diversity advocates lower the bar to employ women and minorities at the expense of more qualified white men:
How my company is lowering the bar to increase diversity

Back in November, Twitter VP of Engineering Alex Roetter got into some hot water by allegedly saying, “diversity is important, but we won’t lower the bar.” As someone who works in a similar situation at a large social network in San Francisco, I understand where Alex is coming from.

My company has recently formed a committee to improve how we hire. At first I was optimistic that we could improve our hiring process to ensure that we are hiring the best people for the job. Unfortunately my optimism was misplaced as the committee seems to be a place for diversity advocates to push hard to codify changes to lower the bar for members of certain favored groups.

Here is a list of all the bar lowering changes I’ve seen people push for at my company:

2. Stop preferring to hire people with a college degree in CS (or related fields) over people without a college degree because that’s sexist

5. Stop looking for people with relevant industry experience because it is sexist

6. Stop considering some companies such as Google better than other companies since it is racist/sexist

7. Stop looking for highly experienced people with 15 years of experience since it is sexist because women tend to leave the industry before 10 years of experience.

8. Stop asking for a link to a portfolio of work on on the job application because it is sexist

9. Stop having employees refer good people they have worked with since it is sexist/racist
This is why SJW-converged organizations are doomed in the medium-to-long-term. Their specified objective is to hire lower-quality, less-experienced, and less-capable employees.