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Comment Re:this is really getting tiring (Score 1) 166

But they're still there. What you've described constitutes deep and systematic racism and sexism that place serious obstacles in front of anyone who isn't the right race and gender. Just because no one is doing it "on purpose", that everyone has good intentions and thinks they're doing their best to be fair doesn't mean it isn't happening. It's the result of pervasive unconscious biases.

Prove it. Prove that's what's happening. You are making an extraordinary claim, you must justify it.

You described it! If you still can't see it, I can't help you.

Comment Re:this is really getting tiring (Score 1) 166

Because who gets promoted to management is entirely based on merit, right?

Sadly no. In my experience, who gets promoted to management has more to do with who you're friends with than actual ability.

Please note that gender and race were not mentioned *once* in the above.

But they're still there. What you've described constitutes deep and systematic racism and sexism that place serious obstacles in front of anyone who isn't the right race and gender. Just because no one is doing it "on purpose", that everyone has good intentions and thinks they're doing their best to be fair doesn't mean it isn't happening. It's the result of pervasive unconscious biases.

So, how do you overcome those unconscious biases, break the stranglehold of the good old boys' network on management positions (or a thousand other similar structures)? How do you root out the unconscious biases and make the people who hold them see that they do? Remember, these are well-intentioned people who consider themselves to be kind, and fair... but they just tend to hang out with their own kind, so that's who they know, and who gets promoted.

Serious question. What's your answer? Just letting the self-reinforcing system continue isn't a good one. So what do you do?

Comment Re:this is really getting tiring (Score 1) 166

"Different people from different viewpoints are almost invariably GOOD for an organization" is fundamentally hard to test.

It shouldn't be too hard, right? Especially now that companies are releasing diversity numbers. Get some diversity numbers for companies, figure out a way to measure their success, and slice the data different ways to see if you can find any correlation. Control for confounding factors. There are certainly difficulties, but this is basic data-science stuff, it's not fundamentally hard.

Comment Re:"Other app stores" (Score 2) 42

You mean all the android app stores combined will beat the singular Apple AppStore. Does that include amazon?

Yup. If you dig into it, they indicate that Google Play accounts for 51% of Android's app revenue. The rest is other Android stores, predominantly in China where Google Play doesn't exist. Presumably Amazon would be included as well.

Comment Re:Coding is a profession with a long term future (Score 1) 517

What stack ?

I've done a lot of things. I've somewhat specialized in security of the cryptographic sort, but I've done embedded work, web sites (LAMP, J2EE, other stuff), networking (network drivers, worked on a reverse proxy, even wrote a TCP stack back in the day), point of sale systems, and a lot more. These days I work on Android, but that may change in the next year or two.

Comment Re:How? (Score 2) 284

If they can get the bulk 'anonymized' data, there's a high chance they'll be able to identify the individuals. Anonymized data is such a joke that it rarely hides the identity. For example, if you have cell phone GPS data, the name of the owner and the phone number can be hidden, but if it starts and ends at the same place every day, then you can figure out who it is.

In browsing habits, you might look for people who surf to the congressional mail server web page. You might search URL query strings for embedded names. There's a lot of potential there, and the anonymized data might even include their address, which happens sometimes when the vendor doesn't actually care about hiding identity.

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