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Comment Re:Get rid of it by tomorrow. (Score 0) 421

A pay gap does not exist if men and women are receiving equal pay for similar work.

Yes and no. Overt discrimination probably isn't at play if men and women are receiving equal pay for similar work. A pay gap may still exist, and may still be something we want to address. For instance, perhaps men and women generally aren't engaged in "similar work" because women are socially conditioned from a young age not to pursue certain fields? Perhaps men and women aren't engaged in "similar work" because women bear the brunt of child bearing and child rearing and we're doing very little to mitigate the effect those things have on women's ability to work? Etc.

Another thing to note is that it may not be the case that men and women are receiving equal pay for similar work. The efforts I've seen that adjust for profession, experience, years out of the work force, etc. show a persistent ~5% advantage for men. That's smaller than the number usually bandied about in the popular media, but it's not nothing.

Comment Re:Frist pocporn psot (Score 1) 421

It's a humorous performance, but I've seen it too many times before. Like, every other time a story like this comes up on Slashdot. Which is about 2-3 times a year. The butthurt is strong when it comes to efforts to boost women in STEM, anything having to do with age discrimination in tech, and anything to do with H1B Visas and/or outsourcing.

Comment Re:Get rid of it by tomorrow. (Score 2) 421

The article is talking about the gap that exists because of reduced hours, child birth, different professions, etc. That's what it aims to remove/reduce. It's also not entirely accurate to say that those factors fully explain the gap. Granted they account for most of it, but about 5-6% remains unexplained. Links here and here.

Comment assign blame for bugs (Score 1) 229

Every time a "serious" defect is found, figure out who is to blame. It will usually be the person who wrote the code, but may not always be that person. For instance, if he or she relied on behavior from someone else's code that was falsely advertised. Or if he was given inadequate requirements. If a particular developer is disproportionately frequently to blame for major problems, then that person probably isn't a good developer. Also take into account total output and "sensitivity" of what someone's working on. A developer who does a lot is going to cause more issues, simply because he's doing more. Likewise, a developer working on "tricky stuff" (e.g. refactoring terrible legacy code) is more likely to cause issues simply because of the sensitive nature of the code he's working with.

Comment Re:thoughts: (Score 1) 283

Are you sure? Found this in a quick google search. They claim:

when men are in oversupply, the dating culture emphasizes courtship and monogamy. But when women are in oversupply—as they are today at most U.S. colleges and universities—men play the field and women are more likely to be treated as sex objects.

What I said is that in the Bay Area, where men outnumber women, it's a "woman's market" and they can afford to be more choosy and less promiscuous. That seems to match up with this guy's claim.

Comment thoughts: (Score 5, Interesting) 283

High male-to-female limits sex-per-capita in a couple different ways:

1. In general, men want to have sex more frequently than women and are more willing to engage in non-committed sex. Ignoring homosexual males, since they're a fairly small piece of the picture even in the Bay Area, the amount of sex is going to be strongly tied to the # of women.
2. More men than women makes it a "woman's market", so to speak, so women can afford to be more choosy and less promiscuous. In situations where women outnumber men, women are generally less choosy and more promiscuous, leading to more sex.

Lest I be accused of being a red-pill patriarchal Trump guy, let me assure you I'm not.

Comment depends (Score 1) 435

If you think you can get away with not telling them then don't tell them. The caveat is that if you refuse to play along then it may end the interview process right then and there. In that case, if you would have been willing to entertain an offer of "whatever you were getting paid at your last job plus a small delta" then you your decision not to play along was in error.

Unless you were drastically underpaid at your last job relative to the one you're interviewing for, the new job's offer will be whatever you were getting paid at your last job plus some amount that's 1. big enough to not be trivial, but 2. not much bigger than that. So maybe $5k/yr. That will be the starting point of any post-offer negotiations. Your leverage is low, though, because you already told them what you were making before.

Another tactic is to answer the question, but ask them for similar information in exchange. For instance, "What's the average compensation for someone with my experience in this position that I'm applying for?" If they won't answer, the you can credibly say, "I'm not sure I'm comfortable divulging my compensation history if you're not willing to do the same. Does that seem fair?"

Comment Re:thought (Score 2) 56

If you offer the money and nobody claims it then you haven't lost. If nothing else, you can use it as P.R.

Now that I've had some time to think about it more, what would worry me is that if the prize were lucrative enough, people might delay reporting flaws they've found in order to claim the yearly prize. So it would really need to be an "all the time" thing and not necessarily a yearly thing.

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