Regardless of the rating, if your personal perspective leads you to writing something like the author did, then *your* experience is bad enough to run away much earlier.
It doesn't say "Americans" anywhere.
I think it's clear they didn't intend to include slaves.
AR may be the culmination - so long as it's also capable of replacing all your reality, instead of only some of it. While AR is a much broader category, and useful in a vast variety of fields, there's still some very large niches for completely virtual reality, such as games, education, tourism, semi-interactive entertainment, many categories of desk work; nearly anything that benefits from a focus on information, rather than nearby people or surroundings. And there's a lot of jobs, hobbies, and entertainment like that.
While you're not wrong, it's hardly unexpected that such an expensive, small-userbase piece of hardware hasn't brought in megabux for developers yet, and AAA publishers will likely keep waiting.
However, I think the more important gaben quote is this:
“Developers are super excited. There’s nobody who works in VR saying, ‘oh I’m bored with this.’ Everybody comes back. For every idea they had in their first generation product, they have ten ideas now.”
So it's clear that developers at least are still absolutely willing to experiment, and we can expect numerous interesting and innovative VR indie games to keep people interested while hardware gets better and cheaper. So long as developers remain keen, hardware vendors will keep working on improvements, and the userbase will eventually grow enough for larger publishers to experiment on
Ms Fowler's description of her experience at Uber sounds terrible, but I don't think Uber is typical of tech companies or representative of "nerd culture".
If you read her article, it's clear that things got worse during her time there. Reading between the lines, it sounds an awful lot like the story of the missing stair.
In one sense, it's not Uber, it's just that one guy. But when people discuss what is "typical" or "representative", many miss the problem that it only takes that one guy. That guy may not be typical or representative, but if the organisation decides (whether deliberately or not) to ignore or enable that one guy, that one guy becomes the typical or representative experience for anyone that one guy targets.
Well, there's the fact that this person allegedly did this to several women. More importantly though, was a lack of anti-retaliation protection by HR. In sane companies, they are very upfront and very explicit about protecting anonymity and if that's not possible, strict anti-retaliation rules. So regardless of the level of punishment the manager should/should not have gotten, her position in the aftermath of reporting it sounds unacceptable.
Also in sane companies, if you are trying to transfer out and you have the target management on your side, your current team can only block the transfer for a few months to transition. Also, your *current* manager's performance review can't factor into another team requesting you (and *certainly* not it a way where bad performance reviews are a tool to retain, that's counter productive, if a person is a bad fit in one team, why would the rules *lock* that person to a team?).
Note that sexism was a *small* part of the situation described. What amazes me was the continued desire to work for a company because of the 'great engineers'.
The reality is you can find a *good* company that also has great engineers. Other companies also face interesting challenges that are worthy of your time. I've seen people fall into this trap of toiling under crappy management because 'their team is so great'. The problem is that crappy management gets all the benefits of your awesome teams work (in fact, in crappy management, the management gets nearly *all* the glory and your 'awesome engineers' are the first under the bus when good times are over, after months on end of 60+ hour workweeks, where the management is only around for part of maybe 3 days a week. You need to find a company that has both a great team *and* good management.
If it had been an isolated incident with one manager, and switching teams fixed it, but she reports a pattern of management dysfunction that seems pervasive, at least to wherever she could go. Now it *might* be the case that her perspective by itself is skewed, but in her view of things, it was a terrible situation and she stayed *way* longer than anyone should have.
A warehouse full of dead monitors will not just sit there "forever".
In related news, a recent excavation in an Egyptian pyramid has turned up a trove of what appear to be ancient CRTs.
Never buy what you do not want because it is cheap; it will be dear to you. -- Thomas Jefferson