Comment by dijit
2 days ago
I disagree with the premise that these were acceptable decisions.
The Elastic situation wasn't "two equally skilled applicants". I'd already been offered and had accepted the position. Rescinding an accepted offer because another candidate better fits demographic targets is materially different from choosing between two candidates at the offer stage.
On the broader point: I understand the goal of achieving equitable outcomes. The question is whether the ends justify the means. Explicitly excluding individuals from opportunities based on immutable characteristics, whether in the 1960s or today, remains discrimination, regardless of which direction it flows.
If we're serious about equity, we need solutions that don't require accepting discrimination as a necessary tool. Lowering barriers to entry, addressing bias in evaluation, expanding candidate pools, mentorship programmes: these grow the pie rather than just redistributing the slices.
The moment you tell someone "you're qualified, but you're the wrong demographic," you've created exactly the kind of experience that radicalises people. I've experienced it. It's corrosive, regardless of how noble the underlying intent.
It’s not a premise, it’s just my opinion.
Sure, elastic handled that poorly, rescinding an offer like that is very unprofessional, but that’s an indictment of their HR department and has nothing to do with the gender of the other candidate.
I understand where you’re coming from, what you’re asking for is a gradual transition to equity. But until that transition is done, you’re also asking the groups that were systematically discriminated against to endure the effects of that discrimination for longer. And those soft approaches you listed take a looooong time to work, and only while the pie is getting larger.
At one of my previous companies they took those soft approaches. The result was that entry level positions were very equitable, but the higher the seniority the higher the percentage of white men. At the rate that the company was hiring and promoting, it would take 150 years to achieve equity at all levels.
To be clear, that means asking women to wait 150 years before they have a fair shot at leadership positions.
But that was all before 2020. After layoffs hit and the growth stopped the equity transition also stopped because the white dudes at the top weren’t willing to step down so women could take their place.
You say being discriminated against is corrosive, but what about the corrosion that already happened because of all the discrimination that happened up until now? Are you going to do something about it? Or are you just gonna tell the people corroded to deal with it?
I appreciate the acknowledgement about Elastic’s handling.
On the timeline argument: I’m sceptical of extrapolating current rates to 150-year predictions. Organisations change through leadership turnover, market pressure, and cultural shifts that don’t follow linear projections. But I take your point that gradualism has costs for those waiting.
Here’s where we differ: I don’t accept that we must choose between “discrimination now” and “discrimination for 150 years.” That’s a false binary. The solutions I mentioned aren’t just soft approaches; they’re structural changes that can accelerate equity without requiring us to accept discrimination as policy.
Your point about white men at the top not stepping down cuts both ways. If the existing leadership won’t make space voluntarily, and you implement demographic quotas, you’ve just created a system where different qualified people are blocked. People like me, who didn’t benefit from the original discrimination but are now paying for it.
I grew up in generational poverty. As far back as records go, my family has never held money or power. The people you’re describing as beneficiaries of historical privilege might share my demographic category, but we share nothing else. Class gets erased in these conversations, and that erasure makes the solutions less effective, not more.
What about the corrosion that’s already happened? I think about it constantly. But I don’t believe the answer is to corrode more people in the opposite direction and call it justice. That’s how you get radicalisation and backlash, not equity.
I don’t even disagree with you about class, but to deal with that we need to deal with capitalism itself, which I’ve given up on at this point.
So if this is the system we’re stuck with, and it’s an unfair system, then let’s at least make sure it’s equitably unfair.
The goal is not to make sure the most qualified person gets the job. I actually think evaluating others fairly is impossible so that’s an impossible goal.
Sorry if you feel that you got the short end of the stick. I got it too. Someone has to.
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