Privilege and Perspective: White people are different.

Nice Guys (TM) are not really nice.

White people have difficulty recognizing our emotions, but we can recognize white people’s emotions.

From the updated post White people are different from people:

In fact, group status may moderate cross-cultural emotion recognition accuracy (see Elfenbein & Ambady, 2002a; and Wolfgang & Cohen, 1988, for a discussion). For example, members of minority cultural groups may recognize emotion expressions displayed by individuals of the majority cultural group more efficiently than members of the majority can in return recognize expressions of the minority group (Elfenbein & Ambady, 2002a). Furthermore, in some cases, an out-group advantage occurs such that members of minority groups recognize the majority’s emotion expressions better than they recognize their own (Elfenbein & Ambady, 2002a). For instance, Asian Canadians have been shown to be more accurate when judging intense emotions displayed by Caucasian compared to Asian expressers (Bourgeois, Herrera, & Hess, 2005).

Related post:

Diversity in color names is not caused by innate sex differences.

Randall Munroe of xkcd fame conducted a web survey on color perception, and here are the results on (chromosomal) sex differences (although the correct labels should be “Actual color names if you do not have a Y chromosome” versus “Actual color names if you have a Y chromosome”):

Actual color names if you're a girl ... Actual color names if you're a guy ...

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People perceive upper-middle class white men to be smarter than they are.

In On Being Good at Seeming Smart, Eric Schwitzgebel writes (bold emphasis mine):

[A]fter a colloquium at which the student had asked a question, one faculty member expressed to me how impressive the student was. I was struck by that remark because I had thought the student’s question had actually been pretty poor. But it occurred to me that the question had seemed, superficially, to be smart. That is, if you didn’t think too much about the content but rather just about the tone and delivery, you probably would get a strong impression of smartness. In fact, my overall view of this student was that he was about average — neither particularly good nor particularly bad — but that he was a master of seeming smart: He had the confidence, the delivery, the style, all the paraphernalia of smartness, without an especially large dose of the actual thing.

Since then, I have been collecting anecdotal data on seeming smart. One thing I’ve noticed is what sort of person tends spontaneously to be described, in my presence, as “seeming smart”. A very striking pattern emerges: In every case I have noted the smart-seeming person has been a young white male. Now my sample size is small and philosophy is about 75% white male anyway, so I want to be cautious in this inference. […]

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Masking the gender and race of job applicants increases diversity in hiring.

Eric Ries writes about his experience in achieving diversity in hiring by masking identifying information from the résumés (emphasis mine):

Now, whenever I screen resumes, I ask the recruiter to black out any demographic information from the resume itself: name, age, gender, country of origin. The first time I did this experiment, I felt a strange feeling of vertigo while reading the resume. “Who is this guy?” I had a hard time forming a visual image, which made it harder to try and compare each candidate to the successful people I’d worked with in the past. It was an uncomfortable feeling, which instantly revealed just how much I’d been relying on surface qualities when screening resumes before – even when I thought I was being 100% meritocratic. And, much to my surprise (and embarrassment), the kinds of people I started phone-screening changed immediately.

And yet, when I suggest this practice to hiring managers and recruiters alike, they rarely do it. Hiring managers say, “the recruiter would never go for it” while recruiters say, “the hiring manager won’t accept it.” What I think we’re really saying is: “I don’t want to know if I am biased.” That’s understandable – it’s embarrassing! Even if our biases are only implicit and not consciously held, the systems we build can still contain bias. When we change a hiring policy, especially if we do it in a visible way, we reap two benefits. We actually improve our hiring process and also signal our commitment to meritocracy.

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Dear IT industry: “Meritocracy” does not mean what you think it means.

IT culture is so ignorant about how society works that what would be satire in other contexts is actually how most IT people think. IT people in general are not exactly experts on how people and society work, yet too many individuals in IT like to make bold, confident, and unsupported claims about meritocracy.

Vivek Wadhwa of TechCrunch writes:

Is the Valley deliberately keeping these groups out? I don’t think so. Silicon Valley is, without doubt, a meritocracy. In this land, only the fittest survive. That is exactly the way it should be. For the Valley’s innovation system to achieve peak performance, new technologies need to constantly obsolete the old, and the world’s best techies need to keep making the Valley’s top guns compete for their jobs. There is no room for government mandated affirmative action, and our tech companies shouldn’t have to apologize for hiring the people they need. But at the same time, without realizing it, the Valley may be excluding a significant part of the American population that could be making it even more competitive. False stereotypes may be getting in the way of greater innovation and prosperity.

“Meritocracy” means “a society or social system in which people get status or rewards because of what they achieve”. If some people get status and rewards partly because they are white and male, then the system is not a meritocracy. Such a system would have a racial and gender bias, just like every other industry.

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