In an industry that favors youth over experience...
IMO this misstates what's actually happening. The industry doesn't value youth over experience per se; it values cheap over expensive. If you don't expect to be paid much more than the young guys then companies will happily hire you. The disconnect is that older developers assign more value to their experience than employers do.
I'd prefer they analogize coding to watch-making. Or, more accurately, watch-design. Can you design a watch that works? That's cheap? That can be repaired by technicians who aren't as skilled as you, the designer? That doesn't stop working after a month? That actually keeps good time? That looks attractive and has a good user-interface, i.e. the user can set alarms and re-set the time without undue trouble?
If people would pay attention and respond to emails without my/their boss CC'd then I wouldn't feel the need to CC him/her. Do your job and I don't have to go over your/our head(s).
Mine is 10 minutes. Live at approximately 2222 & Mopac. Work at approximately 183 and Oak Knoll. In the morning all the traffic is inbound and I'm outbound. In the afternoon it's the opposite. That said, I pay a premium to live where I do. If I lived in Cedar Park my commute might be worse.
The article is by Christina Hoff Summers, who is referencing research commissioned by the Association of University Women as well as a 2009 Labor Dept. study. Sommers is a critic of contemporary feminism. She is not likely to exaggerate the impact of overt discrimination.
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.
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.
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.
This seems to back up the idea that there's a shortage of qualified domestic labor. The unemployment rate among CS grads is like 3.5%. If all those folks replaced H1B workers they would only make up 1/3 of the total jobs filled by H1Bs.
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.
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.
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.
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?"
Slashdot Mirror
IMO this misstates what's actually happening. The industry doesn't value youth over experience per se; it values cheap over expensive. If you don't expect to be paid much more than the young guys then companies will happily hire you. The disconnect is that older developers assign more value to their experience than employers do.
I'd prefer they analogize coding to watch-making. Or, more accurately, watch-design. Can you design a watch that works? That's cheap? That can be repaired by technicians who aren't as skilled as you, the designer? That doesn't stop working after a month? That actually keeps good time? That looks attractive and has a good user-interface, i.e. the user can set alarms and re-set the time without undue trouble?
Yeah, but you'll need seriously augment your legal department. You know, when you get sued for categorically refusing to hire women.
I would love it if this were what I did for "work". Instead of working on projects where performance and scalability are complete afterthoughts.
Where I work we only engage in dysfunctional programming.
BASIC, then Pascal.
If people would pay attention and respond to emails without my/their boss CC'd then I wouldn't feel the need to CC him/her. Do your job and I don't have to go over your/our head(s).
Whether they take him back or they don't, they're going to lose devs. Damned if you do, damned if you don't.
Already posted in this thread once, but here's my story: Live at 2222 & Mopac, commit to 183 and Oak Knoll. Takes about 10 minutes.
There's your problem: ever using I-35.
Mine is 10 minutes. Live at approximately 2222 & Mopac. Work at approximately 183 and Oak Knoll. In the morning all the traffic is inbound and I'm outbound. In the afternoon it's the opposite. That said, I pay a premium to live where I do. If I lived in Cedar Park my commute might be worse.
They have other ideas. They just don't believe those ideas are as profitable as rehashing existing franchises. And they may be right.
I use Slack (for work), then Facebook Messenger and SMS for personal stuff. Don't feel the need to use anything else.
The article is by Christina Hoff Summers, who is referencing research commissioned by the Association of University Women as well as a 2009 Labor Dept. study. Sommers is a critic of contemporary feminism. She is not likely to exaggerate the impact of overt discrimination.
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.
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.
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.
Where I am, Austin, recruiters are saying it's a candidate's market.
This seems to back up the idea that there's a shortage of qualified domestic labor. The unemployment rate among CS grads is like 3.5%. If all those folks replaced H1B workers they would only make up 1/3 of the total jobs filled by H1Bs.
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.
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.
That's not feminism. Also, in an environment with many men and few women, it might actually be a semi-realistic expectation.
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.
They may call bullshit on that. I probably would.
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?"