skysight-inc/HackerNews huggingface dataset:
Last spring, YouTube recruiters were allegedly instructed to cancel interviews with applicants who weren’t female, black or Hispanic, and to “purge entirely” the applications of people who didn’t fit those categories, the lawsuit claims.

Anyone from Google or YouTube--or people who applied to work at either org in this time frame--have perspectives to add regarding this claim?
Also US Defence's DEAMS - Accenture and Oracle.

15 years, $2.2billion and not finished.

http://www.dtic.mil/docs/citations/AD1002341
Let's sum this up.

It is impossible to prove that the currently available hardware or software works according to provided manual. However, it is not that difficult to prove that it is actually otherwise (please refer to the Common Vulnerabilities and Exposures entries). Every single bit of information can be accidentally swapped or deliberately forged. Sometimes, it is possible to detect the change, sometimes not. Except for specifically designed protocols (which run on untrustworthy hardware anyway), there is no way to be able to successfully challenge the authorship of the information or validity of an associated contract (non-repudiation). E-mails, log records, spoofed traffic flow, fingerprinting of browsers, operating systems etc. are no exceptions, since they are just text information stored as files or in databases.

Having an e-mail in one's mailbox has never been proof what-so-ever that a particular person created it. Having an IP address logged has never been proof what-so-ever that a connection was made by a particular machine having this IP assigned (or even a person made that connection, LOL). Yet for "some" reason, masses are being "massaged" almost everyday to believe otherwise...
So there's little water on Saturn! but wait, since Saturn is about 300 times the size of earth, and Earth's mass is just 1/4000th water, I'm still utterly confused as how much it is compared to us.

Odd choice, indeed.
There's validity to the approach of sending packet swarms to cover intrusion attempts but the traffic levels were more than a small amount of cover. It is possible that it was designed as a smokescreen and someone's calculations were wildly incorrect. No one's safe from off by one errors :>
I've tried meditation, and I gotta say: I find my daily medication to be a lot more useful.
Fair enough, I guess visibility, in the one thing everyone's looking at in a crisis, is good.
every time I order from food dash I overpay and the food is cold. won't order from them ever again.
I don't know your situation but usually this has to do with parts replaced by a 3rd party. Usually a cracked screen done by a non-official technician.

They do scan ids of parts inside a device before repairing it.
I'm a guy (not that it matters in this context). You deal with all of this inappropriate behavior in the same way: you shit can the people responsible. They get a verbal warning the first time, and the second time they're gone. If people aren't fired or disciplined harshly for bad social behavior, it's sending the message that the behavior is an accepted part of the culture. At the end of the day, no one irreplaceable, and people internalize this message extremely quickly after 1-2 firings.
And it's going to take a while for the new version to propagate to a released version, then to distributions, then to customer images and scripts, etc.
I think the reason that a lot of men are surprised about this is that they don’t personally engage in this kind of behavior and have only seen people they know engage in it occasionally, so that can’t believe it’s this widespread, but it really doesn’t take that many aggressively harassing men in an environment to create a completely oppressive environment for women. Especially when they report it and there are absolutely no consequences.
Step 1. Don't be a jerk.

Step 2. Think about if you might accidentally disrespecting people. Read stories like OP and think if you'd done something that was unintentionally hurtful.

Step 3. Look out for abuse, and call it out where you see it.

Step 4. Look out for people being overlooked and ignored, and give them a platform and a microphone (figuratively or literally).
Compiling is the correct terminology here. Nim transpiles to JavaScript, but it compiles to C and C++. You don't say that Rust transpiles to LLVM IR, do you?
Look at a company like Weta Workshop. A New Zealand based effects studio that worked on a couple movies of middling success in the '90s as well as the Xena and Hercules TV shows, otherwise they had no significant reputation in the world. But they had a working relationship with Peter Jackson and he used them during the early 2000s in the making of the Lord of the Rings films. They had to stretch their capabilities and work at a level they never had before, but doing so propelled them onto the national stage. Now everyone knows about Weta and they've worked on dozens of worldwide blockbusters since then. Without that "big deal" they would likely be just an "also ran" local effects studio doing a few movies here and there despite their high levels of technical excellence and innovation.
Right, like posession of burglar tools etc.
I though that ‘chance’ in topic is something happening in lifetime, not at its start. Can being talented also be called a chance of genes or cultural environment then?
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This cannot be stressed enough, IBM is basically the opening scene of the movie "boiler room"
Well, it's a lot more than on Mercury.
He could try not being sexist and transphobic.
Suddenly makes me think of Heinlein's "The Door into Summer".
So, centuries of active discrimination is not the main problem, but a generation of counterbalancing discrimination is?
Creating a Design System for a company that doubles the number of employees PtBR
What's the median salary for those positions?
You could have also devoted some time to that problem instead posting a comment on Hackernews.
The real achievement here is managing to run up a bill of 1B CAD while still failing to deliver. I mean, I can think of a few projects that probably cost several million/yr but 100x? Astonishing.

There's an anecdote floating around about the consultant who heard of a billion-dollar government IT project who promptly offered to do it for 20 million. When asked how, they replied that they would sit on a beach for 5 years then pick up the phone and say, "We failed". Their contact got back in touch 5 years later and said, "I wish we'd given it to you".
But the new CEO still failed to disclose an enormous breach for months.

It’s not fixed.
> There must be some sort of hall of fame for security vulnerabilities.

It's called the Pwnie Awards.

https://pwnies.com/
In early 00's I went for cycling/drinking trips with few friends and wrote DOS program for collecting data from bicicle "computers" (manually transfetered, obviously), it produced charts in all the glory of VGA mode 12h and had export to HPGL, because the HP DesignJet we had access to (which was sold as "plotter", but in fact was giant InkJet printer) understood HPGL. Originally the input was simply text file with records separated by new line (produced as a note file on Casio data-bank), but later I wrote DOS immediate-mode GUI "spreadsheet" for capturing that data (on some random-ish mid-90's subnotebook).
I can assure any megamind in here that Socrates offended more than just 50% of Athens' population.
So what?

You seem to be assuming that Black people simply have more skill and performance than others. You do this in Basketball but not in other areas.

Currently, hiring males for programming jobs is due to skill and performance, because far more men chose to go through this type of education than women. Huge numbers of men and women don't enjoy straining to grapple with abstract concepts for long stretches of time, sitting hunched over a keyboard, and so on. But, more men do than women, at the moment. So does that mean things are just fine the way they are, as your comment suggests about being Black and skill and performance?

Why not encourage, for instance, more Chinese basketball players to get scholarships, and increase their skill and performance? Why settle for how things are, which currently is not very diverse as anyone can plainly see?

China's basketball team has a lot of great Chinese players.
Because tech is new and likes to think of itself as better than that.

"Look, we were harassed and discriminated against all through high school! We would never treat anyone like that."
Yeah like I said before, it's not necessarily a show-stopper, it just threw me off.
> I rarely have the chance to talk to women who are similarly interested in computers

This is probably true, but the idea that you have to be "passionate about computers" to do the job is one of those things that men have made up to exclude women.

In order to have gender equality you have to identify these areas of gender difference and eliminate them from hiring criteria.

> pressuring people into hiring women simply for the virtue of being female

That is the mischaracterization that everyone falls back on. They assume that if you have a gender balanced team it is because you hired people "because they are women."

That logic implies that those women are not qualified for the job and that you could never build a gender balanced team with qualified women.

Until we make gender balanced teams the norm people are going to keep thinking like that, which is why it is so important to take corrective action.
The thing I hate about actions like this is what it does to talented people who fit some diversity quota checklist, both in the perception they have of themselves and those of other people. If you are a talented melanin-rich woman you are going to face both heightened impostor syndrome and dismissal by others that you only got the job because of some quota. Not good for anyone.

There are no easy solutions, but it would help I think if all effort was concentrated on removing hurdles rather than patching problems downstream with lazy fixes.
How about: pay all teachers well. Instead of using 'no Masters' degree; less qualified' as an excuse to pay half of all teachers badly.
Similarly,

Gay marriage: the database engineering perspective

https://qntm.org/gay
50:50 is not going to happen as long as there are cultural and also indisputable biological biases toward women being child-rearers, but getting from 90:10 to 80:20 or 70:30 would relieve a lot of the pressures of minority -- diffusing harassment, reducing loneliness, and the like.
Yeah, that's what I already do-do but your suggestion doesn't help with any of the situations mentioned in the linked post. The post describes interactions that are non-work related between people.

Work-wise, I have my "go-to" people when I need something done. I don't care what their gender is, I just know they've performed well in the past and get it done in time to help me make my deliverable date. Once a person demonstrates reliable performance of getting the right answer, I don't need to go to others. How does that help solve the problems mentioned in the post? Not really clear to me.
They'd need a mechanism to squeeze them though. That doesn't seem to exist in this case, at least not in a reliable way.

The Dr Dobbs shutdown doesn't seem to be related to Google blocking them, just that their ad income was too low to keep it going.
The law might apply differently to a public university than to a private company.
>NBA is totally underrepresented by non-black Males, let's sue them.

False equivalency.

How do we encourage short people to grow taller? Or kids to grow up into a tall adult?

Coming to tech, it's possible to encourage people to work in STEM who otherwise may feel unwelcome due to various issues, including gender, age, race, workplace attitudes, glass ceilings etc. That includes trying to have role models that kids may want to emulate.
Have you considered that you may be part of the problem?
How to Advertise on Facebook Like a Russian Hacker
Lego elements will be made from plant-based plastic sourced from sugarcane
I think it's important to come up with some hard and fast rules pretty quickly and make sure it's clear to everyone. There was some pretty crappy stuff in those stories. At the same time, we need to be sympathetic to people who make mildly insensitive mistakes but at least appear to be trying to do the right thing.

For example, there's a difference between some of those guys getting physically aggressive and the one guy who basically said he'd never worked with a woman and didn't know how to talk to her.

Is the latter example okay? No, not really, but we must find a way to not lump that guy in with the physically aggressive guy. The second guy appears to be simply ignorant, but at least open minded enough to admit ignorance and try to awkwardly break the ice to move forward cooperatively.

Men and women have only worked together for about 40 years, which in anthropological/cultural time is basically nothing. We haven't figured out the rules yet. Is dating colleagues completely banned? Doubtful. That means we're going to have to accept some awkwardness between people who are trying to figure out if they like each other. But we can simultaneously say it's inappropriate to grope someone, it's not okay to call someone the "token" whatever, etc.
Especially when reporting it leads to consequences for the victim and not the perpetrator.
I would say compiles is a more general form of transpiles. Transpiling meaning it compiles into a higher level form i.e. c, C++, JavaScript, and compile meaning it compiles into a more lower level form i.e assembly, bytecode, etc?

That's just how I look at it anyway.
The Rising Tide of China's Human Intelligence
NYC Could Help Many More New Yorkers with Busses Bike-Shares Than Ferries
I'm not suggesting guilt by association. What I'm suggesting is that the crooked CEO of $Comodo and the crooked CEO of $Cloudflare probably made some back room deals where they laughed about how they'd be taking advantage of all the peasants who've made them both wealthy.

I'm simply pointing out that when you have incompetent and crooked people in tech, they often run in packs.

You might argue that altruism has no place in business but I disagree. When the CEO of Comodo launched his attack on Let's Encrypt, Cloudflare had opportunity to cut all ties with them. There's plenty of other CAs they could work with. They chose to ignore that scandal, and that matters.
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Image backgrounds on plots: Just say no, kids.
Luck does play a role in life, but clearly it is not the entire story.

The simulation in the article does NOT explain why five of the most valuable public companies on earth, Apple, Google, Amazon, Microsoft, and Facebook, are all cofounded by people with IQ and possibly work ethics 3-4+ SDs above population means. (Check out the biographies including the academic records of the cofounders if you have doubts about this statement.)

Many mechanisms can exhibit the same broad effect. Showing that a simulation reproduces one phenomenon of the real world falls far short of showing that it resembles the real mechanism in any substantive way.
So when the NBA hires for job qualifications like height, skill and performance, that's OK. But for tech positions they should actively discriminate against skilled applicants because maybe somebody else ought to do it?

The NBA is actively recruiting/training for elite talent in China: http://money.cnn.com/2016/10/12/news/companies/china-nba-bas...
LinkedIn is basically the epitome of HR pointlessness. so that would probably be a bullet point to not include
Did anyone not see this coming?

The goal posts of equal _outcome_ continue to move, from university enrollment, to employment enrollment. And there are some people who want to see it go further. (What societal engineering scheme does this resemble?) With no apparent regard for what it costs.

Do you want to live in a world where you are judged by the color of your skin, your gender, your "ethnicity"?

Or do you think that, maybe, we should judge people by who they are? The substantive characteristics that define an individual. Not a fantasy, not a PR story, but _who an individual is_.

We should all have the decency to look beyond the superficial traits of a person, to not make assumptions about their character, positive or negative, and to truly try to understand one another.

Blatant discrimination of such superficial features has no place in a healthy society, or one that wishes to become one. This arrogance, assumptions, and short-sighted thinking cost more than we can afford.
Kathryn McKinley: https://en.wikipedia.org/wiki/Kathryn_S._McKinley?wprov=sfla...
I have invented and implemented very similar idea, and published an article about it along with source code, many years before that book and that article you’ve linked.

http://const.me/articles/robocalypse-pathfinding/
At Envoy (https://envoy.com/) we have roughly 33% of our engineering team working out of their homes so I can speak to both what we look for and what we've found that works:

(1) High I/O. Communication between folks on and offsite can be lower bandwidth due to tech, not always face to face or synchronous, and fewer serendipitous interactions. You need folks who love hearing from and reaching out to people, such that they have a bias to compensate for these limitations.

(2) Overlapping time zones. Related to above.

(3) Fully formed, mature human beings. Related to above.

(4) Evidence they've been effective doing it. Not everyone can self-manage and motivate. I, for one, suck at it.

(5) Working experience. It's harder to have less-experienced folks tether to teams in other locations, because by nature they need much more communication both ways.

As a bonus, here's what you should look out for when seeking your next team:

(a) The same stuff as above :)

(b) Unintentional biases. Ask when the meetings are scheduled. What tech they use to "dial in" folks. Unclear differentiation in comp, benefits, etc. (it may be different by location, but there should be a methodology behind it) Even clues like heavy use of the word "remote" (which sounds 2nd class) vs something like "distributed".

(shameless plug, we're hiring. https://envoy.com/jobs/)
Show HN: Learn AWS the Practical Way
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The ZeBu emulation team part of Verification Group is hiring a software engineer with a taste for complex challenges: scaling algorithms (we compile largest designs in the world), data-structures, heuristics, multi-threading. A bonus for some digital EE knowledge, but that's not a requirement (at all). Salary is one from a big EDA company (check Glassdoor), growth of the business unit opens up nice possibilities for personal career.

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Send your resume to elepercq@synopsys.com More info on ZeBu: https://www.synopsys.com/verification/emulation.html
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Man. I was with you until I saw the quality of the handwriting. Now I am just jealous.
I've never seen a PeopleSoft implementation go well. It's always underbaked and overpriced.
If Cloudflare wants wildcards it's so they can have multiple customers, each using completely different origin servers, on a single certificate, which makes those certificates worthless, and I hope Let's Encrypt blacklists Cloudflare from using them when wildcards are launched.