A lot of good stuff on how Stamos interacted with the organizations he was doing infosec work for.

Hirin, they doin it rite

A new study finds that male and female job seekers need different kinds of peer networks to get ahead.

We sued the tech companies for their diversity figures. The results don’t look good for either Silicon Valley giant: Especially in leadership jobs, women and people of color are left out.

Predictive hiring algorithms are rife with bias.

In Atlanta and other racially segregated cities, the education system is stacked against African Americans competing for STEM careers. If Amazon picks the city for its second headquarters, things could get even worse.

In this paper we explore how confidence works as a technology of self, exhorting women and girls to act upon themselves, and how it is reconfiguring feminist concerns. Our analysis demonstrates how the confidence cult(ure) has materialised in three different sites: discussions about women in the workplace; texts and practices promoting ‘confident mothering’; and contemporary sex and relationship advice. We show that confidence acts as a disciplinary technology of self which is addressed almost exclusively to women and is articulated in highly standardized terms which disavow any difference between and among women. It is an individualising technology which demands intense labour, places the emphasis upon women self-regulating and locates the source of the ‘problems’ and their ‘solutions’ within a newly upgraded form of confident subjectivity, thus rendering insecurity and lack of confidence abhorrent. We then discuss how the confidence culture is deeply implicated in the new luminosity of feminism,  and we argue that it contributes to the remaking of feminism in three central ways: 1) by continuing and  promoting elements of postfeminist sensibility, yet through celebration rather than repudiation of feminism; 2) through an inclusive address that expunges difference and the possibility of its critique; and 3) by favouring positive affect and outlawing ‘negative’ ‘political’ feelings. We argue that this move, which calls forth a new kind of a ‘cool’ ‘feminist’ subject, is simultaneously political, psychological and aesthetic.

The modern technical interview is a rite of passage for software engineers and (hopefully!) the precursor to a great job. But it’s also a huge source of stress and endless questions for new candidates. Just searching “how do I prepare for a technical interview” turns up millions of Medium posts, coding bootcamp blogs, Quora discussions, and entire books. Despite all this conversation, people struggle to know how they’re even doing in interviews. In a previous post, we found that a surprisingly large number of interviewing.io’s users consistently underestimate their performance, making them more likely to drop out of the process and ultimately harder to hire. Now, and with considerably more data (over 10k interviews led … Impostor syndrome strikes men just as hard as women… and other findings from thousands of technical interviews Read more »

They’re everywhere, but nobody wants to know about it.

Amazon.com Inc's  machine-learning specialists uncovered a big problem: their new recruiting engine did not like women.

Men are often called “superb” and “exceptional,” while women are called “sensitive” and “caring.”

In 2015, a demographic survey of the staff of North American art museums conducted by The Andrew W. Mellon Foundation, Association of Art Museum Directors (AAMD), American Alliance of Museums (AAM), and Ithaka S+R found that the staff composition of museums in the United States is not remotely representative of the country’s population....In 2015, a demographic survey of the staff of North American art museums conducted by The Andrew W. Mellon Foundation, Association of Art Museum Directors (AAMD), American Alliance of Museums (AAM), and Ithaka S+R found that the staff composition of museums in the United States is not remotely representative of the country’s population....In response to our report, museum directors, curators, conservators, professional organizations, and foundations have come forward to confront the challenge and launch programs that seek to address its many dimensions. To shine a light on fruitful approaches to this work, the Mellon Foundation partnered again with Ithaka S+R and AAMD to conduct a series of case studies of AAMD members to analyze how these museums have succeeded in achieving relatively robust demographic diversity among staff.

It’s not because they lack confidence.

Every single sexist hiring cliche in a single job ad! Remarkable.

A federal suit filed in December claimed older workers missed out on job opportunities because ads on Facebook targeted younger users. Now plaintiffs say Facebook’s tools and algorithm gave employers ways to intensify the effects of such targeting.

Hiring and onboarding.

New Stanford research shows how companies alienate women before they start working.

A student’s path into software engineering has not been easy with DACA protections hanging in the political balance.