A Google employee was fired on Monday for internally circulating a memo about how differences between men and women contribute to gender disparities at the tech company. The ten-page memo contained fairly insulting gender stereotypes, such as women are less adept at handling stress, and men are more willing to dedicate long hours to their work in order to achieve higher status. However, the memo was more measured than I expected from the reporting and outcry. Its author, James Damore, acknowledged the effects of sexism and the need for workplace diversity, but spoke out against the extent and unfairness of Google’s inclusion efforts and subconscious bias training. He condemned “using stereotypes” (perhaps in individual application), but examined average traits distributed in the population. The memo, although not convincing or well-executed, was, at the very least, correct about one thing: A culture of shaming certain views, even moderate views, does exist in many important institutions. Google’s dramatic step of firing Damore went beyond that shaming.
Google’s heavy-handed punishment, in the name of inclusion, actually undermines a critical purpose of gender and racial inclusion efforts. One of the benefits of diversity — a benefit I have seen first-hand in the classroom — is that diversity exposes others to different viewpoints, backgrounds, and perspectives. Google has instead impressed upon its employees that everyone must have, or must appear to have, hegemonic views about nature versus nurture in the gender debate and must advance the same explanation for gender imbalances in a tech company. There are better ways to reconcile inclusion efforts with true viewpoint diversity; the two concepts needn’t be at odds. Below, I will detail some possible approaches.