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"content": "\u003cp>Google fired a male employee after he wrote an incendiary memo \u003ca href=\"http://www.npr.org/sections/alltechconsidered/2017/08/08/542210855/google-ceo-cuts-vacation-short-to-deal-with-crisis-over-diversity-memo\">about women at work\u003c/a>. But now what?\u003c/p>\n\u003cp>The tech giant has a \u003ca href=\"http://www.npr.org/sections/alltechconsidered/2016/07/19/486511816/why-some-diversity-thinkers-arent-buying-the-tech-industrys-excuses\">poor track record\u003c/a> when it comes to diversity. A new leader at Google could have the solution — if her bosses want to listen.\u003c/p>\n\u003cp>At the center of this storm is the company’s new chief diversity officer, Danielle Brown. Just a few weeks into the job, she’s been out front. In her own memo, she rebuked the controversial post by the fired male employee, saying simply: “It advanced incorrect assumptions about gender.”\u003c/p>\n\u003cp>She also said diversity is a “fundamental part” of Google’s values. “We are unequivocal in our belief that diversity and inclusion are critical to our success as a company, and we’ll continue to stand for that and be committed to it for the long haul,” she wrote.\u003c/p>\n\u003cp>But what Google does next — what commitment it makes, if any, to look more like the rest of America — remains to be seen. What Brown did just before coming to Google may provide a clue.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>\u003c!-- iframe plugin v.4.3 wordpress.org/plugins/iframe/ -->\u003cbr>\n\u003ciframe loading=\"lazy\" src=\"https://www.npr.org/player/embed/542412661/542468331\" width=\"100%\" height=\"290\" frameborder=\"0\" scrolling=\"no\" title=\"NPR embedded audio player\" class=\"iframe-class\">\u003c/iframe>\u003c/p>\n\u003cp>Brown talked with NPR last year, while at the chipmaker Intel. “I think maybe two or three specific things that explain our success,” she said. “The first thing is accountability. Setting these goals, communicating the goals, tying pay to the goals. I think that’s been key.”\u003c/p>\n\u003cp>She was at an important place at an important time. Intel had decided to do something \u003ca href=\"http://www.npr.org/sections/alltechconsidered/2016/02/03/465270938/intel-discloses-diversity-data-challenges-tech-industry-to-follow-suit\">no other tech giant had done before\u003c/a>: publicly state how many women and underrepresented minorities it wanted to recruit, and how many it managed to retain. Of all new hires, Intel told the world, at least 40 percent would have to be women or underrepresented minorities.\u003c/p>\n\u003cp>“I think publishing the data, showing our employees the data, and regularly looking at and talking about our data — transparency really helps us see where we’re hurting, where we need to fix, and jibe in with quick solutions,” she explained.\u003c/p>\n\u003cp>[contextly_sidebar id=”ppkvdsvV39cD1q8bfeQ9VXD2tl59FCoS”]\u003c/p>\n\u003cp>Google has thrown money at the diversity problem — more than a quarter-billion dollars, \u003ca href=\"https://www.axios.com/googles-diversity-efforts-are-making-little-progress-2470784457.html\">according to Axios\u003c/a>. But this company, which values metrics so much, has not publicly stated any measurable goals when it comes to diversity hiring or employee retention.\u003c/p>\n\u003cp>In its latest \u003ca href=\"https://www.google.com/diversity/\">diversity report\u003c/a>, Google said 31 percent of its employees are women and that women represent 20 percent of the company’s tech workers, up from 17 percent three years ago.\u003c/p>\n\u003cp>But Google hasn’t disclosed the numbers of new hires or of exits by gender and race. And the company has \u003ca href=\"https://www.axios.com/googles-diversity-efforts-are-making-little-progress-2470784457.html\">little to show\u003c/a> for its efforts thus far.\u003c/p>\n\u003cp>This heated moment could be a teachable one. The lesson from Intel, Brown explained when she was that company’s diversity czar, was: Public pressure and scrutiny make goals more real.\u003c/p>\n\u003cp>“We did make tremendous progress on women this year,” she said at the time. “And specifically what we were able to do this year is help really narrow the gap in female representation.”\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>NPR requested an interview with Brown, to talk about her plans at her new company. A Google spokesperson declined NPR’s request and said: “I can’t tell you what the strategy is going to be. I can’t say one way or the other if Danielle is going to try to mimic her work at Intel. But the spirit of her success record — that’s something we’d like to have here.”\u003c/p>\n\u003cdiv class=\"fullattribution\">Copyright 2017 NPR. To see more, visit http://www.npr.org/.\u003cimg decoding=\"async\" src=\"https://www.google-analytics.com/__utm.gif?utmac=UA-5828686-4&utmdt=Is+The+Memo+Controversy+A+Pivot+Point+On+Diversity+For+Google%3F&utme=8(APIKey)9(MDAxOTAwOTE4MDEyMTkxMDAzNjczZDljZA004)\">\u003c/div>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>Google fired a male employee after he wrote an incendiary memo \u003ca href=\"http://www.npr.org/sections/alltechconsidered/2017/08/08/542210855/google-ceo-cuts-vacation-short-to-deal-with-crisis-over-diversity-memo\">about women at work\u003c/a>. But now what?\u003c/p>\n\u003cp>The tech giant has a \u003ca href=\"http://www.npr.org/sections/alltechconsidered/2016/07/19/486511816/why-some-diversity-thinkers-arent-buying-the-tech-industrys-excuses\">poor track record\u003c/a> when it comes to diversity. A new leader at Google could have the solution — if her bosses want to listen.\u003c/p>\n\u003cp>At the center of this storm is the company’s new chief diversity officer, Danielle Brown. Just a few weeks into the job, she’s been out front. In her own memo, she rebuked the controversial post by the fired male employee, saying simply: “It advanced incorrect assumptions about gender.”\u003c/p>\n\u003cp>She also said diversity is a “fundamental part” of Google’s values. “We are unequivocal in our belief that diversity and inclusion are critical to our success as a company, and we’ll continue to stand for that and be committed to it for the long haul,” she wrote.\u003c/p>\n\u003cp>But what Google does next — what commitment it makes, if any, to look more like the rest of America — remains to be seen. What Brown did just before coming to Google may provide a clue.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>\u003c!-- iframe plugin v.4.3 wordpress.org/plugins/iframe/ -->\u003cbr>\n\u003ciframe loading=\"lazy\" src=\"https://www.npr.org/player/embed/542412661/542468331\" width=\"100%\" height=\"290\" frameborder=\"0\" scrolling=\"no\" title=\"NPR embedded audio player\" class=\"iframe-class\">\u003c/iframe>\u003c/p>\n\u003cp>Brown talked with NPR last year, while at the chipmaker Intel. “I think maybe two or three specific things that explain our success,” she said. “The first thing is accountability. Setting these goals, communicating the goals, tying pay to the goals. I think that’s been key.”\u003c/p>\n\u003cp>She was at an important place at an important time. Intel had decided to do something \u003ca href=\"http://www.npr.org/sections/alltechconsidered/2016/02/03/465270938/intel-discloses-diversity-data-challenges-tech-industry-to-follow-suit\">no other tech giant had done before\u003c/a>: publicly state how many women and underrepresented minorities it wanted to recruit, and how many it managed to retain. Of all new hires, Intel told the world, at least 40 percent would have to be women or underrepresented minorities.\u003c/p>\n\u003cp>“I think publishing the data, showing our employees the data, and regularly looking at and talking about our data — transparency really helps us see where we’re hurting, where we need to fix, and jibe in with quick solutions,” she explained.\u003c/p>\n\u003cp>\u003c/p>\u003cp>\u003c/p>\u003cp>\u003c/p>\n\u003cp>Google has thrown money at the diversity problem — more than a quarter-billion dollars, \u003ca href=\"https://www.axios.com/googles-diversity-efforts-are-making-little-progress-2470784457.html\">according to Axios\u003c/a>. But this company, which values metrics so much, has not publicly stated any measurable goals when it comes to diversity hiring or employee retention.\u003c/p>\n\u003cp>In its latest \u003ca href=\"https://www.google.com/diversity/\">diversity report\u003c/a>, Google said 31 percent of its employees are women and that women represent 20 percent of the company’s tech workers, up from 17 percent three years ago.\u003c/p>\n\u003cp>But Google hasn’t disclosed the numbers of new hires or of exits by gender and race. And the company has \u003ca href=\"https://www.axios.com/googles-diversity-efforts-are-making-little-progress-2470784457.html\">little to show\u003c/a> for its efforts thus far.\u003c/p>\n\u003cp>This heated moment could be a teachable one. The lesson from Intel, Brown explained when she was that company’s diversity czar, was: Public pressure and scrutiny make goals more real.\u003c/p>\n\u003cp>“We did make tremendous progress on women this year,” she said at the time. “And specifically what we were able to do this year is help really narrow the gap in female representation.”\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>NPR requested an interview with Brown, to talk about her plans at her new company. A Google spokesperson declined NPR’s request and said: “I can’t tell you what the strategy is going to be. I can’t say one way or the other if Danielle is going to try to mimic her work at Intel. But the spirit of her success record — that’s something we’d like to have here.”\u003c/p>\n\u003cdiv class=\"fullattribution\">Copyright 2017 NPR. To see more, visit http://www.npr.org/.\u003cimg decoding=\"async\" src=\"https://www.google-analytics.com/__utm.gif?utmac=UA-5828686-4&utmdt=Is+The+Memo+Controversy+A+Pivot+Point+On+Diversity+For+Google%3F&utme=8(APIKey)9(MDAxOTAwOTE4MDEyMTkxMDAzNjczZDljZA004)\">\u003c/div>\n\n\u003c/div>\u003c/p>",
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"content": "\u003cp>Google on Monday \u003ca href=\"https://www.bloomberg.com/news/articles/2017-08-08/google-fires-employee-behind-controversial-diversity-memo\">fired\u003c/a> James Damore, the engineer who wrote a \u003ca href=\"http://gizmodo.com/exclusive-heres-the-full-10-page-anti-diversity-screed-1797564320\">10-page memo\u003c/a> saying the gender gap in computer engineering is due to “biological” differences that disadvantage women. All of this has sparked a heated debate. But among many lawyers, Google’s action was clear-cut.\u003c/p>\n\u003cp>\u003ca href=\"https://law.stanford.edu/directory/richard-thompson-ford/\">Richard Ford\u003c/a> is a professor at Stanford Law School. He says that while the government must honor your First Amendment right to free speech, the law is pretty clear that employers don’t have to.\u003c/p>\n\u003cp>“Employers have broad latitude to fire employees based on ideas that are antithetical to the ethos of the workplace,” Ford said.\u003c/p>\n\u003cp>There are exceptions. An employer can’t fire somebody because of their race, religion or — in California — because of their political activity.\u003c/p>\n\u003cp>[contextly_sidebar id=”YpuYsKUoqH2Jv21QlEF5SKtxzmdhCai9″]\u003c/p>\n\u003cp>In the case of Damore, Google CEO Sundar Pichai said \u003ca href=\"https://www.blog.google/topics/diversity/note-employees-ceo-sundar-pichai/\">in a blog post\u003c/a> that to suggest a group of colleagues have traits that make them less “biologically suited” to engineering is contrary to Google’s basic values.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>But legally, if Google didn’t fire Damore, the company could have been liable.\u003c/p>\n\u003cp>At Google, pay raises and promotions for engineers are determined in part by peer review. So if Damore gave a woman engineer a negative review, the woman could have a case because of his memo, Ford said.\u003c/p>\n\u003cp>“There is case law with respect to that,” Ford said. “Employers have been held liable when they’ve done nothing to repudiate or correct for those points of view.”\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>And at that point, he said, the burden is on the employer to prove that sexism wasn’t a factor in blocking a female engineer’s promotion or pay raise.\u003c/p>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>Google on Monday \u003ca href=\"https://www.bloomberg.com/news/articles/2017-08-08/google-fires-employee-behind-controversial-diversity-memo\">fired\u003c/a> James Damore, the engineer who wrote a \u003ca href=\"http://gizmodo.com/exclusive-heres-the-full-10-page-anti-diversity-screed-1797564320\">10-page memo\u003c/a> saying the gender gap in computer engineering is due to “biological” differences that disadvantage women. All of this has sparked a heated debate. But among many lawyers, Google’s action was clear-cut.\u003c/p>\n\u003cp>\u003ca href=\"https://law.stanford.edu/directory/richard-thompson-ford/\">Richard Ford\u003c/a> is a professor at Stanford Law School. He says that while the government must honor your First Amendment right to free speech, the law is pretty clear that employers don’t have to.\u003c/p>\n\u003cp>“Employers have broad latitude to fire employees based on ideas that are antithetical to the ethos of the workplace,” Ford said.\u003c/p>\n\u003cp>There are exceptions. An employer can’t fire somebody because of their race, religion or — in California — because of their political activity.\u003c/p>\n\u003cp>\u003c/p>\u003cp>\u003c/p>\u003cp>\u003c/p>\n\u003cp>In the case of Damore, Google CEO Sundar Pichai said \u003ca href=\"https://www.blog.google/topics/diversity/note-employees-ceo-sundar-pichai/\">in a blog post\u003c/a> that to suggest a group of colleagues have traits that make them less “biologically suited” to engineering is contrary to Google’s basic values.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>But legally, if Google didn’t fire Damore, the company could have been liable.\u003c/p>\n\u003cp>At Google, pay raises and promotions for engineers are determined in part by peer review. So if Damore gave a woman engineer a negative review, the woman could have a case because of his memo, Ford said.\u003c/p>\n\u003cp>“There is case law with respect to that,” Ford said. “Employers have been held liable when they’ve done nothing to repudiate or correct for those points of view.”\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>And at that point, he said, the burden is on the employer to prove that sexism wasn’t a factor in blocking a female engineer’s promotion or pay raise.\u003c/p>\n\n\u003c/div>\u003c/p>",
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"content": "\u003cp>Google CEO Sundar Pichai cut his vacation short and returned to the company’s Mountain View headquarters as criticism mounted over a senior engineer’s \u003ca href=\"http://www.npr.org/sections/thetwo-way/2017/08/07/542020041/google-grapples-with-fallout-after-employee-slams-diversity-efforts\">controversial memo\u003c/a> condemning Google’s diversity initiatives. The engineer was subsequently fired.\u003c/p>\n\u003cp>The memo, which some inside Google jokingly called a “manifesto,” was widely shared inside and outside the company.\u003c/p>\n\u003cp>James Damore \u003ca href=\"https://assets.documentcloud.org/documents/3914586/Googles-Ideological-Echo-Chamber.pdf\">wrote\u003c/a> that “biological causes” are part of the reason women aren’t represented equally in its tech departments and leadership. In addition, Damore said men have a “higher drive for status.”\u003c/p>\n\u003cp>[contextly_sidebar id=”o4MdZedeqCFhMC3UGpgCkIin4iblZwmR”]\u003c/p>\n\u003cp>Damore also criticized the company for being an “ideological echo chamber” that made it hard to dissent from “Google’s left bias” and “politically correct monoculture.” He also faulted the company for offering mentoring and other opportunities to its employees based on gender or race.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Pichai \u003ca href=\"https://www.blog.google/topics/diversity/note-employees-ceo-sundar-pichai/\">released a memo\u003c/a> of his own Monday night about the situation. Pichai said that he supported the right of workers to express themselves but that the memo had gone too far. The CEO wrote:\u003c/p>\n\u003cblockquote>\u003cp>“The memo has clearly impacted our co-workers, some of whom are hurting and feel judged based on their gender. Our co-workers shouldn’t have to worry that each time they open their mouths to speak in a meeting, they have to prove that they are not like the memo states, being ‘agreeable’ rather than ‘assertive,’ showing a ‘lower stress tolerance,’ or being ‘neurotic.’ “\u003c/p>\u003c/blockquote>\n\u003cp>Pichai said portions of Damore’s memo violate “our Code of Conduct and cross the line by advancing harmful gender stereotypes in our workplace.” Pichai has scheduled an all-staff meeting to discuss the situation.\u003c/p>\n\u003cp>\u003c!-- iframe plugin v.4.3 wordpress.org/plugins/iframe/ -->\u003cbr>\n\u003ciframe loading=\"lazy\" src=\"https://www.npr.org/player/embed/542210855/542286113\" width=\"100%\" height=\"290\" frameborder=\"0\" scrolling=\"no\" title=\"NPR embedded audio player\" class=\"iframe-class\">\u003c/iframe>\u003c/p>\n\u003cp>In an email to \u003cem>The New York Times\u003c/em>, Damore said he is likely to \u003ca href=\"https://www.nytimes.com/2017/08/07/business/google-women-engineer-fired-memo.html\">pursue legal action\u003c/a>. “I have a legal right to express my concerns about the terms and conditions of my working environment and to bring up potentially illegal behavior, which is what my document does,” Damore said.\u003c/p>\n\u003cp>Meanwhile, social media continues to churn with tweets and posts on both sides of the issue. Conservative sites like \u003ca href=\"http://thefederalist.com/2017/08/08/google-fires-engineer-noticing-men-women-different/\">The Federalist\u003c/a> saw the firing as proof of Damore’s point that Google does not tolerate diversity of opinion.\u003c/p>\n\u003cp>However, former Google employee Kelly Ellis, who \u003ca href=\"http://www.npr.org/2017/08/07/542087066/google-engineers-criticism-of-diversity-programs-sparks-controversy\">told NPR on Monday\u003c/a> that she thought Google should fire Damore, sent out tweets supporting the decision. Ellis says she left Google because she was sexually harassed.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>Ellis said Google promotes employees and determines salaries based on peer evaluations. Therefore, she says, Damore’s bias against women could harm female colleagues.\u003c/p>\n\u003cdiv class=\"fullattribution\">Copyright 2017 NPR. To see more, visit http://www.npr.org/.\u003cimg decoding=\"async\" src=\"https://www.google-analytics.com/__utm.gif?utmac=UA-5828686-4&utmdt=Google+CEO+Cuts+Vacation+Short+To+Deal+With+Crisis+Over+Diversity+Memo&utme=8(APIKey)9(MDAxOTAwOTE4MDEyMTkxMDAzNjczZDljZA004)\">\u003c/div>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Pichai \u003ca href=\"https://www.blog.google/topics/diversity/note-employees-ceo-sundar-pichai/\">released a memo\u003c/a> of his own Monday night about the situation. Pichai said that he supported the right of workers to express themselves but that the memo had gone too far. The CEO wrote:\u003c/p>\n\u003cblockquote>\u003cp>“The memo has clearly impacted our co-workers, some of whom are hurting and feel judged based on their gender. Our co-workers shouldn’t have to worry that each time they open their mouths to speak in a meeting, they have to prove that they are not like the memo states, being ‘agreeable’ rather than ‘assertive,’ showing a ‘lower stress tolerance,’ or being ‘neurotic.’ “\u003c/p>\u003c/blockquote>\n\u003cp>Pichai said portions of Damore’s memo violate “our Code of Conduct and cross the line by advancing harmful gender stereotypes in our workplace.” Pichai has scheduled an all-staff meeting to discuss the situation.\u003c/p>\n\u003cp>\u003c!-- iframe plugin v.4.3 wordpress.org/plugins/iframe/ -->\u003cbr>\n\u003ciframe loading=\"lazy\" src=\"https://www.npr.org/player/embed/542210855/542286113\" width=\"100%\" height=\"290\" frameborder=\"0\" scrolling=\"no\" title=\"NPR embedded audio player\" class=\"iframe-class\">\u003c/iframe>\u003c/p>\n\u003cp>In an email to \u003cem>The New York Times\u003c/em>, Damore said he is likely to \u003ca href=\"https://www.nytimes.com/2017/08/07/business/google-women-engineer-fired-memo.html\">pursue legal action\u003c/a>. “I have a legal right to express my concerns about the terms and conditions of my working environment and to bring up potentially illegal behavior, which is what my document does,” Damore said.\u003c/p>\n\u003cp>Meanwhile, social media continues to churn with tweets and posts on both sides of the issue. Conservative sites like \u003ca href=\"http://thefederalist.com/2017/08/08/google-fires-engineer-noticing-men-women-different/\">The Federalist\u003c/a> saw the firing as proof of Damore’s point that Google does not tolerate diversity of opinion.\u003c/p>\n\u003cp>However, former Google employee Kelly Ellis, who \u003ca href=\"http://www.npr.org/2017/08/07/542087066/google-engineers-criticism-of-diversity-programs-sparks-controversy\">told NPR on Monday\u003c/a> that she thought Google should fire Damore, sent out tweets supporting the decision. Ellis says she left Google because she was sexually harassed.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>Ellis said Google promotes employees and determines salaries based on peer evaluations. Therefore, she says, Damore’s bias against women could harm female colleagues.\u003c/p>\n\u003cdiv class=\"fullattribution\">Copyright 2017 NPR. To see more, visit http://www.npr.org/.\u003cimg decoding=\"async\" src=\"https://www.google-analytics.com/__utm.gif?utmac=UA-5828686-4&utmdt=Google+CEO+Cuts+Vacation+Short+To+Deal+With+Crisis+Over+Diversity+Memo&utme=8(APIKey)9(MDAxOTAwOTE4MDEyMTkxMDAzNjczZDljZA004)\">\u003c/div>\n\n\u003c/div>\u003c/p>",
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"content": "\u003cp>\u003cstrong>Updated 11:30 p.m. ET\u003c/strong>\u003c/p>\n\u003cp>A senior software engineer reportedly has been fired by Google after a memo he wrote criticizing diversity initiatives was leaked and sparked protests on social media.\u003c/p>\n\u003cp>The 3,300-word document that has been shared across Google’s internal networks says “biological causes” are part of the reason women aren’t represented equally in its tech departments and leadership. The senior engineer also cited “men’s higher drive for status.”\u003c/p>\n\u003cp>Another software engineer who used to work for Google, Kelly Ellis, says some women who still work at the company stayed home on Monday because the memo made them “uncomfortable going back to work.”\u003c/p>\n\u003cp>Now, \u003ca href=\"https://www.bloomberg.com/news/articles/2017-08-08/google-fires-employee-behind-controversial-diversity-memo\">Bloomberg\u003c/a> and Reuters report the memo was written by James Damore and Google has fired him for “perpetuating gender stereotypes.” The news services say Damore confirmed the dismissal by email.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>The memo that some have jokingly called a “manifesto” has been shared across Google’s internal networks and says “biological causes” are part of the reason women aren’t represented equally in its tech departments and leadership. The senior engineer also cited “men’s higher drive for status.” He criticized Google for being an “ideological echo chamber” that made it hard to dissent from “Google’s left bias” and “politically correct monoculture.”\u003c/p>\n\u003cp>Not enough has been done, the engineer said, to encourage a diversity of viewpoints and ideologies at Google. The author also faulted the company for offering mentoring and other opportunities to its employees based on gender or race.\u003c/p>\n\u003cp>Google also has been pushing more employees to take its classes on “unconscious bias.”\u003c/p>\n\u003cp>Ellis left Google in 2014 after she was sexually harassed. When she read the leaked document it didn’t surprise her “because I saw similar language when I was at Google being shared on internal message boards and other different internal forums.”\u003c/p>\n\u003cp>Ellis said although he isn’t a manager, the “manifesto” author’s opinions directly impact his female peers. “The main input to Google’s performance review process, which is how they slot engineers, which determines pay — the main input to that is peer review,” says Ellis. “It’s your peers writing feedback on your work.”\u003c/p>\n\u003cp>Danielle Brown, Google’s vice president of diversity sent out a company-wide memo in response to the document. She stated, “Diversity and inclusion are a fundamental part of our values and the culture we continue to cultivate. We are unequivocal in our belief that diversity and inclusion are critical to our success as a company.”\u003c/p>\n\u003cp>According to Brown, Ari Balogh, a vice president in engineering who heads the department in which the employee works, wrote a note in response to the “manifesto” in which Balogh stressed the importance of Google being open and inclusive. He wrote, “We cannot allow stereotyping and harmful assumptions to play any part.”\u003c/p>\n\u003cp>The “manifesto” made headlines over the weekend after reports from \u003ca href=\"https://motherboard.vice.com/en_us/article/kzbm4a/employees-anti-diversity-manifesto-goes-internally-viral-at-google\">Motherboard\u003c/a> and \u003ca href=\"http://gizmodo.com/exclusive-heres-the-full-10-page-anti-diversity-screed-1797564320\">Gizmodo\u003c/a>. In it, the author equated the company’s effort to attract more women to work in technology to (hypothetical, we assume) efforts to achieve gender balance in other areas, such as “the homeless, work-related and violent deaths, prisons, and school dropouts.”\u003c/p>\n\u003cp>Wide sharing of the document has highlighted struggles with gender equality and the wage gap in the tech industry and particularly at Google, which was sued by the federal government earlier this year for refusing to share compensation amounts and other data.\u003c/p>\n\u003cp>In April, a Department of Labor official accused Google of practicing \u003ca href=\"http://www.npr.org/sections/thetwo-way/2017/04/08/523129221/google-accused-of-underpaying-female-employees\">“systemic” discrimination against female employees\u003c/a>.\u003c/p>\n\u003cp>Google maintains an online graphic of its employee demographics; \u003ca href=\"https://www.google.com/diversity/\">here’s the current breakdown\u003c/a>:\u003c/p>\n\u003cul>\n\u003cli>Women make up 25 percent of the company’s leadership\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>Women hold 20 percent of technology jobs\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>Overall, 31 percent of Google’s employees are female\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>56 percent of employees are white; 35 percent are Asian\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>4 percent are Hispanic, 4 percent are mixed-race, and 2 percent are black\u003c/li>\n\u003c/ul>\n\u003cp>Another engineer, Yonatan Zunger, who recently left Google, \u003ca href=\"https://medium.com/@yonatanzunger/so-about-this-googlers-manifesto-1e3773ed1788\">wrote an essay\u003c/a> in which he explored three main reactions to the post. From that essay:\u003c/p>\n\u003cul>\n\u003cli>(1) Despite speaking very authoritatively, the author does not appear to understand gender.\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>(2) Perhaps more interestingly, the author does not appear to understand engineering.\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>(3) And most seriously, the author does not appear to understand the consequences of what he wrote, either for others or himself.\u003c/li>\n\u003c/ul>\n\u003cp>Addressing the engineer who wrote the document, Zunger wrote, “If you hadn’t written this manifesto, then maybe we’d be having a conversation about the skills you need to learn to not be blocked in your career — which are precisely the ones you described as ‘female skills.'”\u003c/p>\n\u003cp>As for the author’s feeling that their views couldn’t be discussed openly, Zunger called the author’s views “fundamentally corrosive” to any organization.\u003c/p>\n\u003cp>Another response came from software developer Sarah Mei, who devoted a string of tweets to criticize both the document and the way its argument was presented.\u003c/p>\n\u003cp>“This guy almost certainly thinks of himself as a ‘computer scientist’, but he does exactly what you’re not supposed to do as a scientist,” \u003ca href=\"https://twitter.com/sarahmei/status/893972255713050624\">Mei wrote\u003c/a>. “He draws a conclusion favorable to his ego, and then works backwards from there, constructing an argument to justify it.”\u003c/p>\n\u003cp>\u003ca href=\"https://twitter.com/sarahmei/status/893953228756221952\">In another tweet\u003c/a>, Mei said, “This google dude literally works at the company that made it _trivially easy_ to locate relevant social science research.”\u003c/p>\n\u003cp>As for the author, the engineer who wrote the document said it was intended to prompt an honest discussion — one that could explore “blind spots” that can develop from inherent or unconscious biases.\u003c/p>\n\u003cp>In a footnote to the document, the author added, “Of course, I may be biased and only see evidence that supports my viewpoint.”\u003c/p>\n\u003cp>At times, the author appears to take conflicting positions.\u003c/p>\n\u003cp>The engineer began the document by stating, “I value diversity and inclusion, am not denying that sexism exists, and don’t endorse using stereotypes.”\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>The message ended with a similar sentiment — but with the added notion, “Stereotypes are much more accurate and responsive to new information than the [company’s] training suggests.”\u003c/p>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003cstrong>Updated 11:30 p.m. ET\u003c/strong>\u003c/p>\n\u003cp>A senior software engineer reportedly has been fired by Google after a memo he wrote criticizing diversity initiatives was leaked and sparked protests on social media.\u003c/p>\n\u003cp>The 3,300-word document that has been shared across Google’s internal networks says “biological causes” are part of the reason women aren’t represented equally in its tech departments and leadership. The senior engineer also cited “men’s higher drive for status.”\u003c/p>\n\u003cp>Another software engineer who used to work for Google, Kelly Ellis, says some women who still work at the company stayed home on Monday because the memo made them “uncomfortable going back to work.”\u003c/p>\n\u003cp>Now, \u003ca href=\"https://www.bloomberg.com/news/articles/2017-08-08/google-fires-employee-behind-controversial-diversity-memo\">Bloomberg\u003c/a> and Reuters report the memo was written by James Damore and Google has fired him for “perpetuating gender stereotypes.” The news services say Damore confirmed the dismissal by email.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>The memo that some have jokingly called a “manifesto” has been shared across Google’s internal networks and says “biological causes” are part of the reason women aren’t represented equally in its tech departments and leadership. The senior engineer also cited “men’s higher drive for status.” He criticized Google for being an “ideological echo chamber” that made it hard to dissent from “Google’s left bias” and “politically correct monoculture.”\u003c/p>\n\u003cp>Not enough has been done, the engineer said, to encourage a diversity of viewpoints and ideologies at Google. The author also faulted the company for offering mentoring and other opportunities to its employees based on gender or race.\u003c/p>\n\u003cp>Google also has been pushing more employees to take its classes on “unconscious bias.”\u003c/p>\n\u003cp>Ellis left Google in 2014 after she was sexually harassed. When she read the leaked document it didn’t surprise her “because I saw similar language when I was at Google being shared on internal message boards and other different internal forums.”\u003c/p>\n\u003cp>Ellis said although he isn’t a manager, the “manifesto” author’s opinions directly impact his female peers. “The main input to Google’s performance review process, which is how they slot engineers, which determines pay — the main input to that is peer review,” says Ellis. “It’s your peers writing feedback on your work.”\u003c/p>\n\u003cp>Danielle Brown, Google’s vice president of diversity sent out a company-wide memo in response to the document. She stated, “Diversity and inclusion are a fundamental part of our values and the culture we continue to cultivate. We are unequivocal in our belief that diversity and inclusion are critical to our success as a company.”\u003c/p>\n\u003cp>According to Brown, Ari Balogh, a vice president in engineering who heads the department in which the employee works, wrote a note in response to the “manifesto” in which Balogh stressed the importance of Google being open and inclusive. He wrote, “We cannot allow stereotyping and harmful assumptions to play any part.”\u003c/p>\n\u003cp>The “manifesto” made headlines over the weekend after reports from \u003ca href=\"https://motherboard.vice.com/en_us/article/kzbm4a/employees-anti-diversity-manifesto-goes-internally-viral-at-google\">Motherboard\u003c/a> and \u003ca href=\"http://gizmodo.com/exclusive-heres-the-full-10-page-anti-diversity-screed-1797564320\">Gizmodo\u003c/a>. In it, the author equated the company’s effort to attract more women to work in technology to (hypothetical, we assume) efforts to achieve gender balance in other areas, such as “the homeless, work-related and violent deaths, prisons, and school dropouts.”\u003c/p>\n\u003cp>Wide sharing of the document has highlighted struggles with gender equality and the wage gap in the tech industry and particularly at Google, which was sued by the federal government earlier this year for refusing to share compensation amounts and other data.\u003c/p>\n\u003cp>In April, a Department of Labor official accused Google of practicing \u003ca href=\"http://www.npr.org/sections/thetwo-way/2017/04/08/523129221/google-accused-of-underpaying-female-employees\">“systemic” discrimination against female employees\u003c/a>.\u003c/p>\n\u003cp>Google maintains an online graphic of its employee demographics; \u003ca href=\"https://www.google.com/diversity/\">here’s the current breakdown\u003c/a>:\u003c/p>\n\u003cul>\n\u003cli>Women make up 25 percent of the company’s leadership\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>Women hold 20 percent of technology jobs\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>Overall, 31 percent of Google’s employees are female\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>56 percent of employees are white; 35 percent are Asian\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>4 percent are Hispanic, 4 percent are mixed-race, and 2 percent are black\u003c/li>\n\u003c/ul>\n\u003cp>Another engineer, Yonatan Zunger, who recently left Google, \u003ca href=\"https://medium.com/@yonatanzunger/so-about-this-googlers-manifesto-1e3773ed1788\">wrote an essay\u003c/a> in which he explored three main reactions to the post. From that essay:\u003c/p>\n\u003cul>\n\u003cli>(1) Despite speaking very authoritatively, the author does not appear to understand gender.\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>(2) Perhaps more interestingly, the author does not appear to understand engineering.\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>(3) And most seriously, the author does not appear to understand the consequences of what he wrote, either for others or himself.\u003c/li>\n\u003c/ul>\n\u003cp>Addressing the engineer who wrote the document, Zunger wrote, “If you hadn’t written this manifesto, then maybe we’d be having a conversation about the skills you need to learn to not be blocked in your career — which are precisely the ones you described as ‘female skills.'”\u003c/p>\n\u003cp>As for the author’s feeling that their views couldn’t be discussed openly, Zunger called the author’s views “fundamentally corrosive” to any organization.\u003c/p>\n\u003cp>Another response came from software developer Sarah Mei, who devoted a string of tweets to criticize both the document and the way its argument was presented.\u003c/p>\n\u003cp>“This guy almost certainly thinks of himself as a ‘computer scientist’, but he does exactly what you’re not supposed to do as a scientist,” \u003ca href=\"https://twitter.com/sarahmei/status/893972255713050624\">Mei wrote\u003c/a>. “He draws a conclusion favorable to his ego, and then works backwards from there, constructing an argument to justify it.”\u003c/p>\n\u003cp>\u003ca href=\"https://twitter.com/sarahmei/status/893953228756221952\">In another tweet\u003c/a>, Mei said, “This google dude literally works at the company that made it _trivially easy_ to locate relevant social science research.”\u003c/p>\n\u003cp>As for the author, the engineer who wrote the document said it was intended to prompt an honest discussion — one that could explore “blind spots” that can develop from inherent or unconscious biases.\u003c/p>\n\u003cp>In a footnote to the document, the author added, “Of course, I may be biased and only see evidence that supports my viewpoint.”\u003c/p>\n\u003cp>At times, the author appears to take conflicting positions.\u003c/p>\n\u003cp>The engineer began the document by stating, “I value diversity and inclusion, am not denying that sexism exists, and don’t endorse using stereotypes.”\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>The message ended with a similar sentiment — but with the added notion, “Stereotypes are much more accurate and responsive to new information than the [company’s] training suggests.”\u003c/p>\n\n\u003c/div>\u003c/p>",
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"title": "To Break Diversity 'Pipeline Problem,' Howard University Sets Up Shop at Google",
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"content": "\u003cp>\u003cspan style=\"font-weight: 400\">Howard University is opening Howard West at Google, an effort to pave the way to tech careers for more African-American computer science students. \u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">This summer, 25 students from the \u003ca href=\"https://www2.howard.edu/\">historically black university\u003c/a>, which is based in Washington, D.C., will train at the tech giant’s headquarters in Mountain View. \u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Google, like the tech industry overall, is making slow progress toward hiring black engineers. Last fall, Google released its latest employee \u003ca href=\"https://www.google.com/diversity/\">diversity report\u003c/a>, detailing the gender and ethnicity of everyone it hired in 2015. While the number of black employees went up, they still represent only 2 percent of Google’s workforce.\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">At the time, Google said it fell short of its diversity goal. With Howard West, Google believes it can meet that goal faster, said \u003ca href=\"https://www.linkedin.com/in/bonitacstewart\">Bonita Stewart\u003c/a>, the company’s vice president of global partnerships.\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">“We have the opportunity to be able to build a qualified pipeline of talent across the black community,” she said. \u003c/span>\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">The pipeline, or the pipeline problem, is an idea commonly held in Silicon Valley that there just aren’t enough blacks, Latinos and women with computer programming skills to fill jobs. \u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">To build that pipeline, Howard West will bring 25 of its students to Google’s headquarters this summer. They’ll be mentored by Google engineers and get regular classroom instruction from Howard professors.\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Howard and Google plan to train 750 students over five years and will open the program to students from all historically black colleges and universities, or HBCUs. \u003ca href=\"https://www2.howard.edu/about/president\">Wayne Frederick\u003c/a>, Howard’s president, said the instruction is important.\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">“But I think just as important will be exposure to the culture here,” he said. \u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Frederick heard from alums working in the industry, who said they felt Howard prepared them technically but not culturally to work in Silicon Valley. There’s the management style, which values collaboration over hierarchy, the importance of networking and how to dress.\u003c/span>\u003c/p>\n\u003cp>\u003cb>“\u003c/b>\u003cspan style=\"font-weight: 400\">So, for instance, I’m dressed in a suit and tie, and I haven’t seen anybody else in a suit and a tie,” he joked. “So that’s one example to just being exposed to that culture.”\u003c/span>\u003c/p>\n\u003cfigure id=\"attachment_11371496\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"wp-image-11371496 size-medium\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2017/03/drfrederick_bonita-800x1316.jpg\" alt=\"Bonita Stewart (L) is the Vice President of Global partnerships at Google. Wayne Frederick (R) is the president of Howard University.\" width=\"800\" height=\"1316\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2017/03/drfrederick_bonita-800x1316.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/03/drfrederick_bonita-160x263.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/03/drfrederick_bonita-1020x1678.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/03/drfrederick_bonita-1180x1942.jpg 1180w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/03/drfrederick_bonita-960x1580.jpg 960w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/03/drfrederick_bonita-240x395.jpg 240w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/03/drfrederick_bonita-375x617.jpg 375w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/03/drfrederick_bonita-520x856.jpg 520w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/03/drfrederick_bonita.jpg 1199w\" sizes=\"auto, (max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Bonita Stewart (L) is the vice president of global partnerships at Google. Wayne Frederick (R) is the president of Howard University. \u003ccite>(Google)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>\u003cspan style=\"font-weight: 400\">\u003ca href=\"http://www.code2040.org/christian-simamora/\">Christian Simamora\u003c/a>, of \u003ca href=\"http://www.code2040.org/\">Code2040\u003c/a>, a nonprofit dedicated to increasing the number of blacks and Latinos in the tech sector, applauds the opening of Howard West, but he’s concerned that the narrative will become “there’s a pipeline problem.”\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">“We would hire more black engineers if we could find them,” Simamora said, mimicking a common refrain from tech companies. “The fact of the matter is \u003ca href=\"https://www.nytimes.com/2016/02/26/upshot/dont-blame-recruiting-pipeline-for-lack-of-diversity-in-tech.html\">the talent is there\u003c/a>.”\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Simamora said about 18 percent of computer science majors in the U.S. identify as black or Latino, but they represent only 5 percent of the technology workforce. He said the problem is with recruitment.\u003c/span>\u003c/p>\n\u003cp>\u003cb>“\u003c/b>\u003cspan style=\"font-weight: 400\">Many of the top tech companies aren’t even recruiting at the HBCUs — Howard, \u003ca href=\"http://www.spelman.edu/\">Spelman\u003c/a>. All these schools have CS programs,” he said.\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">So why aren’t big tech companies recruiting at HBCUs?\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">“I can’t speak for those companies,” he said. “But what I find interesting is that tech disrupts; tech hiring does not disrupt. It does not question what came before it.”\u003c/span>\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Simamora said many tech companies continue to focus their recruitment efforts at a few schools, like Stanford, Harvard and MIT. Considering that, Simamora said the opening of Howard West at Google is disruptive and might force \u003c/span>\u003cspan style=\"font-weight: 400\">the\u003c/span>\u003cspan style=\"font-weight: 400\"> tech industry to start acting differently.\u003c/span>\u003c/p>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003cspan style=\"font-weight: 400\">Howard University is opening Howard West at Google, an effort to pave the way to tech careers for more African-American computer science students. \u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">This summer, 25 students from the \u003ca href=\"https://www2.howard.edu/\">historically black university\u003c/a>, which is based in Washington, D.C., will train at the tech giant’s headquarters in Mountain View. \u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Google, like the tech industry overall, is making slow progress toward hiring black engineers. Last fall, Google released its latest employee \u003ca href=\"https://www.google.com/diversity/\">diversity report\u003c/a>, detailing the gender and ethnicity of everyone it hired in 2015. While the number of black employees went up, they still represent only 2 percent of Google’s workforce.\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">At the time, Google said it fell short of its diversity goal. With Howard West, Google believes it can meet that goal faster, said \u003ca href=\"https://www.linkedin.com/in/bonitacstewart\">Bonita Stewart\u003c/a>, the company’s vice president of global partnerships.\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">“We have the opportunity to be able to build a qualified pipeline of talent across the black community,” she said. \u003c/span>\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">The pipeline, or the pipeline problem, is an idea commonly held in Silicon Valley that there just aren’t enough blacks, Latinos and women with computer programming skills to fill jobs. \u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">To build that pipeline, Howard West will bring 25 of its students to Google’s headquarters this summer. They’ll be mentored by Google engineers and get regular classroom instruction from Howard professors.\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Howard and Google plan to train 750 students over five years and will open the program to students from all historically black colleges and universities, or HBCUs. \u003ca href=\"https://www2.howard.edu/about/president\">Wayne Frederick\u003c/a>, Howard’s president, said the instruction is important.\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">“But I think just as important will be exposure to the culture here,” he said. \u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Frederick heard from alums working in the industry, who said they felt Howard prepared them technically but not culturally to work in Silicon Valley. There’s the management style, which values collaboration over hierarchy, the importance of networking and how to dress.\u003c/span>\u003c/p>\n\u003cp>\u003cb>“\u003c/b>\u003cspan style=\"font-weight: 400\">So, for instance, I’m dressed in a suit and tie, and I haven’t seen anybody else in a suit and a tie,” he joked. “So that’s one example to just being exposed to that culture.”\u003c/span>\u003c/p>\n\u003cfigure id=\"attachment_11371496\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"wp-image-11371496 size-medium\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2017/03/drfrederick_bonita-800x1316.jpg\" alt=\"Bonita Stewart (L) is the Vice President of Global partnerships at Google. Wayne Frederick (R) is the president of Howard University.\" width=\"800\" height=\"1316\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2017/03/drfrederick_bonita-800x1316.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/03/drfrederick_bonita-160x263.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/03/drfrederick_bonita-1020x1678.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/03/drfrederick_bonita-1180x1942.jpg 1180w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/03/drfrederick_bonita-960x1580.jpg 960w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/03/drfrederick_bonita-240x395.jpg 240w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/03/drfrederick_bonita-375x617.jpg 375w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/03/drfrederick_bonita-520x856.jpg 520w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/03/drfrederick_bonita.jpg 1199w\" sizes=\"auto, (max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Bonita Stewart (L) is the vice president of global partnerships at Google. Wayne Frederick (R) is the president of Howard University. \u003ccite>(Google)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>\u003cspan style=\"font-weight: 400\">\u003ca href=\"http://www.code2040.org/christian-simamora/\">Christian Simamora\u003c/a>, of \u003ca href=\"http://www.code2040.org/\">Code2040\u003c/a>, a nonprofit dedicated to increasing the number of blacks and Latinos in the tech sector, applauds the opening of Howard West, but he’s concerned that the narrative will become “there’s a pipeline problem.”\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">“We would hire more black engineers if we could find them,” Simamora said, mimicking a common refrain from tech companies. “The fact of the matter is \u003ca href=\"https://www.nytimes.com/2016/02/26/upshot/dont-blame-recruiting-pipeline-for-lack-of-diversity-in-tech.html\">the talent is there\u003c/a>.”\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Simamora said about 18 percent of computer science majors in the U.S. identify as black or Latino, but they represent only 5 percent of the technology workforce. He said the problem is with recruitment.\u003c/span>\u003c/p>\n\u003cp>\u003cb>“\u003c/b>\u003cspan style=\"font-weight: 400\">Many of the top tech companies aren’t even recruiting at the HBCUs — Howard, \u003ca href=\"http://www.spelman.edu/\">Spelman\u003c/a>. All these schools have CS programs,” he said.\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">So why aren’t big tech companies recruiting at HBCUs?\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">“I can’t speak for those companies,” he said. “But what I find interesting is that tech disrupts; tech hiring does not disrupt. It does not question what came before it.”\u003c/span>\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Simamora said many tech companies continue to focus their recruitment efforts at a few schools, like Stanford, Harvard and MIT. Considering that, Simamora said the opening of Howard West at Google is disruptive and might force \u003c/span>\u003cspan style=\"font-weight: 400\">the\u003c/span>\u003cspan style=\"font-weight: 400\"> tech industry to start acting differently.\u003c/span>\u003c/p>\n\n\u003c/div>\u003c/p>",
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"slug": "why-arent-there-more-women-in-tech-a-tour-of-silicon-valleys-leaky-pipeline",
"title": "Why Aren't There More Women in Tech? A Tour of Silicon Valley's Leaky Pipeline",
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"headTitle": "Why Aren’t There More Women in Tech? A Tour of Silicon Valley’s Leaky Pipeline | KQED",
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"content": "\u003cp>\u003cem>This story was reported by Latino USA in collaboration with \u003c/em>All Tech Considered\u003cem>. The audio version of this story \u003ca href=\"http://latinousa.org/episode/tech-industrys-leaky-pipeline/\" target=\"_blank\" rel=\"noopener\">aired earlier\u003c/a> on Latino USA; it is embedded below.\u003c/em>\u003c/p>\n\u003cp>Micaela Honorato is looking from the sidelines as boys from her after-school program take turns racing their handmade hovercraft on a dirt field in a city park.\u003c/p>\n\u003cp>These remote-controlled cardboard devices are less “hover” and more “skid-along,” as the teacher Abraham Orozco puts it. Today, the middle-school kids are contending for the fastest spin around four traffic cones.\u003c/p>\n\u003cp>Micaela is a tall 12-year-old with a serious and focused gaze. She quietly awaits her turn, then concentrates on the controls. At 16.36 seconds, she takes the lead in the competition.[contextly_sidebar id=”Xz88pYE8OoicLTB6a4FHf2PrRdvR6y3W”]\u003c/p>\n\u003cp>This after-school program is called HOLA — which stands for “\u003ca href=\"http://heartofla.org/\">Heart of Los Angeles\u003c/a>” — and it serves the city’s Rampart District, where nearly all residents live in poverty. The vast majority of HOLA’s participants are Latino.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Over nearly 30 years, the program has helped hundreds go to college. A handful of students from Orozco’s scientific arts program at HOLA have pursued successful technical careers.\u003c/p>\n\u003cp>But Orozco says a lot of his students shy away from the tech industry, despite technical talents: They don’t want jobs with any economic risk — something quite common for work at a startup or in computer science in general.\u003c/p>\n\u003cp>\u003cstrong>The Leak in the Pipeline\u003c/strong>\u003c/p>\n\u003cp>It’s even harder to get girls interested. At HOLA, younger kids don’t get to choose their classes, but programs become elective for high school students. Orozco’s scientific arts program is “girl-heavy” in elementary and middle school, he says. At the high school level, only two of his 13 students are girls.\u003c/p>\n\u003cp>And this is one of the clear leaks of the talent pipeline that feeds workers to the tech industry.\u003c/p>\n\u003cp>Year after year, Silicon Valley companies have been criticized for their slow process in employing more women and other underrepresented groups, which for tech are black and Latino. And often, they say they simply can’t find enough qualified workers to hire.\u003c/p>\n\u003cp>As you go through the tech talent “pipeline” to find where it leaks, HOLA illustrates a major one. Somewhere between middle school and high school graduation, girls’ interest in tech peaks and wanes.\u003c/p>\n\u003cp>Down the line, women make up roughly half \u003ca href=\"https://www.dol.gov/wb/stats/Computer_information_technology_2014.htm\">of U.S. workers\u003c/a> and \u003ca href=\"http://kff.org/other/state-indicator/distribution-by-gender/?currentTimeframe=0\">of the U.S. population\u003c/a> — but on average represent less than a third of tech companies’ employees. For black and Hispanic workers, the numbers drop into single digits: These groups tend to comprise 3 percent or less of tech companies’ employees.\u003c/p>\n\u003cp>And \u003ca href=\"http://www.npr.org/sections/alltechconsidered/2016/07/19/486511816/why-some-diversity-thinkers-arent-buying-the-tech-industrys-excuses\">it’s not just technical\u003c/a> fields, but all staff and leadership roles.\u003c/p>\n\u003cp>\u003cstrong>The MySpace Gateway\u003c/strong>\u003c/p>\n\u003cp>Attempting to reverse-engineer interest in tech, we asked women in a Slack group for Latinos in tech called \u003ca href=\"https://techqueria.org/\">Techquería\u003c/a>: How did you first get into it?\u003c/p>\n\u003cp>A surprising number of women replied: MySpace.\u003c/p>\n\u003cp>The now-arcane social network allowed for a lot of customization — users could mess with the color schemes, fonts, add bells and whistles by tinkering with the source code. The site’s popularity in the mid-2000s introduced many middle- and high school girls to basic HTML.\u003c/p>\n\u003cp>Dalia Icedo was the queen of cool MySpace designs: She got so good at customizing profiles that she created a whole separate page where other people could get her themes. “I would change the color scheme literally every day, probably,” she says, “because I was 12, I had nothing else to do.”\u003c/p>\n\u003cp>The skills came in handy after high school, when she started an online shop to sell things like band pins and earrings — and began tinkering with visuals that bugged her, like margins that felt too wide.\u003c/p>\n\u003cp>“So I started to just go into the code and started to see a lot of the HTML and CSS that I had learned before. And then from there I just started to pick up JavaScript,” says Icedo, who is in college and wants to become a UX (user experience) designer in Silicon Valley. “It gave me a lot more confidence of being able to pick up coding.”\u003c/p>\n\u003cp>\u003cstrong>The Consumer/Creator Breakdown\u003c/strong>\u003c/p>\n\u003cp>Today, social media is no less popular than 10 years ago — and girls \u003ca href=\"http://www.pewinternet.org/2015/04/09/teens-social-media-technology-2015/\">are more avid users\u003c/a> than boys, especially on Snapchat and Instagram.\u003c/p>\n\u003cp>But as technology has become more user-friendly, it’s also become less customizable — even grandparents can use Facebook, but how many of us understand how it works? And talking with young girls, few are drawing the connection between using popular apps and thinking that they could program them.\u003c/p>\n\u003cp>The \u003ca href=\"https://www.nsf.gov/statistics/2015/nsf15326/pdf/tab11.pdf\">number of women\u003c/a> studying math and computer science in college peaked in the 1980s — even as overall, women receive the growing majority of bachelor’s degrees. NPR’s Planet Money podcast \u003ca href=\"http://www.npr.org/sections/money/2014/10/21/357629765/when-women-stopped-coding\">dug into this phenomenon\u003c/a>, zeroing in on the year 1984:\u003c/p>\n\u003cblockquote>\u003cp>“Personal computers started showing up in U.S. homes in significant numbers. These early personal computers weren’t much more than toys. … And these toys were marketed \u003ca href=\"https://www.youtube.com/watch?v=1CDkHs4lzUo\">almost\u003c/a> \u003ca href=\"https://www.youtube.com/watch?v=rxNjx_VWJ8U\">entirely\u003c/a> to men and boys. This idea that computers are for boys became a narrative.”\u003c/p>\u003c/blockquote>\n\u003cp>Now, both the corporate marketers and the diversity activists have been trying to figure out the sensitive matter of how to market tech \u003cem>to \u003c/em>girls.\u003c/p>\n\u003cp>The line between “girly” and \u003cem>“\u003c/em>for girls” can be thin. What matters is what girls can actually do with the technology, says \u003ca href=\"http://www.code2040.org/deldelp-medina/\" target=\"_blank\" rel=\"noopener\">Deldelp Medina\u003c/a>, co-founder of Latina-focused accelerator Avion Ventures, who’s now at tech diversity nonprofit Code2040.\u003c/p>\n\u003cp>A small pink computer isn’t terrible per se, Medina argues: Smaller keyboards are actually nice to prevent carpal tunnel in smaller hands. What’s insulting is if this computer comes with less processing power, memory or useful software than a regular one.\u003c/p>\n\u003caside class=\"pullquote alignright\">‘Women and everybody who’s currently underrepresented in the tech industry has to gain those skill sets, because otherwise, it will not go well for any of us.’ \u003ccite>Deldelp Medina, on the tech-worker shortage\u003c/cite>\u003c/aside>\n\u003cp>“There’s a difference,” she says, “between wanting to celebrate your femininity and shrinking and pinking something.”\u003c/p>\n\u003cp>\u003cstrong>The Mentorship Challenge\u003c/strong>\u003c/p>\n\u003cp>Targeting girls with technology can get thorny. But Andrea Guendelman, creator of Latinos-in-tech social network \u003ca href=\"https://www.bevisible.soy/\">BeVisible\u003c/a>, says one — if not the only — thing that works is mentorship.\u003c/p>\n\u003cp>In the summer of 2014, Jazmine Fernandez was one of the young women in the Girls Who Code program. Being raised by a single mother and sisters, Fernandez knew there’s little women can’t do. But when she heard she got placed at Facebook, Fernandez felt intimidated — excited, but mostly scared.\u003c/p>\n\u003cp>“Because when I went, there was just a lot of …” Her voice trails off. “There was … how do I say this?” Her mentor, Raquel Vélez, steps in: “There weren’t a lot people who looked like you, huh?”\u003c/p>\n\u003cp>Fernandez heard Vélez give a talk at Facebook headquarters, and she made a huge impression: Latinas \u003cem>can\u003c/em> get jobs in Silicon Valley.\u003c/p>\n\u003cp>“One of my favorite quotes ever is, ‘You can’t be it if you can’t see it,’ ” says Vélez, engineering manager at software company NPM. “Believe me, I have like 25 mentors, and it’s the only way I can make it through, because so often I’m the only one.”\u003c/p>\n\u003cp>Fernandez is now studying computer science at San Francisco State University. She expects the field to always be a struggle. In one of her classes, a guy once basically tried to argue that girls can’t code.\u003c/p>\n\u003cp>And to be Latina in tech, Vélez says you have to work four times as hard. “I like to think about it as, I walked in the back door, so that I could open the front door for everybody else.”\u003c/p>\n\u003cp>\u003cstrong>The End of the Pipeline\u003c/strong>\u003c/p>\n\u003cp>Where mentorship particularly comes into play is at the end of the pipeline, where underrepresented groups struggle to \u003cem>get\u003c/em> hired and \u003cem>stay\u003c/em> hired. Silicon Valley is a boys’ club whose networks tend to stay white, male and affluent.\u003c/p>\n\u003cp>One company trying to break the cycle is Atipica. It has built a computer program to sift through resumes — skipping human managers to avoid hiring biases, like subconscious discrimination based on a last name or school attended.\u003c/p>\n\u003cp>Atipica’s isn’t the only resume-reading artificial intelligence. But often, algorithms reflect the biases of humans who write them. Atipica CEO Laura Gomez says her company specifically focused on designing an unbiased AI. (Neither Gomez, nor her clients, which include Slack, agreed to discuss how well Atipica’s program works.)\u003c/p>\n\u003cp>Chicago-based Opternative offers another example of tackling diversity head-on. It’s a startup that lets people do their own eye exams.\u003c/p>\n\u003cp>In many ways, Opternative operates like many other startups, relying on referrals from its existing employees. Yet it’s grown into a \u003ca href=\"https://www.opternative.com/about\" target=\"_blank\" rel=\"noopener\">pretty diverse group\u003c/a> because from the get-go, its team wasn’t just white guys and it views diversity of life experiences as an asset.\u003c/p>\n\u003cp>\u003cstrong>The Blind Spot\u003c/strong>\u003c/p>\n\u003cp>But here’s the tricky part: While both companies get high marks for being racially diverse, gender remains a blind spot.\u003c/p>\n\u003cp>Atipica, a Latina-run company, has \u003ca href=\"https://www.atipica.co/pages/about/home\" target=\"_blank\" rel=\"noopener\">one other female employee\u003c/a>. Opternative’s technical team has women on the design side and in junior positions, but all four of its senior engineers — the leaders and decision-makers — are male.\u003c/p>\n\u003cp>Gomez and Opternative CTO Ayo Jimoh say the women they’ve seen apply for their job openings were under-qualified. It’s effectively the pipeline argument. Jimoh’s diagnosis is that people self-select — they don’t want to pursue careers that are stacked against them, they need role models, success stories of others like them.\u003c/p>\n\u003cp>So then, who is responsible for creating those role models? Couldn’t Jimoh or Gomez, for example, spend extra time to find a female senior engineer or promote from within?\u003c/p>\n\u003cp>“There is a part of me that says, let me me show,” says Gomez, “but I have to put my business first and foremost.” Jimoh, too, says he has to balance that responsibility for equity with his other responsibilities “to my company, to my team, to myself, to my family.”\u003c/p>\n\u003cp>In a way, the push for diversity in tech is still so new, it’s often treated as a cause or a mission — and fighting for a cause and running a business aren’t the same. At the end of the day, Atipica and Opternative weren’t founded to heal Silicon Valley’s diversity problem — but to fill what they see as a market need.\u003c/p>\n\u003cp>And these are small companies — the gender balance of staff is even harder to shift at massive ships like Facebook or Google.\u003c/p>\n\u003cp>A few companies, such as Intel and Twitter, have recently started releasing hiring goals, putting diversity in quantifiable terms. The targets aren’t lofty, but they’re specific, public — presumably someone’s measurable responsibility.\u003c/p>\n\u003cp>\u003cstrong>The Future of the Economy\u003c/strong>\u003c/p>\n\u003cp>And now, there’s a new challenge. As Donald Trump takes over as president of the United States, diversity advocates \u003ca href=\"http://www.slate.com/articles/business/moneybox/2016/11/why_u_s_companies_are_now_the_most_prominent_progressive_force_in_america.html\">are worried about a push\u003c/a> against the very concept of promoting multiculturalism.\u003c/p>\n\u003cp>“I think we need to double-down on diversity and inclusion, quite frankly,” says Daisy Dominguez-Auger, global head of diversity at Google. “Companies are going to have to take a stronger look at what their practices are … in a much more collaborative way.”\u003c/p>\n\u003cp>Fundamentally, the Trump administration’s economic policy is expected to focus heavily on manufacturing jobs. One of the first conversations Trump had with a tech leader after the election was a call with Apple CEO Tim Cook, in which Trump \u003ca href=\"http://www.theverge.com/2016/11/23/13732082/trump-tim-cook-phone-call-apple-manufacturing\" target=\"_blank\" rel=\"noopener\">pushed for Apple\u003c/a> to build plants in the United States.\u003c/p>\n\u003cp>From what we know, Trump has yet to address the shortage of skilled tech workers. And many economists predict that’s a major challenge for the future of America: The \u003ca href=\"https://www.whitehouse.gov/blog/2016/12/20/artificial-intelligence-automation-and-economy\" target=\"_blank\" rel=\"noopener\">economy of the future\u003c/a> is one where almost everyone has to interact with computers and code.\u003c/p>\n\u003cp>Diversity advocate Medina says sidelining large swaths of the population from the tech industry is no way to make sure America isn’t left behind.\u003c/p>\n\u003cp>“We’re going to have a jobs deficit that is so huge, that if we don’t fill it, we’re going to have severe economic consequences,” she says. “Women and everybody who’s currently underrepresented in the tech industry has to gain those skill sets, because otherwise, it will not go well for any of us.”\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n\u003cp>\u003cem>Latino USA’s Jeanne Montalvo, Noam Hassenfeld and Julia Shu contributed to this report.\u003c/em>\u003c/p>\n\u003cdiv class=\"fullattribution\">Copyright 2016 NPR. To see more, visit http://www.npr.org/.\u003cimg decoding=\"async\" src=\"http://www.google-analytics.com/__utm.gif?utmac=UA-5828686-4&utmdt=Why+Aren%27t+There+More+Women+In+Tech%3F+A+Tour+Of+Silicon+Valley%27s+Leaky+Pipeline&utme=8(APIKey)9(MDAxOTAwOTE4MDEyMTkxMDAzNjczZDljZA004)\">\u003c/div>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003cem>This story was reported by Latino USA in collaboration with \u003c/em>All Tech Considered\u003cem>. The audio version of this story \u003ca href=\"http://latinousa.org/episode/tech-industrys-leaky-pipeline/\" target=\"_blank\" rel=\"noopener\">aired earlier\u003c/a> on Latino USA; it is embedded below.\u003c/em>\u003c/p>\n\u003cp>Micaela Honorato is looking from the sidelines as boys from her after-school program take turns racing their handmade hovercraft on a dirt field in a city park.\u003c/p>\n\u003cp>These remote-controlled cardboard devices are less “hover” and more “skid-along,” as the teacher Abraham Orozco puts it. Today, the middle-school kids are contending for the fastest spin around four traffic cones.\u003c/p>\n\u003cp>Micaela is a tall 12-year-old with a serious and focused gaze. She quietly awaits her turn, then concentrates on the controls. At 16.36 seconds, she takes the lead in the competition.\u003c/p>\u003cp>\u003c/p>\u003cp>\u003c/p>\n\u003cp>This after-school program is called HOLA — which stands for “\u003ca href=\"http://heartofla.org/\">Heart of Los Angeles\u003c/a>” — and it serves the city’s Rampart District, where nearly all residents live in poverty. The vast majority of HOLA’s participants are Latino.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Over nearly 30 years, the program has helped hundreds go to college. A handful of students from Orozco’s scientific arts program at HOLA have pursued successful technical careers.\u003c/p>\n\u003cp>But Orozco says a lot of his students shy away from the tech industry, despite technical talents: They don’t want jobs with any economic risk — something quite common for work at a startup or in computer science in general.\u003c/p>\n\u003cp>\u003cstrong>The Leak in the Pipeline\u003c/strong>\u003c/p>\n\u003cp>It’s even harder to get girls interested. At HOLA, younger kids don’t get to choose their classes, but programs become elective for high school students. Orozco’s scientific arts program is “girl-heavy” in elementary and middle school, he says. At the high school level, only two of his 13 students are girls.\u003c/p>\n\u003cp>And this is one of the clear leaks of the talent pipeline that feeds workers to the tech industry.\u003c/p>\n\u003cp>Year after year, Silicon Valley companies have been criticized for their slow process in employing more women and other underrepresented groups, which for tech are black and Latino. And often, they say they simply can’t find enough qualified workers to hire.\u003c/p>\n\u003cp>As you go through the tech talent “pipeline” to find where it leaks, HOLA illustrates a major one. Somewhere between middle school and high school graduation, girls’ interest in tech peaks and wanes.\u003c/p>\n\u003cp>Down the line, women make up roughly half \u003ca href=\"https://www.dol.gov/wb/stats/Computer_information_technology_2014.htm\">of U.S. workers\u003c/a> and \u003ca href=\"http://kff.org/other/state-indicator/distribution-by-gender/?currentTimeframe=0\">of the U.S. population\u003c/a> — but on average represent less than a third of tech companies’ employees. For black and Hispanic workers, the numbers drop into single digits: These groups tend to comprise 3 percent or less of tech companies’ employees.\u003c/p>\n\u003cp>And \u003ca href=\"http://www.npr.org/sections/alltechconsidered/2016/07/19/486511816/why-some-diversity-thinkers-arent-buying-the-tech-industrys-excuses\">it’s not just technical\u003c/a> fields, but all staff and leadership roles.\u003c/p>\n\u003cp>\u003cstrong>The MySpace Gateway\u003c/strong>\u003c/p>\n\u003cp>Attempting to reverse-engineer interest in tech, we asked women in a Slack group for Latinos in tech called \u003ca href=\"https://techqueria.org/\">Techquería\u003c/a>: How did you first get into it?\u003c/p>\n\u003cp>A surprising number of women replied: MySpace.\u003c/p>\n\u003cp>The now-arcane social network allowed for a lot of customization — users could mess with the color schemes, fonts, add bells and whistles by tinkering with the source code. The site’s popularity in the mid-2000s introduced many middle- and high school girls to basic HTML.\u003c/p>\n\u003cp>Dalia Icedo was the queen of cool MySpace designs: She got so good at customizing profiles that she created a whole separate page where other people could get her themes. “I would change the color scheme literally every day, probably,” she says, “because I was 12, I had nothing else to do.”\u003c/p>\n\u003cp>The skills came in handy after high school, when she started an online shop to sell things like band pins and earrings — and began tinkering with visuals that bugged her, like margins that felt too wide.\u003c/p>\n\u003cp>“So I started to just go into the code and started to see a lot of the HTML and CSS that I had learned before. And then from there I just started to pick up JavaScript,” says Icedo, who is in college and wants to become a UX (user experience) designer in Silicon Valley. “It gave me a lot more confidence of being able to pick up coding.”\u003c/p>\n\u003cp>\u003cstrong>The Consumer/Creator Breakdown\u003c/strong>\u003c/p>\n\u003cp>Today, social media is no less popular than 10 years ago — and girls \u003ca href=\"http://www.pewinternet.org/2015/04/09/teens-social-media-technology-2015/\">are more avid users\u003c/a> than boys, especially on Snapchat and Instagram.\u003c/p>\n\u003cp>But as technology has become more user-friendly, it’s also become less customizable — even grandparents can use Facebook, but how many of us understand how it works? And talking with young girls, few are drawing the connection between using popular apps and thinking that they could program them.\u003c/p>\n\u003cp>The \u003ca href=\"https://www.nsf.gov/statistics/2015/nsf15326/pdf/tab11.pdf\">number of women\u003c/a> studying math and computer science in college peaked in the 1980s — even as overall, women receive the growing majority of bachelor’s degrees. NPR’s Planet Money podcast \u003ca href=\"http://www.npr.org/sections/money/2014/10/21/357629765/when-women-stopped-coding\">dug into this phenomenon\u003c/a>, zeroing in on the year 1984:\u003c/p>\n\u003cblockquote>\u003cp>“Personal computers started showing up in U.S. homes in significant numbers. These early personal computers weren’t much more than toys. … And these toys were marketed \u003ca href=\"https://www.youtube.com/watch?v=1CDkHs4lzUo\">almost\u003c/a> \u003ca href=\"https://www.youtube.com/watch?v=rxNjx_VWJ8U\">entirely\u003c/a> to men and boys. This idea that computers are for boys became a narrative.”\u003c/p>\u003c/blockquote>\n\u003cp>Now, both the corporate marketers and the diversity activists have been trying to figure out the sensitive matter of how to market tech \u003cem>to \u003c/em>girls.\u003c/p>\n\u003cp>The line between “girly” and \u003cem>“\u003c/em>for girls” can be thin. What matters is what girls can actually do with the technology, says \u003ca href=\"http://www.code2040.org/deldelp-medina/\" target=\"_blank\" rel=\"noopener\">Deldelp Medina\u003c/a>, co-founder of Latina-focused accelerator Avion Ventures, who’s now at tech diversity nonprofit Code2040.\u003c/p>\n\u003cp>A small pink computer isn’t terrible per se, Medina argues: Smaller keyboards are actually nice to prevent carpal tunnel in smaller hands. What’s insulting is if this computer comes with less processing power, memory or useful software than a regular one.\u003c/p>\n\u003caside class=\"pullquote alignright\">‘Women and everybody who’s currently underrepresented in the tech industry has to gain those skill sets, because otherwise, it will not go well for any of us.’ \u003ccite>Deldelp Medina, on the tech-worker shortage\u003c/cite>\u003c/aside>\n\u003cp>“There’s a difference,” she says, “between wanting to celebrate your femininity and shrinking and pinking something.”\u003c/p>\n\u003cp>\u003cstrong>The Mentorship Challenge\u003c/strong>\u003c/p>\n\u003cp>Targeting girls with technology can get thorny. But Andrea Guendelman, creator of Latinos-in-tech social network \u003ca href=\"https://www.bevisible.soy/\">BeVisible\u003c/a>, says one — if not the only — thing that works is mentorship.\u003c/p>\n\u003cp>In the summer of 2014, Jazmine Fernandez was one of the young women in the Girls Who Code program. Being raised by a single mother and sisters, Fernandez knew there’s little women can’t do. But when she heard she got placed at Facebook, Fernandez felt intimidated — excited, but mostly scared.\u003c/p>\n\u003cp>“Because when I went, there was just a lot of …” Her voice trails off. “There was … how do I say this?” Her mentor, Raquel Vélez, steps in: “There weren’t a lot people who looked like you, huh?”\u003c/p>\n\u003cp>Fernandez heard Vélez give a talk at Facebook headquarters, and she made a huge impression: Latinas \u003cem>can\u003c/em> get jobs in Silicon Valley.\u003c/p>\n\u003cp>“One of my favorite quotes ever is, ‘You can’t be it if you can’t see it,’ ” says Vélez, engineering manager at software company NPM. “Believe me, I have like 25 mentors, and it’s the only way I can make it through, because so often I’m the only one.”\u003c/p>\n\u003cp>Fernandez is now studying computer science at San Francisco State University. She expects the field to always be a struggle. In one of her classes, a guy once basically tried to argue that girls can’t code.\u003c/p>\n\u003cp>And to be Latina in tech, Vélez says you have to work four times as hard. “I like to think about it as, I walked in the back door, so that I could open the front door for everybody else.”\u003c/p>\n\u003cp>\u003cstrong>The End of the Pipeline\u003c/strong>\u003c/p>\n\u003cp>Where mentorship particularly comes into play is at the end of the pipeline, where underrepresented groups struggle to \u003cem>get\u003c/em> hired and \u003cem>stay\u003c/em> hired. Silicon Valley is a boys’ club whose networks tend to stay white, male and affluent.\u003c/p>\n\u003cp>One company trying to break the cycle is Atipica. It has built a computer program to sift through resumes — skipping human managers to avoid hiring biases, like subconscious discrimination based on a last name or school attended.\u003c/p>\n\u003cp>Atipica’s isn’t the only resume-reading artificial intelligence. But often, algorithms reflect the biases of humans who write them. Atipica CEO Laura Gomez says her company specifically focused on designing an unbiased AI. (Neither Gomez, nor her clients, which include Slack, agreed to discuss how well Atipica’s program works.)\u003c/p>\n\u003cp>Chicago-based Opternative offers another example of tackling diversity head-on. It’s a startup that lets people do their own eye exams.\u003c/p>\n\u003cp>In many ways, Opternative operates like many other startups, relying on referrals from its existing employees. Yet it’s grown into a \u003ca href=\"https://www.opternative.com/about\" target=\"_blank\" rel=\"noopener\">pretty diverse group\u003c/a> because from the get-go, its team wasn’t just white guys and it views diversity of life experiences as an asset.\u003c/p>\n\u003cp>\u003cstrong>The Blind Spot\u003c/strong>\u003c/p>\n\u003cp>But here’s the tricky part: While both companies get high marks for being racially diverse, gender remains a blind spot.\u003c/p>\n\u003cp>Atipica, a Latina-run company, has \u003ca href=\"https://www.atipica.co/pages/about/home\" target=\"_blank\" rel=\"noopener\">one other female employee\u003c/a>. Opternative’s technical team has women on the design side and in junior positions, but all four of its senior engineers — the leaders and decision-makers — are male.\u003c/p>\n\u003cp>Gomez and Opternative CTO Ayo Jimoh say the women they’ve seen apply for their job openings were under-qualified. It’s effectively the pipeline argument. Jimoh’s diagnosis is that people self-select — they don’t want to pursue careers that are stacked against them, they need role models, success stories of others like them.\u003c/p>\n\u003cp>So then, who is responsible for creating those role models? Couldn’t Jimoh or Gomez, for example, spend extra time to find a female senior engineer or promote from within?\u003c/p>\n\u003cp>“There is a part of me that says, let me me show,” says Gomez, “but I have to put my business first and foremost.” Jimoh, too, says he has to balance that responsibility for equity with his other responsibilities “to my company, to my team, to myself, to my family.”\u003c/p>\n\u003cp>In a way, the push for diversity in tech is still so new, it’s often treated as a cause or a mission — and fighting for a cause and running a business aren’t the same. At the end of the day, Atipica and Opternative weren’t founded to heal Silicon Valley’s diversity problem — but to fill what they see as a market need.\u003c/p>\n\u003cp>And these are small companies — the gender balance of staff is even harder to shift at massive ships like Facebook or Google.\u003c/p>\n\u003cp>A few companies, such as Intel and Twitter, have recently started releasing hiring goals, putting diversity in quantifiable terms. The targets aren’t lofty, but they’re specific, public — presumably someone’s measurable responsibility.\u003c/p>\n\u003cp>\u003cstrong>The Future of the Economy\u003c/strong>\u003c/p>\n\u003cp>And now, there’s a new challenge. As Donald Trump takes over as president of the United States, diversity advocates \u003ca href=\"http://www.slate.com/articles/business/moneybox/2016/11/why_u_s_companies_are_now_the_most_prominent_progressive_force_in_america.html\">are worried about a push\u003c/a> against the very concept of promoting multiculturalism.\u003c/p>\n\u003cp>“I think we need to double-down on diversity and inclusion, quite frankly,” says Daisy Dominguez-Auger, global head of diversity at Google. “Companies are going to have to take a stronger look at what their practices are … in a much more collaborative way.”\u003c/p>\n\u003cp>Fundamentally, the Trump administration’s economic policy is expected to focus heavily on manufacturing jobs. One of the first conversations Trump had with a tech leader after the election was a call with Apple CEO Tim Cook, in which Trump \u003ca href=\"http://www.theverge.com/2016/11/23/13732082/trump-tim-cook-phone-call-apple-manufacturing\" target=\"_blank\" rel=\"noopener\">pushed for Apple\u003c/a> to build plants in the United States.\u003c/p>\n\u003cp>From what we know, Trump has yet to address the shortage of skilled tech workers. And many economists predict that’s a major challenge for the future of America: The \u003ca href=\"https://www.whitehouse.gov/blog/2016/12/20/artificial-intelligence-automation-and-economy\" target=\"_blank\" rel=\"noopener\">economy of the future\u003c/a> is one where almost everyone has to interact with computers and code.\u003c/p>\n\u003cp>Diversity advocate Medina says sidelining large swaths of the population from the tech industry is no way to make sure America isn’t left behind.\u003c/p>\n\u003cp>“We’re going to have a jobs deficit that is so huge, that if we don’t fill it, we’re going to have severe economic consequences,” she says. “Women and everybody who’s currently underrepresented in the tech industry has to gain those skill sets, because otherwise, it will not go well for any of us.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>\u003cem>Latino USA’s Jeanne Montalvo, Noam Hassenfeld and Julia Shu contributed to this report.\u003c/em>\u003c/p>\n\u003cdiv class=\"fullattribution\">Copyright 2016 NPR. To see more, visit http://www.npr.org/.\u003cimg decoding=\"async\" src=\"http://www.google-analytics.com/__utm.gif?utmac=UA-5828686-4&utmdt=Why+Aren%27t+There+More+Women+In+Tech%3F+A+Tour+Of+Silicon+Valley%27s+Leaky+Pipeline&utme=8(APIKey)9(MDAxOTAwOTE4MDEyMTkxMDAzNjczZDljZA004)\">\u003c/div>\n\n\u003c/div>\u003c/p>",
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"content": "\u003cp>What does an engineer look like? Last week, female engineers \u003ca href=\"http://ww2.kqed.org/news/2015/08/05/sexist-reactions-to-an-ad-spark-ilooklikeanengineer-campaign\">lit up Twitter\u003c/a> with the hashtag \u003ca href=\"https://twitter.com/hashtag/ilooklikeanengineer\">#ilooklikeanengineer\u003c/a>, but it’s also a reminder that the faces of women are underrepresented on engineering teams. At companies across Silicon Valley women hold, at best, about a quarter of the tech jobs — and often far fewer.\u003c/p>\n\u003cp>For this video, I talked to three female engineers about how they learned to code and what it’s like to work in a field that’s still predominantly male.\u003c/p>\n\u003cp>Ayori Selassie got into technology because her mother gave her a computer programming book and made her read it. “She was like, you’re going to do this every day until you figure it out,” Selassie said. “She could see that technology was going to run the world.”\u003c/p>\n\u003cp>Selassie is now a senior solution engineer at \u003ca href=\"http://www.salesforce.com/\">Salesforce\u003c/a>, where only one in five tech positions are held by women, according to \u003ca href=\"http://www.salesforce.com/company/careers/diversity-numbers.jsp\">data \u003c/a>released by the company. Earlier in her career, Selassie saw technology as the ultimate meritocracy. “Who’s going to come in and argue with you and say, no, because you’re a black girl, you’re wrong, or because you’re a woman, you’re wrong?”\u003c/p>\n\u003cp>As it turned out, it wasn’t that easy. “Now in hindsight, I definitely realize there were lots of obstacles,” Selassie said. “There were lots of incidents that I just chose to ignore.”\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>[soundcloud url=”https://api.soundcloud.com/tracks/218279559″ params=”color=ff5500&auto_play=false&hide_related=false&show_comments=true&show_user=true&show_reposts=false” width=”100%” height=”166″ iframe=”true” /]\u003c/p>\n\u003cp>Emma Colner took a more circuitous path to coding. While working on a doctorate in psychology, she found writing computer scripts to run experiments to be more fascinating than the experiments themselves. Colner is now a software engineer at \u003ca href=\"https://www.stitchfix.com/\">Stitch Fix\u003c/a>, a San Francisco-based startup that uses algorithms to personalize clothing options for women.\u003c/p>\n\u003cp>The company is founded and led by a female CEO and is heavily staffed by women, but Colner said she’s part of an engineering team that’s 75 percent male.\u003c/p>\n\u003cp>The disproportionate representation of female engineers at Salesforce and Stitch Fix is reflected across the industry. \u003ca href=\"https://www.ebayinc.com/stories/news/building-a-more-diverse-ebay-and-paypal/\">The roster of eBay’s tech jobs\u003c/a> includes 24 percent women, while \u003ca href=\"https://www.apple.com/diversity/\">Apple’s tally\u003c/a>, which includes engineers and in-store tech-support positions, amounts to 20 percent.\u003c/p>\n\u003cp>At \u003ca href=\"https://blog.twitter.com/2014/building-a-twitter-we-can-be-proud-of\">Twitter\u003c/a>, women hold only one in 10 tech positions.\u003c/p>\n\u003cp>It can be both intimidating and lonely for women who find themselves in the minority as engineers. “I looked around me, at the people who already knew programming, and they were so much more advanced,” Zoe Madden-Wood said. “I didn’t think that I could ever catch up.”\u003c/p>\n\u003cp>Madden-Wood got into tech without formal training. She studied Chinese and literature in college and only started diving into computer languages after graduating. Eventually, she learned about \u003ca href=\"https://www.womenwhocode.com\">Women Who Code\u003c/a>, a nonprofit organization that offers coding classes and serves as a forum for like-minded women to share tips and network.\u003c/p>\n\u003cp>“The excitement that I got from these groups, the positivity, really kept me going,” Madden-Wood said. “It was what put me over the threshold to become a software engineer.”\u003c/p>\n\u003cp>But getting started is apparently easier than staying with a career in tech. According to a \u003ca href=\"https://www.census.gov/prod/2013pubs/acs-24.pdf\">2013 \u003c/a>\u003ca href=\"https://www.census.gov/prod/2013pubs/acs-24.pdf\">U.S. Census Bureau analysis\u003c/a>, “Among science and engineering graduates, men are employed in a STEM occupation at twice the rate of women: 31 percent compared with 15 percent.”\u003c/p>\n\u003cp>Conversations about gender imbalance and a lack of advancement for women in Silicon Valley became a focal point in March, when former Kleiner Perkins Caufield & Byers employee Ellen Pao \u003ca href=\"http://ww2.kqed.org/news/2015/03/24/final-arguments-in-ellen-pao-gender-discrimination-trial\">lost a gender discrimination lawsuit\u003c/a> against the venture-capital firm.\u003c/p>\n\u003cp>Sometimes the challenges are subtle, Madden-Wood said. “Women are interrupted more than men. I’ve felt that and nobody notices it,” she said. “I’ve felt like I had to work much harder to get noticed for my work.”\u003c/p>\n\u003cp>While a lot has been said about why women drop out of tech — from hostile work environments to a lack of advancement opportunities — Colner said there are concrete ways to help women stay in.\u003c/p>\n\u003cp>At Stitch Fix, for example, Colner said there’s a clear path for promotion. “They’ve actually thought about a timeline for different milestones that I should hit, guiding me along the process,” she said. “I wish more companies would do that.”\u003c/p>\n\u003cp>Colner is also active as a recruiter for her employer, knowing that women are more likely to join a company that already employs other female engineers.\u003c/p>\n\u003cp>Still, not too infrequently, when she mentions that she’s a software engineer, there’s a double take. “It’s always a positive reaction,” Colner said. “But there is that moment of surprise.”\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>\u003cem style=\"line-height: 1.5\">See more on women in tech on \u003ca href=\"http://www.kqed.org/tv/programs/newsroom/watch/archive/288217\" target=\"_blank\" rel=\"noopener\">KQED NEWSROOM\u003c/a>, a weekly news magazine program. Watch Fridays at 8 p.m. on KQED Public Television 9, listen on Sundays at 6 p.m. on KQED Public Radio 88.5 FM, or watch online \u003ca href=\"http://www.kqed.org/tv/programs/newsroom/watch/archive/288217\" target=\"_blank\" rel=\"noopener\">here\u003c/a>.\u003c/em>\u003c/p>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>What does an engineer look like? Last week, female engineers \u003ca href=\"http://ww2.kqed.org/news/2015/08/05/sexist-reactions-to-an-ad-spark-ilooklikeanengineer-campaign\">lit up Twitter\u003c/a> with the hashtag \u003ca href=\"https://twitter.com/hashtag/ilooklikeanengineer\">#ilooklikeanengineer\u003c/a>, but it’s also a reminder that the faces of women are underrepresented on engineering teams. At companies across Silicon Valley women hold, at best, about a quarter of the tech jobs — and often far fewer.\u003c/p>\n\u003cp>For this video, I talked to three female engineers about how they learned to code and what it’s like to work in a field that’s still predominantly male.\u003c/p>\n\u003cp>Ayori Selassie got into technology because her mother gave her a computer programming book and made her read it. “She was like, you’re going to do this every day until you figure it out,” Selassie said. “She could see that technology was going to run the world.”\u003c/p>\n\u003cp>Selassie is now a senior solution engineer at \u003ca href=\"http://www.salesforce.com/\">Salesforce\u003c/a>, where only one in five tech positions are held by women, according to \u003ca href=\"http://www.salesforce.com/company/careers/diversity-numbers.jsp\">data \u003c/a>released by the company. Earlier in her career, Selassie saw technology as the ultimate meritocracy. “Who’s going to come in and argue with you and say, no, because you’re a black girl, you’re wrong, or because you’re a woman, you’re wrong?”\u003c/p>\n\u003cp>As it turned out, it wasn’t that easy. “Now in hindsight, I definitely realize there were lots of obstacles,” Selassie said. “There were lots of incidents that I just chose to ignore.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>\u003c/p>\u003cp>\u003cdiv class='utils-parseShortcode-shortcodes-__shortcodes__shortcodeWrapper'>\n \u003ciframe width='”100%”' height='”166″'\n scrolling='no' frameborder='no'\n src='https://w.soundcloud.com/player/?url=”https://api.soundcloud.com/tracks/218279559″&visual=true&”color=ff5500&auto_play=false&hide_related=false&show_comments=true&show_user=true&show_reposts=false”'\n title='”https://api.soundcloud.com/tracks/218279559″'>\n \u003c/iframe>\n \u003c/div>\u003c/p>\u003cp>\u003c/p>\n\u003cp>Emma Colner took a more circuitous path to coding. While working on a doctorate in psychology, she found writing computer scripts to run experiments to be more fascinating than the experiments themselves. 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She studied Chinese and literature in college and only started diving into computer languages after graduating. Eventually, she learned about \u003ca href=\"https://www.womenwhocode.com\">Women Who Code\u003c/a>, a nonprofit organization that offers coding classes and serves as a forum for like-minded women to share tips and network.\u003c/p>\n\u003cp>“The excitement that I got from these groups, the positivity, really kept me going,” Madden-Wood said. “It was what put me over the threshold to become a software engineer.”\u003c/p>\n\u003cp>But getting started is apparently easier than staying with a career in tech. According to a \u003ca href=\"https://www.census.gov/prod/2013pubs/acs-24.pdf\">2013 \u003c/a>\u003ca href=\"https://www.census.gov/prod/2013pubs/acs-24.pdf\">U.S. Census Bureau analysis\u003c/a>, “Among science and engineering graduates, men are employed in a STEM occupation at twice the rate of women: 31 percent compared with 15 percent.”\u003c/p>\n\u003cp>Conversations about gender imbalance and a lack of advancement for women in Silicon Valley became a focal point in March, when former Kleiner Perkins Caufield & Byers employee Ellen Pao \u003ca href=\"http://ww2.kqed.org/news/2015/03/24/final-arguments-in-ellen-pao-gender-discrimination-trial\">lost a gender discrimination lawsuit\u003c/a> against the venture-capital firm.\u003c/p>\n\u003cp>Sometimes the challenges are subtle, Madden-Wood said. “Women are interrupted more than men. 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"content": "\u003cp>After being surprised by online responses to her appearance in a recruiting ad, software engineer Isis Wenger wanted to see if anyone else felt like they didn’t fit a “cookie-cutter mold.” The response to her \u003ca href=\"https://twitter.com/hashtag/ILookLikeAnEngineer?src=hash\">#ILookLikeAnEngineer\u003c/a> campaign dwarfs those initial reactions.\u003cbr>\nhttp://twitter.com/zeigenvector/status/628328960959623172/photo/1\u003cbr>\nThe hashtag, which was generating thousands of responses and tweets Tuesday, grew out of Wenger’s \u003ca href=\"https://medium.com/the-coffeelicious/you-may-have-seen-my-face-on-bart-8b9561003e0f\">post at the Medium website\u003c/a>, in which she described what must have been a frustrating experience: agreeing to be one of her tech company’s highlighted workers for a recruiting campaign — only to see many people question whether she actually works there as an engineer.\u003cbr>\nhttp://twitter.com/sailorhg/status/628310679921885184/photo/1\u003cbr>\n“The negative opinions about this ad that strangers feel so compelled to share illustrate solid examples of the sexism that plagues tech,” Wenger wrote.\u003c/p>\n\u003cp>She said she was surprised by the inordinate amount of attention paid to her ad — in which, like her peers, she appears on a square placard, wearing a black T-shirt with the logo of her employer, OneLogin. On social media, the campaign’s merits were debated; so were Wenger’s expression and appearance.\u003c/p>\n\u003cfigure id=\"attachment_10631200\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003ca href=\"http://ww2.kqed.org/news/wp-content/uploads/sites/10/2015/08/isis-original_wide-db8c75f8d2810907320c661f695770d6a04b52cb-s800-c85.jpeg\">\u003cimg loading=\"lazy\" decoding=\"async\" src=\"http://ww2.kqed.org/news/wp-content/uploads/sites/10/2015/08/isis-original_wide-db8c75f8d2810907320c661f695770d6a04b52cb-s800-c85.jpeg\" alt=\"A recruiting ad featuring a female engineer sparked a strong response — but the response to her hashtag campaign has been even stronger. \" width=\"800\" height=\"450\" class=\"size-full wp-image-10631200\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2015/08/isis-original_wide-db8c75f8d2810907320c661f695770d6a04b52cb-s800-c85.jpeg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2015/08/isis-original_wide-db8c75f8d2810907320c661f695770d6a04b52cb-s800-c85-400x225.jpeg 400w\" sizes=\"auto, (max-width: 800px) 100vw, 800px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">A recruiting ad featuring a female engineer sparked a strong response — but the response to her hashtag campaign has been even stronger. \u003ccite>(Isis Wenger)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>It was not at all what Wenger, a self-described nerd who likes yoga, anime — and not being the center of attention — had in mind when she went along with her company’s plan.\u003c/p>\n\u003cp>\u003cstrong>“News flash\u003c/strong>: this isn’t by any means an attempt to label ‘what female engineers look like,’ ” she wrote. “This is literally just \u003cstrong>ME\u003c/strong>, an example of \u003cstrong>ONE\u003c/strong> engineer at OneLogin.”\u003cbr>\nhttp://twitter.com/SamanthaGolfs/status/628610792191954949/photo/1\u003cbr>\nhttp://twitter.com/MichelleGlauser/status/628307329503485952/photo/1\u003cbr>\nWhile she was giving examples, Wenger also recounted instances in which she had experienced sexism, saying that some men in the tech industry exhibit “a significant lack of empathy and insight towards recognizing that their ‘playful/harmless’ behavior is responsible for making others inappropriately uncomfortable.”\u003cbr>\nhttp://twitter.com/MIT/status/628395762154471424/photo/1\u003cbr>\nWenger also wrote that if she can use the attention “to put a spotlight on gender issues in tech I consider that to be at least one win.”\u003c/p>\n\u003cp>She then asked, “Do you not fit the ‘cookie-cutter mold’ of what people believe engineers ‘should look like?'”\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>And the answers quickly came back: “#iLookLikeAnEngineer.”\u003cbr>\nhttp://twitter.com/isisAnchalee/status/628365290280083457/photo/1\u003cbr>\nThose who took notice included the Federal Communications Commission’s Jessica Rosenworcel, who wrote of the hashtag, “Just combing through all the photos online is inspiring.”\u003cbr>\nhttps://twitter.com/JRosenworcel/status/628588439269675008\u003c/p>\n\u003cdiv class=\"fullattribution\">Copyright 2015 NPR. To see more, visit http://www.npr.org/.\u003cimg decoding=\"async\" src=\"http://www.google-analytics.com/__utm.gif?utmac=UA-5828686-4&utmdt=Sexist+Reactions+To+An+Ad+Spark+%23ILookLikeAnEngineer+Campaign&utme=8(APIKey)9(MDAxOTAwOTE4MDEyMTkxMDAzNjczZDljZA004)\" alt=\"\">\u003c/div>\n\n",
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"content": "\u003cp>“Yeah, the numbers are bad,” said Laszlo Bock. “The company is roughly 2 percent African-American, and that’s way lower than you see both in the labor force we draw from and the population generally.”\u003c/p>\n\u003cp>That was how a key Google executive began his response to a question about whether the company recruits at historically black colleges.\u003c/p>\n\u003cp>Bock is head of what’s called “people operations” at Google, or what the rest of us refer to as human resources. He appeared on \u003ca href=\"http://www.kqed.org/a/forum/R201507171000\">KQED’s \u003cem>Forum\u003c/em>\u003c/a> to discuss his book, “Work Rules! Insights from Inside Google That Will Transform How You Live and Lead.”\u003c/p>\n\u003cp>While Google is known for its employee perks and Bock’s book contains a lot about what the company has learned about retaining and managing employees, \u003cem>Forum\u003c/em> listeners wanted to talk about something else that Silicon Valley is known for: a lack of diversity.\u003c/p>\n\u003cp>Google made \u003ca href=\"http://www.pbs.org/newshour/updates/google-discloses-workforce-diversity-data-good/\" target=\"_blank\">headlines\u003c/a> in May 2014 when it published its \u003ca href=\"http://www.google.com/diversity/index.html\" target=\"_blank\">demographic information\u003c/a>. In short, the company is 70 percent male and 60 percent white, \u003ca href=\"http://www.google.com/diversity/index.html\" target=\"_blank\">according to the company’s website\u003c/a>.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Bock said part of the reason that Google decided to release the information was “to put pressure on ourselves. Now we are publicly accountable.\u003c/p>\n\u003cp>“We grew our African-American and Hispanic populations by about 40 percent. But the base we’re growing from is so much smaller, that’s just not enough.”\u003c/p>\n\u003cp>One of the things that Google is doing to address its low number of African-Americans is not merely recruit at historically black colleges, Bock said, but also to have employees work with computer science departments at the schools \u003ca href=\"http://bigstory.ap.org/article/4312d33e1cb8454a9885f230d35f0eb1/google-embeds-engineers-professors\" target=\"_blank\">to refine the curriculum, teach courses and mentor students\u003c/a>.\u003c/p>\n\u003cp>“We went from zero interns ever hired from Howard [University] for computer science to 11 the next year,” said Bock. “We’ve since expanded to five other schools … and hired over 30 people from those colleges.”\u003c/p>\n\u003cp>\u003cstrong>Benefits for Contract Workers\u003c/strong>\u003c/p>\n\u003cp>Tech companies have also been \u003ca href=\"http://ww2.kqed.org/news/2015/07/14/growing-labor-movement-shakes-up-silicon-valley\">criticized\u003c/a> for what many say is a chasm between how the companies’ actual employees are treated — high salaries, catered lunches and private shuttles — and how the workers who provide services to those employees are treated. They’re the people who cook those lunches and drive those shuttles.\u003c/p>\n\u003cp>Bock said that Google requires its vendors on Bay Area campuses to pay $15 an hour and has asked them to “provide benefits similar to what we’re doing on the Google side.”\u003c/p>\n\u003cp>Specifically, Google asked that health insurance shouldn’t require a waiting period of a year, that employees not pay more than 20 percent of the cost, and that family members and dependents receive benefit coverage right away.\u003c/p>\n\u003cp>“This will kick in with the open enrollment that starts in the fall,” said Bock. “It’s going to be active starting next year, but we agreed on this a long time ago.”\u003c/p>\n\u003cp>\u003cstrong>Unions at Google?\u003c/strong>\u003c/p>\n\u003cp>In February, shuttle drivers for Yahoo, Apple, Genentech, eBay and Zynga voted to join the Teamsters union. The drivers at Google did not and received a pay raise the next month. Some have interpreted this as incentive for the drivers not to unionize. \u003ca href=\"http://www.kqed.org/a/forum/R201507171000\" target=\"_blank\">During the \u003cem>Forum\u003c/em> show\u003c/a>, a caller named Doug, who identified himself as being with the Teamsters union, asked:\u003c/p>\n\u003cp>“Right now we have some shuttle bus drivers who drive for Google who want to organize with our union and are afraid of retaliation. So what is your position on these employees organizing unions without, you know, interference from their employers who do business with you?”\u003c/p>\n\u003cp>Bock’s response:\u003c/p>\n\u003cp>“Well, what I’ll say is that you know we have folks who are unionized, we have folks who are non-union, across the company. Folks have a legal right to organize without fear of retaliation. And that’s a critical and important thing and we respect that. I mean, there would not and will not be retaliation.”\u003c/p>\n\u003cp>During the hour, Bock also spoke about Google’s efforts to hire more veterans and to include more colleges, including community colleges, in its hiring efforts.\u003c/p>\n\u003cp>You can listen to the complete interview here:\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>[soundcloud url=”https://api.soundcloud.com/tracks/215177159″ params=”color=ff5500&auto_play=false&hide_related=false&show_comments=true&show_user=true&show_reposts=false” width=”100%” height=”166″ iframe=”true” /].\u003c/p>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>“Yeah, the numbers are bad,” said Laszlo Bock. “The company is roughly 2 percent African-American, and that’s way lower than you see both in the labor force we draw from and the population generally.”\u003c/p>\n\u003cp>That was how a key Google executive began his response to a question about whether the company recruits at historically black colleges.\u003c/p>\n\u003cp>Bock is head of what’s called “people operations” at Google, or what the rest of us refer to as human resources. He appeared on \u003ca href=\"http://www.kqed.org/a/forum/R201507171000\">KQED’s \u003cem>Forum\u003c/em>\u003c/a> to discuss his book, “Work Rules! Insights from Inside Google That Will Transform How You Live and Lead.”\u003c/p>\n\u003cp>While Google is known for its employee perks and Bock’s book contains a lot about what the company has learned about retaining and managing employees, \u003cem>Forum\u003c/em> listeners wanted to talk about something else that Silicon Valley is known for: a lack of diversity.\u003c/p>\n\u003cp>Google made \u003ca href=\"http://www.pbs.org/newshour/updates/google-discloses-workforce-diversity-data-good/\" target=\"_blank\">headlines\u003c/a> in May 2014 when it published its \u003ca href=\"http://www.google.com/diversity/index.html\" target=\"_blank\">demographic information\u003c/a>. In short, the company is 70 percent male and 60 percent white, \u003ca href=\"http://www.google.com/diversity/index.html\" target=\"_blank\">according to the company’s website\u003c/a>.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Bock said part of the reason that Google decided to release the information was “to put pressure on ourselves. Now we are publicly accountable.\u003c/p>\n\u003cp>“We grew our African-American and Hispanic populations by about 40 percent. But the base we’re growing from is so much smaller, that’s just not enough.”\u003c/p>\n\u003cp>One of the things that Google is doing to address its low number of African-Americans is not merely recruit at historically black colleges, Bock said, but also to have employees work with computer science departments at the schools \u003ca href=\"http://bigstory.ap.org/article/4312d33e1cb8454a9885f230d35f0eb1/google-embeds-engineers-professors\" target=\"_blank\">to refine the curriculum, teach courses and mentor students\u003c/a>.\u003c/p>\n\u003cp>“We went from zero interns ever hired from Howard [University] for computer science to 11 the next year,” said Bock. “We’ve since expanded to five other schools … and hired over 30 people from those colleges.”\u003c/p>\n\u003cp>\u003cstrong>Benefits for Contract Workers\u003c/strong>\u003c/p>\n\u003cp>Tech companies have also been \u003ca href=\"http://ww2.kqed.org/news/2015/07/14/growing-labor-movement-shakes-up-silicon-valley\">criticized\u003c/a> for what many say is a chasm between how the companies’ actual employees are treated — high salaries, catered lunches and private shuttles — and how the workers who provide services to those employees are treated. They’re the people who cook those lunches and drive those shuttles.\u003c/p>\n\u003cp>Bock said that Google requires its vendors on Bay Area campuses to pay $15 an hour and has asked them to “provide benefits similar to what we’re doing on the Google side.”\u003c/p>\n\u003cp>Specifically, Google asked that health insurance shouldn’t require a waiting period of a year, that employees not pay more than 20 percent of the cost, and that family members and dependents receive benefit coverage right away.\u003c/p>\n\u003cp>“This will kick in with the open enrollment that starts in the fall,” said Bock. “It’s going to be active starting next year, but we agreed on this a long time ago.”\u003c/p>\n\u003cp>\u003cstrong>Unions at Google?\u003c/strong>\u003c/p>\n\u003cp>In February, shuttle drivers for Yahoo, Apple, Genentech, eBay and Zynga voted to join the Teamsters union. The drivers at Google did not and received a pay raise the next month. Some have interpreted this as incentive for the drivers not to unionize. \u003ca href=\"http://www.kqed.org/a/forum/R201507171000\" target=\"_blank\">During the \u003cem>Forum\u003c/em> show\u003c/a>, a caller named Doug, who identified himself as being with the Teamsters union, asked:\u003c/p>\n\u003cp>“Right now we have some shuttle bus drivers who drive for Google who want to organize with our union and are afraid of retaliation. So what is your position on these employees organizing unions without, you know, interference from their employers who do business with you?”\u003c/p>\n\u003cp>Bock’s response:\u003c/p>\n\u003cp>“Well, what I’ll say is that you know we have folks who are unionized, we have folks who are non-union, across the company. Folks have a legal right to organize without fear of retaliation. And that’s a critical and important thing and we respect that. I mean, there would not and will not be retaliation.”\u003c/p>\n\u003cp>During the hour, Bock also spoke about Google’s efforts to hire more veterans and to include more colleges, including community colleges, in its hiring efforts.\u003c/p>\n\u003cp>You can listen to the complete interview here:\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>\u003c/p>\u003cp>\u003cdiv class='utils-parseShortcode-shortcodes-__shortcodes__shortcodeWrapper'>\n \u003ciframe width='”100%”' height='”166″'\n scrolling='no' frameborder='no'\n src='https://w.soundcloud.com/player/?url=”https://api.soundcloud.com/tracks/215177159″&visual=true&”color=ff5500&auto_play=false&hide_related=false&show_comments=true&show_user=true&show_reposts=false”'\n title='”https://api.soundcloud.com/tracks/215177159″'>\n \u003c/iframe>\n \u003c/div>\u003c/p>\u003cp>.\u003c/p>\n\n\u003c/div>\u003c/p>",
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"content": "\u003cp>\u003cstrong>Update, Thursday 3:50 p.m.: \u003c/strong>The \u003ca href=\"http://www.bizjournals.com/sanjose/news/2015/07/09/exclusiveapple-signs-major-lease-in-north-san-jose.html?ana=twt\" target=\"_blank\" rel=\"noopener\">Silicon Valley Business Journal\u003c/a> has reported that Apple Inc. signed a major lease for space in San Jose. Citing unnamed sources, the business publication said the Cupertino-based company has reached an agreement to lease nearly 300,000 square feet in North San Jose. The deal, if confirmed, would mark Apple’s first major entry into San Jose in quite some time. Apple wouldn’t comment on the story.\u003c/p>\n\u003cp>\u003cem>This is Part 2 of two-part series looking at why San Jose, the third largest city in California, has faced fiscal problems while the tech boom is enriching the Silicon Valley communities around it. Read \u003ca href=\"http://ww2.kqed.org/news/2015/07/07/why-san-jose-is-barely-in-the-black-despite-the-tech-boom\" target=\"_blank\" rel=\"noopener\">Part 1 here\u003c/a>.\u003c/em>\u003c/p>\n\u003cp>San Jose, the self-described “Capitol of Silicon Valley,” is \u003ca href=\"http://ww2.kqed.org/news/2015/07/07/why-san-jose-is-barely-in-the-black-despite-the-tech-boom\" target=\"_blank\" rel=\"noopener\">barely in the black\u003c/a> after years of deep deficits and painful cutbacks. Why?\u003c/p>\n\u003cp>You could say San Jose didn’t have the luck to be home to one of the tech firms that blew up in this latest boom, like Google, headquartered in Mountain View, or Facebook, based in Menlo Park. But the longer the boom goes on, the more San Jose finally may be getting a piece of the economic action.\u003c/p>\n\u003cp>[contextly_sidebar id=”amQD6ZjYu8t2YRGCmpFryBtpOyytyVJQ”]\u003c/p>\n\u003cp>Consider the \u003ca href=\"http://www.wholefoodsmarket.com/stores/sanjose\" target=\"_blank\" rel=\"noopener\">Whole Foods\u003c/a> in downtown San Jose that opened last December. It’s got its own brewery, and it’s steps away from the \u003ca href=\"http://www.sapcenteratsanjose.com/about\" target=\"_blank\" rel=\"noopener\">SAP Center\u003c/a>, a massive arena home to the San Jose Sharks. On warm summer nights, the open-air tap room is packed with people like Oz Rosario and his wife Jaime.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>“They did a tremendous job here,” says Oz Rosario between sips of beer. “It’s just a great ambiance to come and catch some of the city vibe of what’s going on here — the re-gentrification.”\u003c/p>\n\u003cp>The Rosarios came to San Jose two years ago because of his job in tech. He’s in product development at Verizon. They’ve got two kids under three years old. In many ways, they’re exactly the kind of affluent family Whole Foods expected to attract to this store when it signed the lease seven years ago.\u003c/p>\n\u003cp>Rob Twyman, regional president for Whole Foods Northern California, explains the calculation. “We want to be sure it’s a fairly densely populated area: high proportion of college grads proportionately, and that the site itself is strong in terms of its access, visibility and there’s an affinity for natural foods.”\u003c/p>\n\u003cp>According to the US Census, the median household income in San Jose is $81,829. Compare that to $75,604 in San Francisco. But San Jose lags other cities in the region in capitalizing on sales tax revenues. People shop regionally without regard for city borders. So while Whole Foods has stores in nearby small cities — Campbell and Los Gatos, and another coming soon in Santa Clara — San Jose has only two.\u003c/p>\n\u003cp>San Jose officials say this city of a million people serves as a bedroom community for the region. But in order to provide those residents with the city services they require, urban planners say San Jose needs to pull in more retail and corporate development.\u003c/p>\n\u003cp>Silicon Valley tech companies are the city’s natural target. To start with, the city is home to tech giants from previous tech booms.\u003c/p>\n\u003cp>“To be fair, Cisco Systems in North San Jose isn’t something to sneeze at,” says Paul Krutko, who was San Jose’s Chief Development Officer for eight years. “Adobe headquartering in San Jose is nothing to sneeze at. Ebay, Pay Pal. Two IBM research centers.”\u003c/p>\n\u003cp>But San Jose \u003ca href=\"http://ww2.kqed.org/news/2015/01/07/big-tech-changes-character-of-downtown-redwood-city\" target=\"_blank\" rel=\"noopener\">has been slower\u003c/a> to draw in tech companies from this latest boom, even though many of them have expanded across the region with multiple campuses.\u003c/p>\n\u003cp>That said, the very fact San Jose has lagged behind the rest of the region may now prove to be its saving grace. Much of the rest of Silicon Valley is tapped out for big spaces, and San Jose now seems relatively open and cheap by comparison.\u003c/p>\n\u003cfigure id=\"attachment_10584721\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003ca href=\"http://ww2.kqed.org/news/wp-content/uploads/sites/10/2015/07/RS15942_Silicon-Valley-Class-A-Asking-Rates-Q2-2015_aerial-qut.jpg\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-10584721\" src=\"http://ww2.kqed.org/news/wp-content/uploads/sites/10/2015/07/RS15942_Silicon-Valley-Class-A-Asking-Rates-Q2-2015_aerial-qut-800x518.jpg\" alt=\"Going shopping for Class A office space in Silicon Valley? There's a wide range of geographic options, and prices.\" width=\"800\" height=\"518\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2015/07/RS15942_Silicon-Valley-Class-A-Asking-Rates-Q2-2015_aerial-qut-800x518.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2015/07/RS15942_Silicon-Valley-Class-A-Asking-Rates-Q2-2015_aerial-qut-400x259.jpg 400w, https://cdn.kqed.org/wp-content/uploads/sites/10/2015/07/RS15942_Silicon-Valley-Class-A-Asking-Rates-Q2-2015_aerial-qut-1440x932.jpg 1440w, https://cdn.kqed.org/wp-content/uploads/sites/10/2015/07/RS15942_Silicon-Valley-Class-A-Asking-Rates-Q2-2015_aerial-qut-1180x763.jpg 1180w, https://cdn.kqed.org/wp-content/uploads/sites/10/2015/07/RS15942_Silicon-Valley-Class-A-Asking-Rates-Q2-2015_aerial-qut-960x621.jpg 960w, https://cdn.kqed.org/wp-content/uploads/sites/10/2015/07/RS15942_Silicon-Valley-Class-A-Asking-Rates-Q2-2015_aerial-qut.jpg 1920w\" sizes=\"auto, (max-width: 800px) 100vw, 800px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">Going shopping for Class A office space in Silicon Valley? There’s a wide range of geographic options, and prices. \u003ccite>(Courtesy of Clark Steele and Laura Tu, Newmark Cornish & Carey)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>At least one marquee firm that essentially sidestepped San Jose in the past is now reportedly \u003ca href=\"http://www.bizjournals.com/sanjose/news/2015/05/20/apple-contemplates-san-jose-expansion-hat-it-means.html\" target=\"_blank\" rel=\"noopener\">circling back\u003c/a> to sniff out big properties: Apple Inc. has been looking at two locations in San Jose for expansion, according to the Silicon Valley Business Journal. The Journal, citing unnamed real estate sources, also reported that Tesla Motors Inc. had looked at one of the same sites.\u003c/p>\n\u003cp>Apple and Tesla both declined to comment.\u003c/p>\n\u003cp>“I think San Jose has been able to attract a number of companies that couldn’t afford the rents in the higher priced areas,” says Joe Horwedel, a former planning director for San Jose.\u003c/p>\n\u003cp>According to \u003cspan class=\"Subhead2\">Kim Walesh, \u003c/span>Director of Economic Development for San Jose, some of the tech companies that have moved into the city in the last 18 months include:\u003c/p>\n\u003cul>\n\u003cli>ABB\u003c/li>\n\u003cli>Barracuda Networks\u003c/li>\n\u003cli>Dice\u003c/li>\n\u003cli>Datawise\u003c/li>\n\u003cli>Naprotek\u003c/li>\n\u003cli>Protein Simple\u003c/li>\n\u003cli>Quanta Cloud Technologies\u003c/li>\n\u003cli>Univision\u003c/li>\n\u003cli>Spiraledge\u003c/li>\n\u003cli>Vander-Bend\u003c/li>\n\u003cli>Verizon\u003c/li>\n\u003c/ul>\n\u003cp>There’s no telling whether Apple or Tesla will be added to the list, but news that they’re considering San Jose is gratifying to Horwedel because it suggests his 31 years spent preparing the way for development in San Jose have been worth it.\u003c/p>\n\u003cp>“We worked through a lot of traffic mitigation,” Horwedel says. “We worked through streamlining the approval process to go and be able to approve projects very quickly. So we set the table.”\u003c/p>\n\u003cfigure id=\"attachment_10593412\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003ca href=\"http://ww2.kqed.org/news/wp-content/uploads/sites/10/2015/07/RS15897_IMG_9728-qut.jpg\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-10593412\" src=\"http://ww2.kqed.org/news/wp-content/uploads/sites/10/2015/07/RS15897_IMG_9728-qut-800x600.jpg\" alt=\"From San Jose's perspective, too many tech buses head out of the city every work day. \" width=\"800\" height=\"600\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2015/07/RS15897_IMG_9728-qut-800x600.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2015/07/RS15897_IMG_9728-qut-400x300.jpg 400w, https://cdn.kqed.org/wp-content/uploads/sites/10/2015/07/RS15897_IMG_9728-qut-1440x1080.jpg 1440w, https://cdn.kqed.org/wp-content/uploads/sites/10/2015/07/RS15897_IMG_9728-qut-1180x885.jpg 1180w, https://cdn.kqed.org/wp-content/uploads/sites/10/2015/07/RS15897_IMG_9728-qut-960x720.jpg 960w, https://cdn.kqed.org/wp-content/uploads/sites/10/2015/07/RS15897_IMG_9728-qut.jpg 1920w\" sizes=\"auto, (max-width: 800px) 100vw, 800px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">From San Jose’s perspective, too many tech buses head out of the city every work day. \u003ccite>(Rachael Myrow/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Paul Krutko, who was San Jose’s Chief Development Officer for eight years, agrees. “You have to do some of this work way in advance. Because if you aren’t prepared, if we didn’t do anything on the site [that Apple is examining], Apple [might say] ‘We’d like to locate there,’ and you don’t have the proper zoning, the entitlements, whatever, then they can’t develop it there. They’re going to go to another site.”\u003c/p>\n\u003cp class=\"x_MsoNormal\">A big table has been set. According to the mayor’s office, 10.3 million square feet of office and R&D space is in the pipeline in North San Jose alone, the neighborhood Apple is considering.\u003c/p>\n\u003cp>“We’ve been growing at a record clip for really the last two or three years in terms of jobs,” says Mayor Sam Liccardo. “What we’re seeing in terms of demand for sites from employers has been incredible.”\u003c/p>\n\u003cp>Santa Clara County Assessor Larry Stone says from the time he moved to Sunnyvale in 1970, “Everything historically has rolled from north to south: high tech companies, occupancies, vacancies, rents, roll from Palo Alto south to San Jose.”\u003c/p>\n\u003cp>He says it is important that San Jose takes advantage of the current boom to lock in new tech companies. That’s because while he doesn’t think this tech boom is a bubble, he says he’s seen enough economic busts to doubt that any boom lasts forever.\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n\u003cp>“Because our cycles tend to be steeper, there’s more pressure for cities to get with it before the inevitable downturn to come.”\u003c/p>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003cstrong>Update, Thursday 3:50 p.m.: \u003c/strong>The \u003ca href=\"http://www.bizjournals.com/sanjose/news/2015/07/09/exclusiveapple-signs-major-lease-in-north-san-jose.html?ana=twt\" target=\"_blank\" rel=\"noopener\">Silicon Valley Business Journal\u003c/a> has reported that Apple Inc. signed a major lease for space in San Jose. Citing unnamed sources, the business publication said the Cupertino-based company has reached an agreement to lease nearly 300,000 square feet in North San Jose. The deal, if confirmed, would mark Apple’s first major entry into San Jose in quite some time. Apple wouldn’t comment on the story.\u003c/p>\n\u003cp>\u003cem>This is Part 2 of two-part series looking at why San Jose, the third largest city in California, has faced fiscal problems while the tech boom is enriching the Silicon Valley communities around it. Read \u003ca href=\"http://ww2.kqed.org/news/2015/07/07/why-san-jose-is-barely-in-the-black-despite-the-tech-boom\" target=\"_blank\" rel=\"noopener\">Part 1 here\u003c/a>.\u003c/em>\u003c/p>\n\u003cp>San Jose, the self-described “Capitol of Silicon Valley,” is \u003ca href=\"http://ww2.kqed.org/news/2015/07/07/why-san-jose-is-barely-in-the-black-despite-the-tech-boom\" target=\"_blank\" rel=\"noopener\">barely in the black\u003c/a> after years of deep deficits and painful cutbacks. Why?\u003c/p>\n\u003cp>You could say San Jose didn’t have the luck to be home to one of the tech firms that blew up in this latest boom, like Google, headquartered in Mountain View, or Facebook, based in Menlo Park. But the longer the boom goes on, the more San Jose finally may be getting a piece of the economic action.\u003c/p>\n\u003cp>\u003c/p>\u003cp>\u003c/p>\u003cp>\u003c/p>\n\u003cp>Consider the \u003ca href=\"http://www.wholefoodsmarket.com/stores/sanjose\" target=\"_blank\" rel=\"noopener\">Whole Foods\u003c/a> in downtown San Jose that opened last December. It’s got its own brewery, and it’s steps away from the \u003ca href=\"http://www.sapcenteratsanjose.com/about\" target=\"_blank\" rel=\"noopener\">SAP Center\u003c/a>, a massive arena home to the San Jose Sharks. On warm summer nights, the open-air tap room is packed with people like Oz Rosario and his wife Jaime.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>“They did a tremendous job here,” says Oz Rosario between sips of beer. “It’s just a great ambiance to come and catch some of the city vibe of what’s going on here — the re-gentrification.”\u003c/p>\n\u003cp>The Rosarios came to San Jose two years ago because of his job in tech. He’s in product development at Verizon. They’ve got two kids under three years old. In many ways, they’re exactly the kind of affluent family Whole Foods expected to attract to this store when it signed the lease seven years ago.\u003c/p>\n\u003cp>Rob Twyman, regional president for Whole Foods Northern California, explains the calculation. “We want to be sure it’s a fairly densely populated area: high proportion of college grads proportionately, and that the site itself is strong in terms of its access, visibility and there’s an affinity for natural foods.”\u003c/p>\n\u003cp>According to the US Census, the median household income in San Jose is $81,829. Compare that to $75,604 in San Francisco. But San Jose lags other cities in the region in capitalizing on sales tax revenues. People shop regionally without regard for city borders. So while Whole Foods has stores in nearby small cities — Campbell and Los Gatos, and another coming soon in Santa Clara — San Jose has only two.\u003c/p>\n\u003cp>San Jose officials say this city of a million people serves as a bedroom community for the region. But in order to provide those residents with the city services they require, urban planners say San Jose needs to pull in more retail and corporate development.\u003c/p>\n\u003cp>Silicon Valley tech companies are the city’s natural target. To start with, the city is home to tech giants from previous tech booms.\u003c/p>\n\u003cp>“To be fair, Cisco Systems in North San Jose isn’t something to sneeze at,” says Paul Krutko, who was San Jose’s Chief Development Officer for eight years. “Adobe headquartering in San Jose is nothing to sneeze at. Ebay, Pay Pal. Two IBM research centers.”\u003c/p>\n\u003cp>But San Jose \u003ca href=\"http://ww2.kqed.org/news/2015/01/07/big-tech-changes-character-of-downtown-redwood-city\" target=\"_blank\" rel=\"noopener\">has been slower\u003c/a> to draw in tech companies from this latest boom, even though many of them have expanded across the region with multiple campuses.\u003c/p>\n\u003cp>That said, the very fact San Jose has lagged behind the rest of the region may now prove to be its saving grace. Much of the rest of Silicon Valley is tapped out for big spaces, and San Jose now seems relatively open and cheap by comparison.\u003c/p>\n\u003cfigure id=\"attachment_10584721\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003ca href=\"http://ww2.kqed.org/news/wp-content/uploads/sites/10/2015/07/RS15942_Silicon-Valley-Class-A-Asking-Rates-Q2-2015_aerial-qut.jpg\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-10584721\" src=\"http://ww2.kqed.org/news/wp-content/uploads/sites/10/2015/07/RS15942_Silicon-Valley-Class-A-Asking-Rates-Q2-2015_aerial-qut-800x518.jpg\" alt=\"Going shopping for Class A office space in Silicon Valley? There's a wide range of geographic options, and prices.\" width=\"800\" height=\"518\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2015/07/RS15942_Silicon-Valley-Class-A-Asking-Rates-Q2-2015_aerial-qut-800x518.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2015/07/RS15942_Silicon-Valley-Class-A-Asking-Rates-Q2-2015_aerial-qut-400x259.jpg 400w, https://cdn.kqed.org/wp-content/uploads/sites/10/2015/07/RS15942_Silicon-Valley-Class-A-Asking-Rates-Q2-2015_aerial-qut-1440x932.jpg 1440w, https://cdn.kqed.org/wp-content/uploads/sites/10/2015/07/RS15942_Silicon-Valley-Class-A-Asking-Rates-Q2-2015_aerial-qut-1180x763.jpg 1180w, https://cdn.kqed.org/wp-content/uploads/sites/10/2015/07/RS15942_Silicon-Valley-Class-A-Asking-Rates-Q2-2015_aerial-qut-960x621.jpg 960w, https://cdn.kqed.org/wp-content/uploads/sites/10/2015/07/RS15942_Silicon-Valley-Class-A-Asking-Rates-Q2-2015_aerial-qut.jpg 1920w\" sizes=\"auto, (max-width: 800px) 100vw, 800px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">Going shopping for Class A office space in Silicon Valley? There’s a wide range of geographic options, and prices. \u003ccite>(Courtesy of Clark Steele and Laura Tu, Newmark Cornish & Carey)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>At least one marquee firm that essentially sidestepped San Jose in the past is now reportedly \u003ca href=\"http://www.bizjournals.com/sanjose/news/2015/05/20/apple-contemplates-san-jose-expansion-hat-it-means.html\" target=\"_blank\" rel=\"noopener\">circling back\u003c/a> to sniff out big properties: Apple Inc. has been looking at two locations in San Jose for expansion, according to the Silicon Valley Business Journal. The Journal, citing unnamed real estate sources, also reported that Tesla Motors Inc. had looked at one of the same sites.\u003c/p>\n\u003cp>Apple and Tesla both declined to comment.\u003c/p>\n\u003cp>“I think San Jose has been able to attract a number of companies that couldn’t afford the rents in the higher priced areas,” says Joe Horwedel, a former planning director for San Jose.\u003c/p>\n\u003cp>According to \u003cspan class=\"Subhead2\">Kim Walesh, \u003c/span>Director of Economic Development for San Jose, some of the tech companies that have moved into the city in the last 18 months include:\u003c/p>\n\u003cul>\n\u003cli>ABB\u003c/li>\n\u003cli>Barracuda Networks\u003c/li>\n\u003cli>Dice\u003c/li>\n\u003cli>Datawise\u003c/li>\n\u003cli>Naprotek\u003c/li>\n\u003cli>Protein Simple\u003c/li>\n\u003cli>Quanta Cloud Technologies\u003c/li>\n\u003cli>Univision\u003c/li>\n\u003cli>Spiraledge\u003c/li>\n\u003cli>Vander-Bend\u003c/li>\n\u003cli>Verizon\u003c/li>\n\u003c/ul>\n\u003cp>There’s no telling whether Apple or Tesla will be added to the list, but news that they’re considering San Jose is gratifying to Horwedel because it suggests his 31 years spent preparing the way for development in San Jose have been worth it.\u003c/p>\n\u003cp>“We worked through a lot of traffic mitigation,” Horwedel says. “We worked through streamlining the approval process to go and be able to approve projects very quickly. So we set the table.”\u003c/p>\n\u003cfigure id=\"attachment_10593412\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003ca href=\"http://ww2.kqed.org/news/wp-content/uploads/sites/10/2015/07/RS15897_IMG_9728-qut.jpg\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-10593412\" src=\"http://ww2.kqed.org/news/wp-content/uploads/sites/10/2015/07/RS15897_IMG_9728-qut-800x600.jpg\" alt=\"From San Jose's perspective, too many tech buses head out of the city every work day. \" width=\"800\" height=\"600\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2015/07/RS15897_IMG_9728-qut-800x600.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2015/07/RS15897_IMG_9728-qut-400x300.jpg 400w, https://cdn.kqed.org/wp-content/uploads/sites/10/2015/07/RS15897_IMG_9728-qut-1440x1080.jpg 1440w, https://cdn.kqed.org/wp-content/uploads/sites/10/2015/07/RS15897_IMG_9728-qut-1180x885.jpg 1180w, https://cdn.kqed.org/wp-content/uploads/sites/10/2015/07/RS15897_IMG_9728-qut-960x720.jpg 960w, https://cdn.kqed.org/wp-content/uploads/sites/10/2015/07/RS15897_IMG_9728-qut.jpg 1920w\" sizes=\"auto, (max-width: 800px) 100vw, 800px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">From San Jose’s perspective, too many tech buses head out of the city every work day. \u003ccite>(Rachael Myrow/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Paul Krutko, who was San Jose’s Chief Development Officer for eight years, agrees. “You have to do some of this work way in advance. Because if you aren’t prepared, if we didn’t do anything on the site [that Apple is examining], Apple [might say] ‘We’d like to locate there,’ and you don’t have the proper zoning, the entitlements, whatever, then they can’t develop it there. They’re going to go to another site.”\u003c/p>\n\u003cp class=\"x_MsoNormal\">A big table has been set. According to the mayor’s office, 10.3 million square feet of office and R&D space is in the pipeline in North San Jose alone, the neighborhood Apple is considering.\u003c/p>\n\u003cp>“We’ve been growing at a record clip for really the last two or three years in terms of jobs,” says Mayor Sam Liccardo. “What we’re seeing in terms of demand for sites from employers has been incredible.”\u003c/p>\n\u003cp>Santa Clara County Assessor Larry Stone says from the time he moved to Sunnyvale in 1970, “Everything historically has rolled from north to south: high tech companies, occupancies, vacancies, rents, roll from Palo Alto south to San Jose.”\u003c/p>\n\u003cp>He says it is important that San Jose takes advantage of the current boom to lock in new tech companies. That’s because while he doesn’t think this tech boom is a bubble, he says he’s seen enough economic busts to doubt that any boom lasts forever.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>“Because our cycles tend to be steeper, there’s more pressure for cities to get with it before the inevitable downturn to come.”\u003c/p>\n\n\u003c/div>\u003c/p>",
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"content": "\u003cp>\u003ca href=\"https://www.linkedin.com/in/franmaier\">Fran Maier\u003c/a>, a tech entrepreneur known for co-founding Match.com, hosted a small, catered dinner gathering at her San Francisco home Friday night. Drinks were poured and risotto preparation was underway – but some guests nevertheless arrived feeling disappointed.\u003c/p>\n\u003cp>News had just hit that Reddit interim CEO Ellen Pao had lost her \u003ca href=\"http://ww2.kqed.org/news/2015/03/24/final-arguments-in-ellen-pao-gender-discrimination-trial\">gender discrimination lawsuit\u003c/a> against her former employer, prominent venture capital firm Kleiner Perkins Caufield & Byers.\u003c/p>\n\u003cp>[soundcloud url=”https://api.soundcloud.com/tracks/198498567″ params=”color=ff5500&auto_play=false&hide_related=false&show_comments=true&show_user=true&show_reposts=false” width=”100%” height=”166″ iframe=”true” /]\u003c/p>\n\u003cp>The women executives at Maier’s party had spent years navigating Silicon Valley’s male-dominated venture capital world to secure financial backing for their businesses, and they expressed frustration at how little had changed.\u003c/p>\n\u003cp>“I’m wondering, what kind of message does it send to those that are in technology right now?” asked \u003ca href=\"https://www.linkedin.com/in/rachelfierberg\">Rachel Fierberg\u003c/a>, CFO and COO of \u003ca href=\"http://www.dwell.com/\">Dwell\u003c/a>, which is gearing up to raise $5 million in VC funding. Did it mean women bringing gender bias cases should expect the outcome “that it’s not necessarily discrimination?”\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>“I wanted to put my money on Ellen and her case, but it’s really hard to know what goes on in a jury, and in a trial,” said Maier. “I was really disappointed. But I can’t say I was 100 percent surprised.”\u003c/p>\n\u003cp>Despite Silicon Valley’s cultural mindset of providing opportunity to all, “it’s really not a meritocracy,” Maier said. “And I think this really exposed that biases … exist.”\u003c/p>\n\u003cp>Maier questioned the pervasive stereotype of the Silicon Valley entrepreneur “being a 20-something guy in a hoodie.” And even though users of social media are predominantly women, when Twitter went public, “they didn’t think there were any qualified women to sit on their board? This is where we get angry,” she said.\u003c/p>\n\u003cp>[soundcloud url=”https://api.soundcloud.com/playlists/94165532″ params=”auto_play=false&hide_related=false&show_comments=true&show_user=true&show_reposts=false&visual=true” width=”100%” height=”450″ iframe=”true” /]\u003c/p>\n\u003cp>Founder and CEO \u003ca href=\"https://www.linkedin.com/in/annazornosa\">Anna Zornosa\u003c/a>, who created a Burlingame apparel company called \u003ca href=\"http://www.rubyribbon.com/\">Ruby Ribbon\u003c/a>, said she thought Pao’s gender discrimination suit “really drew attention to the fact that there aren’t more women general partners in venture capital. But that’s the very, very top of the pyramid. And the top of the pyramid is always going to be slower to change.”\u003c/p>\n\u003cp>The number of women partners at venture capital firms has actually taken a nose dive in recent years, going from 10 percent in 1999 to six percent in 2014, according to a \u003ca href=\"http://www.babson.edu/Academics/centers/blank-center/global-research/diana/Documents/diana-project-executive-summary-2014.pdf\">Babson College report\u003c/a> released last September.\u003c/p>\n\u003cp>Firms with women partners are three times more likely to invest in companies led by women CEOs, the report found. But from 2011-2013, companies with women at the helm only received three percent of total venture capital dollars invested.\u003c/p>\n\u003cp>Nevertheless, the entrepreneurs at Maier’s party said women operating in Silicon Valley’s business environment have developed a strategy for getting ahead: building up networks of women investors and entrepreneurs.\u003c/p>\n\u003cp>[contextly_sidebar id=”b69FhU65pvCeUtnnqtZjIXh5QdbYn1xT”]\u003c/p>\n\u003cp>“Anna and I have been entrepreneurs … for 20-something years,” Maier explained. “Things haven’t changed a whole lot, except that now I think there’s more support for these women. I mean, we all mentor younger women. And we’re trying to get more women to invest as angels into these companies, because a lot of women have the resources to invest, and their money ought to speak to this issue.”\u003c/p>\n\u003cp>Lisa Pinckney said she viewed the case as an outsider, since she’s new to California and has never worked in tech. “I just always thought that in this part of the country, there would be a lot more diversity and a lot more opportunities for women. So until this case came to the forefront, I had no idea what was happening in the industry,” she said.\u003c/p>\n\u003cp>A chef who founded a successful company called Mattie’s Pies – “We were the official pecan pie of the 1996 Olympics, that’s my claim to fame”– Pinckney said she was all too familiar with gender bias in the business world.\u003c/p>\n\u003cp>“I had to kiss a lot of male behind to get things done,” she said. “I was the first woman to export food in the U.S., and therefore I had to smoke a lot of cigars with a lot of guys to get my food shipped to Europe.”\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>Pinckney said her experience has inspired her to lend support to female entrepreneurs, because she doesn’t want others to experience the same kind of pushback she encountered. “When I walk into a bank, if I don’t have my husband with me, I may not get the loan,” she said. “And that’s just ridiculous.”\u003c/p>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003ca href=\"https://www.linkedin.com/in/franmaier\">Fran Maier\u003c/a>, a tech entrepreneur known for co-founding Match.com, hosted a small, catered dinner gathering at her San Francisco home Friday night. Drinks were poured and risotto preparation was underway – but some guests nevertheless arrived feeling disappointed.\u003c/p>\n\u003cp>News had just hit that Reddit interim CEO Ellen Pao had lost her \u003ca href=\"http://ww2.kqed.org/news/2015/03/24/final-arguments-in-ellen-pao-gender-discrimination-trial\">gender discrimination lawsuit\u003c/a> against her former employer, prominent venture capital firm Kleiner Perkins Caufield & Byers.\u003c/p>\n\u003cp>\u003c/p>\u003cp>\u003cdiv class='utils-parseShortcode-shortcodes-__shortcodes__shortcodeWrapper'>\n \u003ciframe width='”100%”' height='”166″'\n scrolling='no' frameborder='no'\n src='https://w.soundcloud.com/player/?url=”https://api.soundcloud.com/tracks/198498567″&visual=true&”color=ff5500&auto_play=false&hide_related=false&show_comments=true&show_user=true&show_reposts=false”'\n title='”https://api.soundcloud.com/tracks/198498567″'>\n \u003c/iframe>\n \u003c/div>\u003c/p>\u003cp>\u003c/p>\n\u003cp>The women executives at Maier’s party had spent years navigating Silicon Valley’s male-dominated venture capital world to secure financial backing for their businesses, and they expressed frustration at how little had changed.\u003c/p>\n\u003cp>“I’m wondering, what kind of message does it send to those that are in technology right now?” asked \u003ca href=\"https://www.linkedin.com/in/rachelfierberg\">Rachel Fierberg\u003c/a>, CFO and COO of \u003ca href=\"http://www.dwell.com/\">Dwell\u003c/a>, which is gearing up to raise $5 million in VC funding. Did it mean women bringing gender bias cases should expect the outcome “that it’s not necessarily discrimination?”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>“I wanted to put my money on Ellen and her case, but it’s really hard to know what goes on in a jury, and in a trial,” said Maier. “I was really disappointed. But I can’t say I was 100 percent surprised.”\u003c/p>\n\u003cp>Despite Silicon Valley’s cultural mindset of providing opportunity to all, “it’s really not a meritocracy,” Maier said. “And I think this really exposed that biases … exist.”\u003c/p>\n\u003cp>Maier questioned the pervasive stereotype of the Silicon Valley entrepreneur “being a 20-something guy in a hoodie.” And even though users of social media are predominantly women, when Twitter went public, “they didn’t think there were any qualified women to sit on their board? This is where we get angry,” she said.\u003c/p>\n\u003cp>\u003c/p>\u003cp>\u003cdiv class='utils-parseShortcode-shortcodes-__shortcodes__shortcodeWrapper'>\n \u003ciframe width='”100%”' height='”450″'\n scrolling='no' frameborder='no'\n src='https://w.soundcloud.com/player/?url=”https://api.soundcloud.com/playlists/94165532″&visual=true&”auto_play=false&hide_related=false&show_comments=true&show_user=true&show_reposts=false&visual=true”'\n title='”https://api.soundcloud.com/playlists/94165532″'>\n \u003c/iframe>\n \u003c/div>\u003c/p>\u003cp>\u003c/p>\n\u003cp>Founder and CEO \u003ca href=\"https://www.linkedin.com/in/annazornosa\">Anna Zornosa\u003c/a>, who created a Burlingame apparel company called \u003ca href=\"http://www.rubyribbon.com/\">Ruby Ribbon\u003c/a>, said she thought Pao’s gender discrimination suit “really drew attention to the fact that there aren’t more women general partners in venture capital. But that’s the very, very top of the pyramid. And the top of the pyramid is always going to be slower to change.”\u003c/p>\n\u003cp>The number of women partners at venture capital firms has actually taken a nose dive in recent years, going from 10 percent in 1999 to six percent in 2014, according to a \u003ca href=\"http://www.babson.edu/Academics/centers/blank-center/global-research/diana/Documents/diana-project-executive-summary-2014.pdf\">Babson College report\u003c/a> released last September.\u003c/p>\n\u003cp>Firms with women partners are three times more likely to invest in companies led by women CEOs, the report found. But from 2011-2013, companies with women at the helm only received three percent of total venture capital dollars invested.\u003c/p>\n\u003cp>Nevertheless, the entrepreneurs at Maier’s party said women operating in Silicon Valley’s business environment have developed a strategy for getting ahead: building up networks of women investors and entrepreneurs.\u003c/p>\n\u003cp>\u003c/p>\u003cp>\u003c/p>\u003cp>\u003c/p>\n\u003cp>“Anna and I have been entrepreneurs … for 20-something years,” Maier explained. “Things haven’t changed a whole lot, except that now I think there’s more support for these women. I mean, we all mentor younger women. And we’re trying to get more women to invest as angels into these companies, because a lot of women have the resources to invest, and their money ought to speak to this issue.”\u003c/p>\n\u003cp>Lisa Pinckney said she viewed the case as an outsider, since she’s new to California and has never worked in tech. “I just always thought that in this part of the country, there would be a lot more diversity and a lot more opportunities for women. So until this case came to the forefront, I had no idea what was happening in the industry,” she said.\u003c/p>\n\u003cp>A chef who founded a successful company called Mattie’s Pies – “We were the official pecan pie of the 1996 Olympics, that’s my claim to fame”– Pinckney said she was all too familiar with gender bias in the business world.\u003c/p>\n\u003cp>“I had to kiss a lot of male behind to get things done,” she said. “I was the first woman to export food in the U.S., and therefore I had to smoke a lot of cigars with a lot of guys to get my food shipped to Europe.”\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>Pinckney said her experience has inspired her to lend support to female entrepreneurs, because she doesn’t want others to experience the same kind of pushback she encountered. “When I walk into a bank, if I don’t have my husband with me, I may not get the loan,” she said. “And that’s just ridiculous.”\u003c/p>\n\n\u003c/div>\u003c/p>",
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"content": "\u003cfigure id=\"attachment_137366\" class=\"wp-caption alignnone\" style=\"max-width: 640px\">\u003ca href=\"http://ww2.kqed.org/news/2014/05/28/the-good-news-about-working-in-the-bay-area-for-some-wages-are-very-high/rs8537_img_9782-scr-2/\" rel=\"attachment wp-att-137366\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-137366\" src=\"http://ww2.kqed.org/news/wp-content/uploads/sites/10/2014/05/RS8537_IMG_9782-scr-640x426.jpg\" alt=\"(Mark Andrew Boyer/KQED)\" width=\"640\" height=\"426\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">(Mark Andrew Boyer/KQED) \u003ccite>(Mark Andrew Boyer/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>The San Francisco Municipal Transportation Agency has tentatively approved a list of stops for its tech shuttle bus pilot program following a packed public hearing at City Hall Friday that drew complaints from residents concerned about the loss of parking and the impacts on their neighborhoods.\u003c/p>\n\u003cp>“They’re just ramrodding this through and it’s wrong-minded and short-sighted,” said Lisa Awbrey, who lives near two Muni stops in the Panhandle where public buses would share curb space with private shuttles.\u003c/p>\n\u003cp>The SFMTA approved an 18-month pilot \u003ca href=\"http://sfmta.com/fr/projects-planning/projects/commuter-shuttles-policy-and-pilot-program\">commuter shuttle program\u003c/a> in January, and earlier this month said it identified 115 stops where the shuttles would share space with Muni buses. It originally called for 200 stops.\u003c/p>\n\u003cp>“We really wanted to select locations where, based on our best information, we could accommodate the shuttle activity and minimize impact on Muni and other users,” said Carli Paine of the SFMTA.\u003c/p>\n\u003cp>At nine locations, where Muni stops are too busy, some parking would be removed to \u003ca href=\"http://sf.streetsblog.org/2014/06/12/are-sfmtas-proposed-shuttle-stops-enough-to-end-muni-conflicts/\">provide white zones\u003c/a> exclusively for shuttles. Three parking spaces would be permanently eliminated and 30 spaces used during peak hours, or about .01 percent of all on-street spaces in the city, according to the SFMTA.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Gus Hernandez of the Alamo Square Neighborhood Association is worried about one of the white zone stops proposed on Hayes Street at Steiner.\u003c/p>\n\u003cp>“Our concern is that it’s going to cause more congestion and traffic in the neighborhood, as well as removal of parking on the north side,” he said.\u003c/p>\n\u003cp>Adrian Covert of the Bay Area Council was among the few speakers at the public hearing who testified in favor of the shuttle program, saying it’s a vital link in the transportation system, and that the loss of parking would be minimal.\u003c/p>\n\u003cp>“Three permanent parking spaces overall are going to be eliminated to provide for shuttle space for 17,000 San Francisco residents. I think that’s a pretty good deal,” he said.\u003c/p>\n\u003cp>Activists who contend the tech shuttles, often called “Google buses,” have helped fuel gentrification\u003ca href=\"http://ww2.kqed.org/news/san-francisco-activists-and-seiu-sue-city-over-google-bus-plan\"> have filed a lawsuit\u003c/a> against the city, demanding an environmental review. A settlement conference is scheduled for next week, said Sara Shortt, director of the Housing Rights Committee.\u003c/p>\n\u003cp>While she supports the white zones, Shortt said the city needs to get more creative about how it manages the shuttles.\u003c/p>\n\u003cp>“I think there are better solutions, like having a tech hub in one specific space. I think they can stretch themselves further. I do think not using the Muni stops is an absolute improvement,” she said.\u003c/p>\n\u003cp>Eighty eight stops were approved at the hearing by a traffic engineering panel. SFMTA officials said they were still reviewing a small number of additional stops that would be considered at a July 11th public hearing. The list of stops is then expected to go before the SFMTA Board for final approval.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>The shuttle pilot is scheduled to start August 1st, a month later than anticipated.\u003c/p>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cfigure id=\"attachment_137366\" class=\"wp-caption alignnone\" style=\"max-width: 640px\">\u003ca href=\"http://ww2.kqed.org/news/2014/05/28/the-good-news-about-working-in-the-bay-area-for-some-wages-are-very-high/rs8537_img_9782-scr-2/\" rel=\"attachment wp-att-137366\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-137366\" src=\"http://ww2.kqed.org/news/wp-content/uploads/sites/10/2014/05/RS8537_IMG_9782-scr-640x426.jpg\" alt=\"(Mark Andrew Boyer/KQED)\" width=\"640\" height=\"426\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">(Mark Andrew Boyer/KQED) \u003ccite>(Mark Andrew Boyer/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>The San Francisco Municipal Transportation Agency has tentatively approved a list of stops for its tech shuttle bus pilot program following a packed public hearing at City Hall Friday that drew complaints from residents concerned about the loss of parking and the impacts on their neighborhoods.\u003c/p>\n\u003cp>“They’re just ramrodding this through and it’s wrong-minded and short-sighted,” said Lisa Awbrey, who lives near two Muni stops in the Panhandle where public buses would share curb space with private shuttles.\u003c/p>\n\u003cp>The SFMTA approved an 18-month pilot \u003ca href=\"http://sfmta.com/fr/projects-planning/projects/commuter-shuttles-policy-and-pilot-program\">commuter shuttle program\u003c/a> in January, and earlier this month said it identified 115 stops where the shuttles would share space with Muni buses. It originally called for 200 stops.\u003c/p>\n\u003cp>“We really wanted to select locations where, based on our best information, we could accommodate the shuttle activity and minimize impact on Muni and other users,” said Carli Paine of the SFMTA.\u003c/p>\n\u003cp>At nine locations, where Muni stops are too busy, some parking would be removed to \u003ca href=\"http://sf.streetsblog.org/2014/06/12/are-sfmtas-proposed-shuttle-stops-enough-to-end-muni-conflicts/\">provide white zones\u003c/a> exclusively for shuttles. Three parking spaces would be permanently eliminated and 30 spaces used during peak hours, or about .01 percent of all on-street spaces in the city, according to the SFMTA.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"info": "Our flagship program, helmed by Kai Ryssdal, examines what the day in money delivered, through stories, conversations, newsworthy numbers and more. Updated Monday through Friday at about 3:30 p.m. PT.",
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"mindshift": {
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"info": "The MindShift podcast explores the innovations in education that are shaping how kids learn. Hosts Ki Sung and Katrina Schwartz introduce listeners to educators, researchers, parents and students who are developing effective ways to improve how kids learn. We cover topics like how fed-up administrators are developing surprising tactics to deal with classroom disruptions; how listening to podcasts are helping kids develop reading skills; the consequences of overparenting; and why interdisciplinary learning can engage students on all ends of the traditional achievement spectrum. This podcast is part of the MindShift education site, a division of KQED News. KQED is an NPR/PBS member station based in San Francisco. You can also visit the MindShift website for episodes and supplemental blog posts or tweet us \u003ca href=\"https://twitter.com/MindShiftKQED\">@MindShiftKQED\u003c/a> or visit us at \u003ca href=\"/mindshift\">MindShift.KQED.org\u003c/a>",
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"order": 12
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"onourwatch": {
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"info": "For decades, the process for how police police themselves has been inconsistent – if not opaque. In some states, like California, these proceedings were completely hidden. After a new police transparency law unsealed scores of internal affairs files, our reporters set out to examine these cases and the shadow world of police discipline. On Our Watch brings listeners into the rooms where officers are questioned and witnesses are interrogated to find out who this system is really protecting. Is it the officers, or the public they've sworn to serve?",
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"tagline": "Politics from a personal perspective",
"info": "Political Breakdown is a new series that explores the political intersection of California and the nation. Each week hosts Scott Shafer and Marisa Lagos are joined with a new special guest to unpack politics -- with personality — and offer an insider’s glimpse at how politics happens.",
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"possible": {
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"title": "Possible",
"info": "Possible is hosted by entrepreneur Reid Hoffman and writer Aria Finger. Together in Possible, Hoffman and Finger lead enlightening discussions about building a brighter collective future. The show features interviews with visionary guests like Trevor Noah, Sam Altman and Janette Sadik-Khan. Possible paints an optimistic portrait of the world we can create through science, policy, business, art and our shared humanity. It asks: What if everything goes right for once? How can we get there? Each episode also includes a short fiction story generated by advanced AI GPT-4, serving as a thought-provoking springboard to speculate how humanity could leverage technology for good.",
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"officialWebsiteLink": "https://www.possible.fm/",
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"source": "Possible"
},
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"pri-the-world": {
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"title": "PRI's The World: Latest Edition",
"info": "Each weekday, host Marco Werman and his team of producers bring you the world's most interesting stories in an hour of radio that reminds us just how small our planet really is.",
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"imageSrc": "https://cdn.kqed.org/wp-content/uploads/2024/04/The-World-Podcast-Tile-360x360-1.jpg",
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},
"radiolab": {
"id": "radiolab",
"title": "Radiolab",
"info": "A two-time Peabody Award-winner, Radiolab is an investigation told through sounds and stories, and centered around one big idea. In the Radiolab world, information sounds like music and science and culture collide. Hosted by Jad Abumrad and Robert Krulwich, the show is designed for listeners who demand skepticism, but appreciate wonder. WNYC Studios is the producer of other leading podcasts including Freakonomics Radio, Death, Sex & Money, On the Media and many more.",
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},
"reveal": {
"id": "reveal",
"title": "Reveal",
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