I submitted it, then did a search for the domain. Noticed that there was discussion on a previous submission, thought that was worth pointing out. ChrisArchitect is pretty good at this, but sometimes I do it myself.
I wonder if people are confused about their repositioning.
An AnitaB.org press release dated April 24, 2025, stated its mission as:
> “to get women in tech skilled, hired, promoted, paid, and funded so that they can thrive, lead, and drive innovation for a more equitable and sustainable future.”
The current mission page instead says:
> “to get our community in tech skilled, hired, promoted, paid, and funded, so they can thrive, lead, and drive innovation for a more impartial and sustainable future.”
It's really hard to tell from their current mission statement who "our community" is.
Since DEI became a curse word, you cannot say you do anything for women anymore. I think it's pretty clear who the community still is, but with snowflakes running the government, wording suffers.
I so hate that trying to help historically disadvantaged groups some extra help is considered bad. Like I get not making a group extra powered, but to help women in tech or research into Black prenatal care just seems absurd.
Snowflake has the weirdest provinance. It was used in Fight Club as a metaphor for individual uniqueness, but because the people who thought Tyler Durden was the coolest thing ever identified with his followers. When Tyler said "You are not snowflakes" they took it to be a positive statement. Snowflake got reinterpreted as a metaphor for fragility.
Ironicly many of those who use the term are not snowflakes in one of those senses and are in the other, but the opposite of what they believe to be true.
Tyler Durden, Don Drapper, Patrick Bateman, are all characters that you’re not supposed to want to be like but that “blackpilled” men completely miss the point and worship. There must be a name for this type of character influence. It reminds me of the “torrent nexus” trope but for people.
Correct. I wouldn’t really call them anti-heroes, however, as those are still meant to be sympathetic.
To put it less ambiguously, I’m looking for a term for a character which is written to be repulsive but a number of people in the real world misinterpret as a role model.
> Palahniuk was hardly the first person to use the metaphor. It's the stuff of self-help books and inspirational posters and elementary school assurances.
> In the 1970s snowflake was a disparaging term for a white man or for a black man who was seen as acting white.
> In Missouri in the early 1860s, a "Snowflake" was a person who was opposed to the abolition of slavery—the implication of the name being that such people valued white people over black people.
> “Snowflake” used to be a pejorative to describe the political left
Horseshoe theory [1]. Both the far left and right are thin skinned, constantly engrossed in nonsensical semantic debates and accusing their betters of lacking a sense of humor.
These days, Varoufakis talks about "radical centrists".
(It's possisble he doesn't actually have a sense of humour and what we're seeing is pure schadenfreude over, eg, the unsurprising stuff that's happening to the centre-left in Sweden right now. Which happened to Starmer, and has yet to happen to Burnham
But this is maybe only "empirical"--- your wiki link mentions the vulnerability of centrism to elite takeover, and subsequent alienation from the masses. Nod to your "betters")
I don't think this word has meaning anymore in modern Western politics. We have institutionalists.They aren't that different from the animating essence of Trump 1.0–they want to go back to some good old days. Even though the world has since changed. And the old days weren't that good, they're the reason we're where we are now.
And we have various folks pitching reform. The idiots on the far left and the right agree on the broad structure of reform, namely, nothing thoughtful except getting rid of the other guys. But they aren't the only ones pitching reform.
Sweden has bloc politics, i.e. no single party has the majority to govern.
The red-green bloc (left, center and greens) won a majority but the center party is playing kingmaker and refusing to let the left party into government. The left party has said from well before the election that they, reasonably, will not vote to support a government which they are not part of.
This has been due to decades of bourgeois rat-fucking on policies, most notably disability / sick insurance reforms, after they got the left party's support votes.
There is speculation that the center party would instead support the prior right wing government instead - as long as the extreme right stays out of government, despite them successfully getting all of their policies pushed through.
The short of it is that "centrist" parties are just right wing parties in disguise, in that they NEVER support leftist reforms but will happily support the right when it suits upper class economic interests.
Democracy being what it is, can be messy and nobody goes home happy. But the left of the left bloc saw the largest electoral gains in this election, so a move to the left is arguably what a growing portion of the electorate wanted. It was still a very close election, so you could frame it in many ways, but that the green-reds did see the biggest gains is fact.
Aha ok I was wondering when I asked if you meant the internal politics or either social democrats or greens - what I think of as the two center left parties - had been going through an activist far left internal struggle (as is happening to the very separate Green Party in the UK right now).
You make it sound like the center party is playing both sides but as I understand it is not part of that block, and they would be OK with social democrats but not far left in government. What's wrong with that?
Well, they have said they would support the social democrat party leader as prime minister, prior to the election - as did the left and green parties and are (sort of) participating with those parties in negotiating the formation of a new government. And none have the mandates to form a government without each other. So I would say they are in fact part of the same "bloc", in some sense.
However, the left has stated that they rather reasonably won't support a government that they are not part of. The center party on the other hand has said they won't support any government that the left party is in and seem to be open to forming a government (at least not denying when being asked directly) with the right wing parties of the former government, despite that bloc losing the election.
When one party's "red lines" only seem to soften when facing the right, I think that does say something about their true intentions.
Yes, and it's being used ironically here. The people who pointed and laughed at those who wanted "safe spaces" and overly sensitive, are overly sensitive about people not like them getting any help. "You called us snowflakes, but you're the ones who have the fragile ego."
Most students are probably on trips paid for by others. Many of those groups would probably not be keen to fund an itinerary-free trip to Irvine California for a few days. Even if the students were purported to want to impromptu organize.
Sad to see this canceled and especially at the last minute.
Since DEI imploded most companies won’t touch anything with a 100 ft pole that looks like it might go anywhere near that, and seems like that didn’t help here re finding.
This always seemed like a good event and only ever heard positive things about it. The controversies and scandals surrounding DEI were not about this, and thus it would appear this may be collateral damage.
It doesn’t say anyone pulled out at the last minute.
I think we’re trying to put on a very big conference and hoping that big sponsors would come through at the last minute to make the numbers work.
They’ve had some problems in the recent years. It even made NPR headlines for cops having to show up. Everyone who hasn’t heard of the conference until now is assuming the sponsors are entirely to blame but the conference was not doing well for a couple years.
You could say that it was easier to practice before the executive (that routinely hires the dumbest troglodytes - whose only qualification is loyalty to the fuhrer - into positions of power) started a witchhunt against anyone practicing it.
Since the only god our corporatations worship goes by power and money, they all started tripping over themselves to kiss the ring.
I should be the last one to defend the existing system.
But IMHO DEI answers the wrong question.
Worthwhile lives does not come from equal access to the hamster wheel.
I am much more pro UBI structures og negative taxation - which are inherently difficult to make descriminatory as there is no personal judgement of the people to receive it.
You probably don't actually want corporations that do intrinsically care about being able to violate federal civil rights and anti-discrimination law, and are willing to lose money and give up influence in order to keep doing so.
My friend, as soon as the felon-in-chief started flexing his muscles, half of them suddenly announced that they wouldn't even support a fucking pride parade.
(Showing up to one, or writing a check to one, is as far as I or anyone else on this planet is aware, is not in violation of any law.)
There's no need to whitewash or come up with excuses for their cowardice.
The implication here that the DEI movement had done nothing wrong is rather naive… it wasn’t all bad, but there was a lot of bad things happening to answer for.
Doesn't seem like that's implied at all. There is no implication about whether it is good or bad actually, but if the fact it was attacked is a bad thing, the only inference is that on balance it did more harm than good.
DEI didn’t implode; it’s not an implosion when it’s shot at from the outside by malicious actors intent on destroying something they don’t understand and can only kneejerk react to out of unreasoning fear.
This isn’t collateral, this was the plan, the planners were just too stupid to see the natural consequences of their plan. See also the price of diesel.
What does this even mean? Every initiative is kept alive by money. It was very clearly attacked by the Trump administration, and once they started attacking, DEI initiatives stopped. Why else do you think the "implosions", apparently happening all the time, were finally too much to sustain around 2025?
When did DEI go too far, and why? I am not aware of any anti-DEI position that thinks it was ever an acceptable practice. It has been resisted since the 80s.
Seems like there is obviously a spectrum of positions here and various people have found themselves calling certain positions "DEI" or "anti-DEI" or "affirmative action" or "racist" depending on which positions they hold and where a particular institution lies on it. For example:
1. A company that hires mainly based on on-paper qualifications (which, due to existing disparities in experience and education, means in practice that they hire fewer historically disadvantaged minorities)
2. A company that, believing that talent or merit is more equitably distributed
among groups than on-paper qualifications may suggest, goes out of their way to interview a greater proportion of historically disadvantaged minority groups than necessarily would naturally apply to their positions (to discover those as-of-yet-unrecognized talents), and tries to hire based on actual merit and ability rather than on-paper qualifications.
3. A company that has the goal of creating a more equitable and diverse workforce with groups that more closely matches their proportions of the population. They spend a lot of time and effort actively recruiting and seeking out employees from underrepresented minority groups, meaning that it is effectively easier for minority groups to get interviews at this company for this position, but still tries to hire based on actual ability and talent once they get to the interview stage
4. A company which, accounting for the disparities in distribution of measurable abilities of groups, tries to hire based on within-group ability rather than between-group ability; for example trying to hire the top 10th percentile of black, or top 10th percentile asian, or top 10th percentile male, rather than top 10th percentile of all applicants in aggregate (which would likely be overrepresented by over-performing groups). This in practice means using a different standard for different groups, but using the within group distribution of talent; they may say they are "considering race/sex/disability as one of many factors they take into account"
5. A company that in practice has an explicit hiring quota based on the race/sex/etc. of applicants, in order to create a more equitable or diverse workforce that matches the relative sizes of those groups in the local population.
6. A company that, in order to reverse historical and current disparities in achievement within society, actively discriminates in the opposite direction as historical trend, with the goal of evening the playing field more quickly.
7. A company that, in order to address historical grievances and grant some amount of justice to victims of discrimination and oppression, actively and purposefully discriminates against privileged majority and overachieving groups, favoring underprivileged and underachieving groups, up to and including reparations for past injustices to remedy current disparities.
I'm pretty sure 1-3 are legal and 4-7 are illegal, but I'm not a lawyer so that's just my guess. Some hardliners might attack 2 as going too far, but somewhere between 3 and 4 is probably the more common point at which anti-DEI people draw their line.
The history is more than a little complicated. I model it as a set of separate overton windows in different institutions that have shifted, widened, and contracted over the last 60 or so years. So in this picture, courts arguably expanded it to 4-6 in the 80s, but have retreated back to around 2-3 since then. Legislature has mostly stayed around 2-3 with a handful of radicals pushing higher or lower with low-to-moderate success. Academia has been around 5-7 since the 70s. Executive has mostly hovered around 3-5 until Trump. Media/popular culture, big shift up to 6-7 in 2014-2021, retreating back to 3-4 now. Also, motte-and-baileys are common here; pro-DEI activists sometimes frame it as something like 2, but often advocate up to 6 or 7 (e.g. "antiracism" in the 2020s peak). anti-DEI activists often say...
> They spend a lot of time and effort actively recruiting and seeking out employees from underrepresented minority groups, meaning that it is effectively easier for minority groups to get interviews at this company for this position, but still tries to hire based on actual ability and talent once they get to the interview stage
Discriminating against candidates on the basis of protected class at the application review stage is no less illegal than discriminating during interview.
#2 may or many not be illegal, depending what you mean by, "goes out of their way to interview a greater proportion of historically disadvantaged minority groups than necessarily would naturally apply to their positions." If this involves using protected class as a factor, in any way, on which candidates to advance to interviews, then yes it is illegal discrimination.
part of the issue is that there are multiple laws and legal frameworks even at the federal level in the US that are kind of contradictory here. See "disparate impact" law, where using a neutral standard (such as a background check, or an ability test) that affects different protected groups differently can be considered illegal discrimination. 2 might be illegal, but 1 might be illegal too in the other direction! It kind of seems like the only solution is to basically maintain plausible deniability and try your hardest not to leave an auditable paper trail about any of the reasoning you use to hire a candidate or not.
Fear of disparate impact claims do not justify discrimination on the basis of protect class. This was argued all the way up to the Supreme Court: https://en.wikipedia.org/wiki/Ricci_v._DeStefano
Furthermore, disparate impact theory has been largely rolled back in recent years.
The Sheetz disparate impact case was in 2024, post Ricci. Griggs is still the law of the land even though some justices have signaled they might want to revisit it.
Ahh, the imaginary butthurt of those for whom “discrimination” has only ever been a shorthand for “having to compete on a level playing field”.
Trump (and his ilk) presented a straw man to the dumb, then shot the straw man, without ever thinking of the innocent people standing down range of their target, which included the dumb the whole time.
The same administration who, just yesterday hired a new press secretary who was very obviously not hired for qualifications but instead for being a blonde.
Well, to be fair to her, it wasn’t just being blonde… she also had to be completely subservient, have no dignity or agency whatsoever, and possess the precise opposite of a functioning gag reflex.
Harvard lost due to obvious "anti" racist discrimination. It still seems to discriminate against whites and in favour of blacks, but not as heavily as it used to.
There's a big difference between suing people for prima facie illegal hiring practices and suing people for holding Grace Hopper celebrations. We probably shouldn't conflate them. Your links, as best as I can tell, are about the former sort of activity - hiring or paying people differently on the basis of protected characteristics.
You understand that none of these companies believe the merits of why they are settling?
They are settling because, like the law firms Trump suborned, they didn't want the MAGA rage; especially in the case of Texas, where Trump may (correctly as it goes) think Paxton is a disgusting slug of a man, but still vocally supports him.
The legal system was just the venue. All of this is bullshit corporate spinelessness in the face of threats without merit, especially in firms like Deloitte, who do not want their M&A interfered with.
OK. That is fine. It was literally a question so as to work out if we were on the same page for what I wrote subsequently. I will make a mental note that the phrasing doesn't come across that way.
As an aside I think my brain jumped the track and had me thinking I was replying to another commenter I'd replied to already -- who wrote a sibling comment to yours.
Every statement from company officials such as "we only employ women" or "toxic males", can be used as evidence at court. It is very difficult to prove bias from vague sanitized corporate language, direct "activist" statements make proving such bias very easy. For example recent lawsuit with IBM!
But I highly doubt most companies were saying that or implying it. There's more to DEI than having minority quotas. Would DEI practices such as campaigns to encourage more men to go into nursing, midwifery or teaching be targeted too?
> These aren't illegal and have never been the problem.
This is being contested right now. And so, unless you enjoy getting sued, you won't do it.
Just because you agree with the current administration on certain topics, does not mean that you necessarily agree with them on all topics. This is a case of you projecting your opinion based on what your beliefs without checking whether reality matches.
Few companies said that they only employ women. That would be too overt.
But plenty of companies very publicly instituted policies to financially penalize their employees if they fail to meet gender quotas. Remember, a policy of giving a bonus when an "inclusion milestone" of X% women in technical roles is reached is fundamentally the same thing as instituting a penalty when that X% quota is missed.
Yeah there's a decent chance that DEI practices to do this violate neutrally-written US civil rights law, and also make women doing nursing or midwifery angry enough to use lawsuits in order to end these programs.
This really didn't happen over here in Europe at all. That was mostly a US thing. Here it just faded out as it couldn't be leveraged.
At our place, it did not influence hiring decisions other than having a formal DEI position in the org which was disposed of almost immediately when it was seen as a cost and not a benefit.
Trump's threats were international and European businesses and media were very much talking about it at the time. Here's two examples from April 2025, the first is in Swedish:
I work in academia in Europe and, as I am a native English speaker, a longtime side gig is language revision of grant applications for other academics. I have worked with a hell of a lot of them in many fields of the humanities. A lot of grant-seekers were using American-inspired DEI language in their applications in the late 2010s and early 2020s, but this began to dwindle by late in Biden's term. I would agree with the claim made above that this particular rhetorical movement just ran out of steam as time passed and society quietly shifted, independent of Trump.
While cynical, there is a lot of truth to your statement. I wish the activist type would realize that they are actually being used, but it appears there isn't much chance they will ever listen to the old dogs in this game.
For context, the first Grace Hopper Celebration was 1994, and had been held for the last 20 consecutive years. Long before DEI.
But when the powers that be are intent to kill off "DEI", and their definition includes anything related to women, this is what happens. Too many business cowards don't want to have problems with their merger, acquisition, IPO, FCC license, etc for supporting celebrating a great American like this, just because she was a woman.
There was definitely gender-based affirmative action benefitting women in 1994 - the term DEI is newer than that (as far as I'm aware), but the concept is definitely not.
According to the Wikipedia article on the event (https://en.wikipedia.org/wiki/Grace_Hopper_Celebration_of_Wo...), "In 1994, Anita Borg and Telle Whitney founded the Grace Hopper Celebration of Women in Computing. With the initial idea of creating a conference by and for women computer scientists, Borg and Whitney met over dinner, with a blank sheet of paper, having no idea how to start a conference, and started to plan out their vision. The first Grace Hopper Celebration of Women in Computing was held in Washington, D.C., in June 1994, and brought together 500 technical women.".
Having a specific conference for women in computing is definitely a DEI concern; from the very beginning, the entire point of having a formal celebration of Grace Hopper was to be a locus for this female-specific conference. Grace Hopper's importance to this conference is that she was a woman, not that she invented FLOW-MATIC.
I don’t think they were expressing concern, just the fact.
I read it as a damning indictment against anti-“DEI” fanatics that they’re on the wrong side of history when they push the envelope too far in the direction of “merit-based hiring”, as if DEI was something relatively-recently concocted.
Laughably, in the days before “DEI”, “merit-based hiring” usually equated to “good old boys club”. Based on the industries in which I’ve been involved, it’s still very much “good old boys club”, despite best efforts for DEI to try to make things more merit-based.
> But university admissions and employment are supposed to be merit based, not political.
University admissions were not part of the DEI movement, they were part of the affirmative action movement. By conflating the two you’re unfairly grouping things of different types to tear them down together.
Grace Hopper graduated from Yale with a PhD in 1933. In 1952, Professor Bessie Lee Gambrill became the first woman at receive tenure at Yale.
Many women mathematicians in computer science worked in the field because they were denied a university career path because of their gender.
As an example of how late gender equality arrived, Olga Taussky-Todd (Caltech) held only a “research associate” title from 1957 until Caltech made her its first female full professor in 1971.
It is not wrong to celebrate a more enlightened world by highlighting its trailblazers and encouraging others to follow their footsteps in breaking barriers.
If I ever got famous, I would hope that people would remember me posthumously by what I did rather than by the fact that I was the "first Bangladeshi" to do whatever. You just mentioned two women professors at Yale and Caltech. I am sure they did amazing things. But your post just says they were women and contains no reference to their actual lives' work.
Grace Hopper invented COBOL (or its direct predecessor anyway), did a lot of foundational work with compiler design, and generally (if you'll pardon the pun) led the deep integration of computer systems and programs into the military in the very early days. but yes, we should be focusing on what they've done, not just who they are.
It is useful to study both their inventions and to learn about the history of discrimination against women. One doesn't make the other more or less valuable to understand. I was responding to a post about gender discrimination with examples.
Both are quite famous. Their work, and summaries of their work, are easily found if you are legitimately curious. Olga Taussky-Todd was a pioneer in matrices theory - certainly relevant and impactful in today's AI, LLM world. I see someone gave a separate synopsis of Admiral Grace Hopper's accomplishments.
Before we try to rehabilitate "DEI" let's not forget what it was and is: universities and employers grouping people together based on skin color and treating them differently based on it, by applying wildly different standards.
From 2013-2016, an asian applicant with a 27-29 MCAT/3.4-3.59 GPA had a 21% chance of admission to a U.S. medical school. A hispanic applicant with the same scores had a 60% chance, and a black applicant an 81% chance. A black applicant with a 24-26 MCAT/3.2-3.39 GPA had about the same chance of admission to medical school as an asian applicant with a 30-32 MCAT/3.6-3.79 GPA. (https://www.aei.org/economics/new-chart-illustrates-graphica...)
At Harvard, a white applicant in the top (10th) decile of academic scores had a 15% chance of admission. A hispanic applicant in the top decile had double the odds, and a black applicant more than triple the odds. The white applicant in the top decile had worse odds than a black applicant in the 5th decile. (https://nypost.com/wp-content/uploads/sites/2/2023/06/NYPICH...).
Your 85% white figure doesn’t tell you anything. Educated and liberal white people have an out-group preference, which is why universities and medical schools discriminate against white people despite being run by white people.
IME black corporate board members typically come from a military, law, or medical background. White board members have a much more diverse set of backgrounds, including "son of former board member".
> Before we try to rehabilitate "DEI" let's not forget what it was and is: universities and employers grouping people together based on skin color and treating them differently based on it, by applying wildly different standards.
One of the major problems with "DEI" as used in the vernacular is that people have trouble agreeing on the meaning of the term.
This results in partisans inventing their own fantastical definitions of it, which they use as bogeymen to encourage misogyny or race baiting.
The confusion is the point. People who want to have racial preferences in admissions and hiring can’t use the phrase “racial preferences,” because it’s always been unpopular. So they used the term “affirmative action” instead. But that also came to be understood as meaning racial preferences. So then they switched to “DEI.” Now they’re throwing that label under the bus too. I suspect within a few years we’ll have a different label.
DEI practices I've witnessed at the companies I've worked at include:
* Creating separate interview pipelines for "diverse" candidates, with multiple chances to re-try failed interviews (Asian and white male applicants get one chance).
* Financial penalties when quotas on the basis of race and gender were not met. Of course, the company portrayed them as bonuses rewarded for reaching inclusion milestones, but ultimately a bonus and a penalty are indistinguishable.
* Designating separate headcount pools for women and URM hires.
What was even more concerning was that the people who were privately the biggest proponents of these practices would, like you, publicly condemn the idea that DEI involves discrimination as racist and misogynist.
It’s not really that simple. Read some of the accounts of the conference from recent years. The conference was falling apart even when companies were sponsoring it. I don’t know about last year’s conference but before that there were a lot of bad experiences and reports that it was turning into more of a job fair than tech conference, but even that wasn’t going well.
It was also getting very expensive. When a conference has a long list of sponsors and tickets also start at $600 minimum, it’s hard to keep that going in a year like this when everyone is dealing with large token spend budgets.
They likely could have survived with a right-sized event but they aimed higher than their budget allowed and hoped the money would appear at the last minute. It did not.
> It was also getting very expensive. When a conference has a long list of sponsors and tickets also start at $600 minimum
im in the conference business but just fyi thats actually cheap - venue, av and f&b alone cost many millions for a conference this size. a good rule of thumb on cost is $1-2000 per head depending on quality of event.
> But when the powers that be are intent to kill off "DEI", and their definition includes anything related to women, this is what happens.
It's the other way around -- they want to do away with anything to do with women, and they used this DEI boogeyman to get everyone scared enough to go along with it.
>The controversies and scandals surrounding DEI were not about this
Oh but they were about this. This is the common trend of people thinking that "the good ones" are implicitly exempted from their general and sweeping attacks on $THING. C.f. the hardline anti-immigration voter who thinks that the guy who mows their lawn obviously won't be included in the crackdowns. If you attack the whole concept of DEI (as many did – not necessarily you), then you are in fact attacking events celebrating the achievements of women in fields where they're poorly represented.
>C.f. the hardline anti-immigration voter who thinks that the guy who mows their lawn obviously won't be included in the crackdowns.
huh, that's pretty bizarre, at least here in Australia (where in recent years immigration has exploded to 2x ~ 3x that of the USA), all the anti-immigration voters are sincerely hoping the guy who mows their lawn grew up across town where his wife's sister now lives.
the crackdowns are for the economic migrants just taking a lifestyle arbitrage
ultimately, immigration into large developed nations is an act of altruism, which, like most things in life, cannot scale indefinitely (much to the chagrin of business owners, women, arts students, etc.) - which is not nice, but is true.
A hardline anti-immigration voter is probably less likely to employ a likely-illegal-immigrant guy to mow their lawn than someone who is pro-immigration.
Similarly, someone who has actually attended the Grace Hopper conference is more likely to be pro-DEI than someone who has never attended and doesn't care about it happening.
I don't see how these probability claims are relevant. To avoid going off on a tangent, let's leave my immigration analogy out of this.
My basic point was that when people attack DEI in general, they create an environment that's more hostile to a conference like this one. They may say "oh, but obviously I wasn't talking about things like that". However, words have meaning. If you attack DEI as such then you attack all instances of it – not just the ones that happen to irk you.
This point has nothing to do with the likely views of the people attending the Grace Hopper Celebration.
> My basic point was that when people attack DEI in general, they create an environment that's more hostile to a conference like this one. They may say "oh, but obviously I wasn't talking about things like that". However, words have meaning. If you attack DEI as such then you attack all instances of it – not just the ones that happen to irk you.
That's one possible response; another possible response is "I've never heard of the Grace Hopper conference, but now that I have heard of it, I was definitely talking about things like that when I attacked DEI in general, I'm glad the people running it aren't getting funding anymore".
My own position as someone who was previously aware of the Grace Hopper conference (I know women who have attended in the past) is that I don't have a problem in principle with celebrating Grace Hopper or even with people of arbitrary demographic groups, such as women, self-organizing to do a thing for themselves; but I did view it as a women-in-tech-specific conference that I would not have attended or sought to attend because I am not a woman. I wouldn't have donated my own money to it, and I'm not particularly upset if the reason they're canceling it now is because they can't find corporate sponsors. Certainly I'm not gonna change my mind about opposing DEI programs on the grounds that it affects corporate willingness to sponsor a particular women-in-tech conference.
> The controversies and scandals surrounding DEI were not about this, and thus it would appear this may be collateral damage.
This is not the case at all. There have been ample people complaining about this stuff for years. While there are some people who are upset at various policies for other reasons there really is a battery of people who just genuinely don't want to see minority representation in the workplace. Oftentimes these people dress up their true complaints in softer ones but you really can see people like Chris Rufo pushing for a world where minorities are not in positions of power or authority.
I have personally observed people at my workplace (Google) complaining about any funded attendance at Grace Hopper as discrimination against men.
> Since DEI imploded most companies won’t touch anything with a 100 ft pole that looks like it might go anywhere near that, and seems like that didn’t help on funding and sponsors.
That GHC has had a lot of problems in the past several years. The ticket prices were getting excessive and the conference itself was wandering off course.
Even the current website looks like something that would be hard to justify under most conference travel budget requests: It’s hard to find the actually technical content among the speakers, even though they’re claiming 700+ speakers.
Some of the top selling points are finding employers who are hiring and growing your network. Most companies have tightened up their conference budgets to focus on educational material, not events focus on recruiting people to other companies.
The conference has also been problematic on many levels in the past few years. It made news headlines in 2023 for conflict about too many men showing up and arguments about whether or not they were really transgender. The police have been called. They’ve been flirting with political ideologies like Thiel-associated key speakers trying to make the theme of the event encouraging young women to drop out of college. The operations have been a mess from a lot of the reports.
Everyone in these comments is assuming anti-DEI, but everything I heard about the conference was a growing dumpster fire and cash grab for years. I think they finally collapsed when they tried to grow too big after years of bad experiences for their sponsors combined with companies facing increasing AI spend who weren’t interested in spending thousands of dollars to send employees to a conference where recruiting to other jobs was one of the main selling points.
When Jim Whitehurst left Red Hat, he was replaced by Paul Cormier, a complete wokee. Cormier got DEI fever and put in place a big corporate framework, led by a newly crowned VP, complete with staff.
DEI affinity groups were established, by ancestry, sexual orientation, veteran status, physical ability, neurodivergence, etc. The groups got t shirts and air time on company calls. Chatter on internal mailing lists shot upwards, often becoming political firestorms.
CEO Cormier got even crazier and started saying things about maybe not belonging at Red Hat if you didn’t buy into the complete DEI koolaid. The entire corporate leadership was using pronouns in email by then.
I was a member of the military veterans DEI group. I appreciated the t shirts and once got a backpack from a contest. It wasn’t all bad.
Some of it was overreach, and it grated on some people. But there was a glorious counter move in the works.
There was a Jewish guy that didn’t like having DEI thrust upon the company. Assessing his pool of allies, he started some quiet conversations and soon applied for a new DEI subgroup, “Jews and Judeo-Christian values”. The corporate DEI sponsors were caught off guard and approved of the group. I got to go to a DEI conference in Alabama on the company dime, a week long kumbaya fest with nice eats at a snazzy resort. Company funding was good!
A checkpoint on where Red Hat was at the time: the lead spokesperson for the Red Hat Women’s group was a muscular transgender person. That didn’t seem crazy in the context.
As the J&JCV group, we got air time and were able to give voice to our preferred messaging. Our ranks included a gay guy that was drummed out of the LGBT group for his airing of occasional conservative viewpoints. He was as welcome in our community as anyone.
Finally, the DEI leadership took a closer look and decommissioned our J&JCV subgroup. We tried to argue and appeal, and I believe we won the battle of logical arguments, but that was of no consequence. We lost our seat at the table.
It may have seemed bleak, but the winds of change were blowing. CEO Cormier was removed by IBM, after very little time in office.
Organic actions were wearing away at DEI, also. A prominent subgroup leader was taking lengthy ‘mental health breaks’ of week long duration— then boasting about it on mailing lists and encouraging others to do the same! Such things are not sustainable.
As I retired a few years later, DEI was operating at a reasonable level. Minority communities ( notably the excellent and long running Black Red Hatters group ) were bringing appropriate, positive messaging and were demonstrating the true power of diversity. Women’s groups were doing a good job of showcasing women in Tech, etc. I don’t remember anything truly crazy in my last year.
Why it may have lacked the funding to continue operations:
"Last year, Women Who Code, a nonprofit that got its start in California, closed because of a lack of funding. AnitaB.org, which brings together women in tech at its annual Grace Hopper Celebration, cut its workforce in 2024 and pointed to a downturn in corporate DEI investments." - "Why Big Tech is pulling back [from DEI efforts]" [2025] (https://www.latimes.com/business/story/2025-02-15/google-and...)
"I've seen companies who have rebranded their diversity, equity, inclusion as colleague engagement, as listening and empowerment, or and whatever else, I've seen many different iterations, and I think a lot of organizations... [want] to get to a place where they can hide their activity..." ... "Those organizations want to continue doing the work, but they no longer want attention for that work. And so to try to, like, hide it in some ways, and we're in a very unprecedented time right now, nothing is normal right now." ... "Well, basically, corporations interpreted the ADA to say, like, I don't have to offer any... And then you have this three executive orders around DEI, and companies are falling over themselves to comply in advance without any legal mandate for compliance." ... "I just saw a New York Times article that was published a list of a hundred and ninety-nine words that the Trump administration is targeting, words like diversity and inclusion, but also things like bias, stereotypes, underrepresented, underserved, and many more words. They're flagging these words, they're removing them from websites, they're investigating, delaying, denying grants and funding." - Bo Young Lee, President of Research & Advisory for AnitaB.org [2025] (https://voices.berkeley.edu/podcast/dei-not-doa-part-1 | locally AI extracted transcript: https://pastebin.ca/5Mmy5Q6deu)
this triggers my afraid and helpless cynicism so hard, as in
"the movement of the fuhrer having their struggle trickle down, getting those sosherlests what they deserve.
and womben, beautiful womben, will have many childrens now."
and the dissemination of this ubermensch and untermensch ideology, better human and subhuman, the dissemination of this ideology is boosted by AI owned by key influencers, abusing freedom of speech as freedom to slander, slur and lie.
the Mistry of truth came a little after 1984 but here we are: a list of "bad words"
What scares me for the future of my children is that people cheer or blend in, hide, give up. All this repression is helped from multitude of directions, actively or passively, but helped. And the intentional confrontation, seeking it, is increasingly the norm while standing up for it, the protective confrontation is disappearing into the shades, under the grass, not to be seen, go dormant or in some instances, die. This will not end well.
You clearly do not work in Tech. Grace Hopper has been around for decades, and companies have understood how important it is for furthering their industries.
This is absolutely the US Gov to blame for its DEI attacks and threats.
This was true 10 years ago, today not so much. After several years of cultural revolution, recent crimes, discrimination lawsuits, the entire "women in tech" subject is toxic.
Now it is in implosion phase, where activists will start eating their own (just see the hit list OP published).
Another problem is AI. Common coders will become obsolete (together with "women in tech"). There is no push for more "women in plumbing jobs". Pushing young people into tech (presumably with expensive student loans) is just cruel. Women are not stupid!
There are two links, and I they were the first two I found in a 2 minute search. It's pretty clear at this point that you don't even bother looking, your idea is formed and as far as you're concerned, that's how it is.
There are no isolated phenomena. There are no accidents. It apples to everything. Times are changing. Priorities are changing. The party is coming to an end. People are getting real. It's like the world suddenly progressed past it's childhood or waking from a musical dream.
The courtesy smiles, the pretentive presentations, the sale talk, the polite social customs, the diplomacy, the power due to knowledge, weaponry, currency fixations, - all will face the concrete realities. Water recedes exposing the naked, boisterous economies. The zero-carbon evangelists run to Russia for diesel and to China for minerals or they get extinct, unable to adapt and sitting on their presumptive glory.
The first thing I think about when I hear GHC is the gaslighting. For years I was prodded about that I should go. Men are absolutely welcome. Everyone is welcome, etc.
I never felt that I was actually welcome. And I don't have to be. It's not for me, and it doesn't have to be. I answered women inviting me that no, that wasn't made for me, have fun though.
Then mass layoffs happened, and men who lost their jobs, or looking for their first job, went.
Suddenly everything flipped. Keynote was basically "what the fuck are all you men doing here, taking the space of women?".
Who does AnitaB.org actually support or advocate for?
Their "Our Mission" page refers only to the perfectly vague "our community", never once describing what that is. Nor does their landing page. Their "Our History" page says that the organisation started out to support women in the tech industry, but then describes several name changes, eventually dropping all use of the words "woman" or "women" and switching to the user of "individuals" without explanation or elaboration. It reads like a perfectly choreographed PR "product" designed to maximise deniability of... something. But what?
This is a pure example of the Woke turning on their own first. This cancellation was NOT about funding. Grace Hopper was white - and the woke truly hate white people - so they decided to erase her.
Do yourself a favor and search “Agent Orange” on your preferred search engine (Sidenote: I’m trying to avoid using “Google” as a verb). Most people associate that term with the very harmful Vietnam-era herbicide, not the band. The band name may be a reference to the herbicide?
I can understand taking his word for it, but I don't personally believe that. How could someone in 1979 not have heard of Agent Orange? It would have been all over the news: https://www.nytimes.com/1978/12/19/archives/vietnam-veterans... and the Vietnam war was still fresh in everyone's mind. Maybe he was embarrassed by the edgy name, which is basically a reference to an American war crime, in later years? idk.
Grace Brewster Hopper (née Murray; December 9, 1906 – January 1, 1992) was an American computer scientist, mathematician, and United States Navy rear admiral.[1] She was a pioneer of computer programming. Hopper was the first to devise the theory of machine-independent programming languages, and used this theory to develop the FLOW-MATIC programming language, which was a major influence on COBOL, an early high-level programming language still in use today. She was also one of the first programmers on the Harvard Mark I computer. She is credited with writing the first computer manual, "A Manual of Operation for the Automatic Sequence Controlled Calculator", and is often credited with creating the first compiler.
didn't find anything controversial about her in wikipedia
I believe they posted "often credited with creating the first compiler", which is still true in this case. Interesting choice of a counter-example for a few reasons, though.
The conference was something else. It was a mix of recruiting, networking, and speakers. It had become really expensive and had some problems in recent years.
I'm lucky enough to have received one of Grace' nanosecond wires, when .. as a fresh young squib .. I attended one of her lectures and got one handed to me by the Admiral herself.
She was a huge influence on me - as a white male tech nerd - and I have long had a huge interest in women in tech, from Grace to Margaret Hamilton to Jeri Ellsworth and Anouk Wipprecht and more. Jeri's demonstration of her self-made transistors and work rebuilding a tunneling electron microscope were fascinating and rank among the most entertaining things I've seen in a hackerspace this century. Anouks' mad fashiontech excursions are positively exciting. There are many other women technologists who deserve our interest.
So its pretty unfortunate that GCH won't happen this year. I hope there are budding young squibs out there who won't see this as de-motivating with regards to their entry into the technology worlds.
Grace Hopper may not be a casualty of the DEI backlash alone. It may also be a casualty of a hiring market that no longer needs large-scale recruiting events.
What does discrimination against men look like and what are the impacts on men when programs try to manage structural misogyny but end up w something else? I feel like a lot of men feel they are being discriminated against (even young boys in 1st and second grade say they girls get preferential treatment even when it’s clear they are the ones being disruptive), so my question is…where is this feeling coming from? (I’m not a man so I dont get it)
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[ 12.9 ms ] story [ 296 ms ] threadI forgot to do a search first.
An AnitaB.org press release dated April 24, 2025, stated its mission as:
> “to get women in tech skilled, hired, promoted, paid, and funded so that they can thrive, lead, and drive innovation for a more equitable and sustainable future.”
The current mission page instead says:
> “to get our community in tech skilled, hired, promoted, paid, and funded, so they can thrive, lead, and drive innovation for a more impartial and sustainable future.”
It's really hard to tell from their current mission statement who "our community" is.
Ironicly many of those who use the term are not snowflakes in one of those senses and are in the other, but the opposite of what they believe to be true.
Well you can spot them with a Rorschach test, perhaps.
To put it less ambiguously, I’m looking for a term for a character which is written to be repulsive but a number of people in the real world misinterpret as a role model.
> In the 1970s snowflake was a disparaging term for a white man or for a black man who was seen as acting white.
> In Missouri in the early 1860s, a "Snowflake" was a person who was opposed to the abolition of slavery—the implication of the name being that such people valued white people over black people.
https://www.merriam-webster.com/wordplay/the-less-lovely-sid...
Horseshoe theory [1]. Both the far left and right are thin skinned, constantly engrossed in nonsensical semantic debates and accusing their betters of lacking a sense of humor.
[1] https://en.wikipedia.org/wiki/Horseshoe_theory
These days, Varoufakis talks about "radical centrists".
(It's possisble he doesn't actually have a sense of humour and what we're seeing is pure schadenfreude over, eg, the unsurprising stuff that's happening to the centre-left in Sweden right now. Which happened to Starmer, and has yet to happen to Burnham
But this is maybe only "empirical"--- your wiki link mentions the vulnerability of centrism to elite takeover, and subsequent alienation from the masses. Nod to your "betters")
I don't think this word has meaning anymore in modern Western politics. We have institutionalists.They aren't that different from the animating essence of Trump 1.0–they want to go back to some good old days. Even though the world has since changed. And the old days weren't that good, they're the reason we're where we are now.
And we have various folks pitching reform. The idiots on the far left and the right agree on the broad structure of reform, namely, nothing thoughtful except getting rid of the other guys. But they aren't the only ones pitching reform.
The red-green bloc (left, center and greens) won a majority but the center party is playing kingmaker and refusing to let the left party into government. The left party has said from well before the election that they, reasonably, will not vote to support a government which they are not part of.
This has been due to decades of bourgeois rat-fucking on policies, most notably disability / sick insurance reforms, after they got the left party's support votes.
There is speculation that the center party would instead support the prior right wing government instead - as long as the extreme right stays out of government, despite them successfully getting all of their policies pushed through.
The short of it is that "centrist" parties are just right wing parties in disguise, in that they NEVER support leftist reforms but will happily support the right when it suits upper class economic interests.
Democracy being what it is, can be messy and nobody goes home happy. But the left of the left bloc saw the largest electoral gains in this election, so a move to the left is arguably what a growing portion of the electorate wanted. It was still a very close election, so you could frame it in many ways, but that the green-reds did see the biggest gains is fact.
I would say the center party is center-right.
However, the left has stated that they rather reasonably won't support a government that they are not part of. The center party on the other hand has said they won't support any government that the left party is in and seem to be open to forming a government (at least not denying when being asked directly) with the right wing parties of the former government, despite that bloc losing the election.
When one party's "red lines" only seem to soften when facing the right, I think that does say something about their true intentions.
Boy oh boy let me tell you about some stuff going on in sports in the latest years...
Since DEI imploded most companies won’t touch anything with a 100 ft pole that looks like it might go anywhere near that, and seems like that didn’t help here re finding.
This always seemed like a good event and only ever heard positive things about it. The controversies and scandals surrounding DEI were not about this, and thus it would appear this may be collateral damage.
Do we know any sponsors who pulled out? Even if that was the case, pulling the plug like this at t minus two weeks speaks to problems internally.
I think we’re trying to put on a very big conference and hoping that big sponsors would come through at the last minute to make the numbers work.
They’ve had some problems in the recent years. It even made NPR headlines for cops having to show up. Everyone who hasn’t heard of the conference until now is assuming the sponsors are entirely to blame but the conference was not doing well for a couple years.
Since the only god our corporatations worship goes by power and money, they all started tripping over themselves to kiss the ring.
But IMHO DEI answers the wrong question.
Worthwhile lives does not come from equal access to the hamster wheel.
I am much more pro UBI structures og negative taxation - which are inherently difficult to make descriminatory as there is no personal judgement of the people to receive it.
(Showing up to one, or writing a check to one, is as far as I or anyone else on this planet is aware, is not in violation of any law.)
There's no need to whitewash or come up with excuses for their cowardice.
This isn’t collateral, this was the plan, the planners were just too stupid to see the natural consequences of their plan. See also the price of diesel.
1. A company that hires mainly based on on-paper qualifications (which, due to existing disparities in experience and education, means in practice that they hire fewer historically disadvantaged minorities)
2. A company that, believing that talent or merit is more equitably distributed among groups than on-paper qualifications may suggest, goes out of their way to interview a greater proportion of historically disadvantaged minority groups than necessarily would naturally apply to their positions (to discover those as-of-yet-unrecognized talents), and tries to hire based on actual merit and ability rather than on-paper qualifications.
3. A company that has the goal of creating a more equitable and diverse workforce with groups that more closely matches their proportions of the population. They spend a lot of time and effort actively recruiting and seeking out employees from underrepresented minority groups, meaning that it is effectively easier for minority groups to get interviews at this company for this position, but still tries to hire based on actual ability and talent once they get to the interview stage
4. A company which, accounting for the disparities in distribution of measurable abilities of groups, tries to hire based on within-group ability rather than between-group ability; for example trying to hire the top 10th percentile of black, or top 10th percentile asian, or top 10th percentile male, rather than top 10th percentile of all applicants in aggregate (which would likely be overrepresented by over-performing groups). This in practice means using a different standard for different groups, but using the within group distribution of talent; they may say they are "considering race/sex/disability as one of many factors they take into account"
5. A company that in practice has an explicit hiring quota based on the race/sex/etc. of applicants, in order to create a more equitable or diverse workforce that matches the relative sizes of those groups in the local population.
6. A company that, in order to reverse historical and current disparities in achievement within society, actively discriminates in the opposite direction as historical trend, with the goal of evening the playing field more quickly.
7. A company that, in order to address historical grievances and grant some amount of justice to victims of discrimination and oppression, actively and purposefully discriminates against privileged majority and overachieving groups, favoring underprivileged and underachieving groups, up to and including reparations for past injustices to remedy current disparities.
I'm pretty sure 1-3 are legal and 4-7 are illegal, but I'm not a lawyer so that's just my guess. Some hardliners might attack 2 as going too far, but somewhere between 3 and 4 is probably the more common point at which anti-DEI people draw their line.
The history is more than a little complicated. I model it as a set of separate overton windows in different institutions that have shifted, widened, and contracted over the last 60 or so years. So in this picture, courts arguably expanded it to 4-6 in the 80s, but have retreated back to around 2-3 since then. Legislature has mostly stayed around 2-3 with a handful of radicals pushing higher or lower with low-to-moderate success. Academia has been around 5-7 since the 70s. Executive has mostly hovered around 3-5 until Trump. Media/popular culture, big shift up to 6-7 in 2014-2021, retreating back to 3-4 now. Also, motte-and-baileys are common here; pro-DEI activists sometimes frame it as something like 2, but often advocate up to 6 or 7 (e.g. "antiracism" in the 2020s peak). anti-DEI activists often say...
> They spend a lot of time and effort actively recruiting and seeking out employees from underrepresented minority groups, meaning that it is effectively easier for minority groups to get interviews at this company for this position, but still tries to hire based on actual ability and talent once they get to the interview stage
Discriminating against candidates on the basis of protected class at the application review stage is no less illegal than discriminating during interview.
#2 may or many not be illegal, depending what you mean by, "goes out of their way to interview a greater proportion of historically disadvantaged minority groups than necessarily would naturally apply to their positions." If this involves using protected class as a factor, in any way, on which candidates to advance to interviews, then yes it is illegal discrimination.
Furthermore, disparate impact theory has been largely rolled back in recent years.
Trump (and his ilk) presented a straw man to the dumb, then shot the straw man, without ever thinking of the innocent people standing down range of their target, which included the dumb the whole time.
[0] https://en.wikipedia.org/wiki/Students_for_Fair_Admissions_v...
Several state Attorneys General sent legal threats to 20 major law firms over DEI: https://www.reuters.com/world/us/republican-led-states-deman...
Texas Attorney General warned major banks that DEI programs violate feduciary duty: https://today.westlaw.com/Document/Ibce2fdc5dcec11efb708bbad...
Texas Attorney General declared DEI initiatives unconstitutional in a legal opinion: https://www.gibsondunn.com/texas-attorney-general-declares-p...
They are settling because, like the law firms Trump suborned, they didn't want the MAGA rage; especially in the case of Texas, where Trump may (correctly as it goes) think Paxton is a disgusting slug of a man, but still vocally supports him.
The legal system was just the venue. All of this is bullshit corporate spinelessness in the face of threats without merit, especially in firms like Deloitte, who do not want their M&A interfered with.
> You understand that ...?
Yes I do
As an aside I think my brain jumped the track and had me thinking I was replying to another commenter I'd replied to already -- who wrote a sibling comment to yours.
My apologies.
But I highly doubt most companies were saying that or implying it. There's more to DEI than having minority quotas. Would DEI practices such as campaigns to encourage more men to go into nursing, midwifery or teaching be targeted too?
This is being contested right now. And so, unless you enjoy getting sued, you won't do it.
Just because you agree with the current administration on certain topics, does not mean that you necessarily agree with them on all topics. This is a case of you projecting your opinion based on what your beliefs without checking whether reality matches.
But plenty of companies very publicly instituted policies to financially penalize their employees if they fail to meet gender quotas. Remember, a policy of giving a bonus when an "inclusion milestone" of X% women in technical roles is reached is fundamentally the same thing as instituting a penalty when that X% quota is missed.
[1] https://www.courtlistener.com/docket/68513523/wood-v-red-hat...
More like illegally threatened. Corporations caved because they are helmed my weak little men with fragile egos and no principles.
At our place, it did not influence hiring decisions other than having a formal DEI position in the org which was disposed of almost immediately when it was seen as a cost and not a benefit.
* https://riks.se/nyheter/wallenberg%C3%A4gda-ericsson-tonar-n...
* https://swedenherald.com/article/ericsson-ceo-explains-dropp...
Here's one example.
It just silently evaporated here during a "restructure".
Shocking.
But when the powers that be are intent to kill off "DEI", and their definition includes anything related to women, this is what happens. Too many business cowards don't want to have problems with their merger, acquisition, IPO, FCC license, etc for supporting celebrating a great American like this, just because she was a woman.
According to the Wikipedia article on the event (https://en.wikipedia.org/wiki/Grace_Hopper_Celebration_of_Wo...), "In 1994, Anita Borg and Telle Whitney founded the Grace Hopper Celebration of Women in Computing. With the initial idea of creating a conference by and for women computer scientists, Borg and Whitney met over dinner, with a blank sheet of paper, having no idea how to start a conference, and started to plan out their vision. The first Grace Hopper Celebration of Women in Computing was held in Washington, D.C., in June 1994, and brought together 500 technical women.".
Having a specific conference for women in computing is definitely a DEI concern; from the very beginning, the entire point of having a formal celebration of Grace Hopper was to be a locus for this female-specific conference. Grace Hopper's importance to this conference is that she was a woman, not that she invented FLOW-MATIC.
I read it as a damning indictment against anti-“DEI” fanatics that they’re on the wrong side of history when they push the envelope too far in the direction of “merit-based hiring”, as if DEI was something relatively-recently concocted.
Laughably, in the days before “DEI”, “merit-based hiring” usually equated to “good old boys club”. Based on the industries in which I’ve been involved, it’s still very much “good old boys club”, despite best efforts for DEI to try to make things more merit-based.
University admissions were not part of the DEI movement, they were part of the affirmative action movement. By conflating the two you’re unfairly grouping things of different types to tear them down together.
Many women mathematicians in computer science worked in the field because they were denied a university career path because of their gender.
As an example of how late gender equality arrived, Olga Taussky-Todd (Caltech) held only a “research associate” title from 1957 until Caltech made her its first female full professor in 1971.
https://mathematics.caltech.edu/about/prizes-awards/olga-tau...
It is not wrong to celebrate a more enlightened world by highlighting its trailblazers and encouraging others to follow their footsteps in breaking barriers.
Both are quite famous. Their work, and summaries of their work, are easily found if you are legitimately curious. Olga Taussky-Todd was a pioneer in matrices theory - certainly relevant and impactful in today's AI, LLM world. I see someone gave a separate synopsis of Admiral Grace Hopper's accomplishments.
This is simply not accurate. It is profoundly inaccurate
From 2013-2016, an asian applicant with a 27-29 MCAT/3.4-3.59 GPA had a 21% chance of admission to a U.S. medical school. A hispanic applicant with the same scores had a 60% chance, and a black applicant an 81% chance. A black applicant with a 24-26 MCAT/3.2-3.39 GPA had about the same chance of admission to medical school as an asian applicant with a 30-32 MCAT/3.6-3.79 GPA. (https://www.aei.org/economics/new-chart-illustrates-graphica...)
At Harvard, a white applicant in the top (10th) decile of academic scores had a 15% chance of admission. A hispanic applicant in the top decile had double the odds, and a black applicant more than triple the odds. The white applicant in the top decile had worse odds than a black applicant in the 5th decile. (https://nypost.com/wp-content/uploads/sites/2/2023/06/NYPICH...).
Or presumably ~85% white and male?
Or are you saying corporate boards are uneducated and conservative?
One of the major problems with "DEI" as used in the vernacular is that people have trouble agreeing on the meaning of the term.
This results in partisans inventing their own fantastical definitions of it, which they use as bogeymen to encourage misogyny or race baiting.
* Creating separate interview pipelines for "diverse" candidates, with multiple chances to re-try failed interviews (Asian and white male applicants get one chance).
* Financial penalties when quotas on the basis of race and gender were not met. Of course, the company portrayed them as bonuses rewarded for reaching inclusion milestones, but ultimately a bonus and a penalty are indistinguishable.
* Designating separate headcount pools for women and URM hires.
What was even more concerning was that the people who were privately the biggest proponents of these practices would, like you, publicly condemn the idea that DEI involves discrimination as racist and misogynist.
It was also getting very expensive. When a conference has a long list of sponsors and tickets also start at $600 minimum, it’s hard to keep that going in a year like this when everyone is dealing with large token spend budgets.
They likely could have survived with a right-sized event but they aimed higher than their budget allowed and hoped the money would appear at the last minute. It did not.
im in the conference business but just fyi thats actually cheap - venue, av and f&b alone cost many millions for a conference this size. a good rule of thumb on cost is $1-2000 per head depending on quality of event.
It's the other way around -- they want to do away with anything to do with women, and they used this DEI boogeyman to get everyone scared enough to go along with it.
Oh but they were about this. This is the common trend of people thinking that "the good ones" are implicitly exempted from their general and sweeping attacks on $THING. C.f. the hardline anti-immigration voter who thinks that the guy who mows their lawn obviously won't be included in the crackdowns. If you attack the whole concept of DEI (as many did – not necessarily you), then you are in fact attacking events celebrating the achievements of women in fields where they're poorly represented.
huh, that's pretty bizarre, at least here in Australia (where in recent years immigration has exploded to 2x ~ 3x that of the USA), all the anti-immigration voters are sincerely hoping the guy who mows their lawn grew up across town where his wife's sister now lives.
the crackdowns are for the economic migrants just taking a lifestyle arbitrage
ultimately, immigration into large developed nations is an act of altruism, which, like most things in life, cannot scale indefinitely (much to the chagrin of business owners, women, arts students, etc.) - which is not nice, but is true.
Similarly, someone who has actually attended the Grace Hopper conference is more likely to be pro-DEI than someone who has never attended and doesn't care about it happening.
My basic point was that when people attack DEI in general, they create an environment that's more hostile to a conference like this one. They may say "oh, but obviously I wasn't talking about things like that". However, words have meaning. If you attack DEI as such then you attack all instances of it – not just the ones that happen to irk you.
This point has nothing to do with the likely views of the people attending the Grace Hopper Celebration.
That's one possible response; another possible response is "I've never heard of the Grace Hopper conference, but now that I have heard of it, I was definitely talking about things like that when I attacked DEI in general, I'm glad the people running it aren't getting funding anymore".
My own position as someone who was previously aware of the Grace Hopper conference (I know women who have attended in the past) is that I don't have a problem in principle with celebrating Grace Hopper or even with people of arbitrary demographic groups, such as women, self-organizing to do a thing for themselves; but I did view it as a women-in-tech-specific conference that I would not have attended or sought to attend because I am not a woman. I wouldn't have donated my own money to it, and I'm not particularly upset if the reason they're canceling it now is because they can't find corporate sponsors. Certainly I'm not gonna change my mind about opposing DEI programs on the grounds that it affects corporate willingness to sponsor a particular women-in-tech conference.
> The controversies and scandals surrounding DEI were not about this, and thus it would appear this may be collateral damage.
You don’t see this as collateral damage, but the person I was responding to does.
This is not the case at all. There have been ample people complaining about this stuff for years. While there are some people who are upset at various policies for other reasons there really is a battery of people who just genuinely don't want to see minority representation in the workplace. Oftentimes these people dress up their true complaints in softer ones but you really can see people like Chris Rufo pushing for a world where minorities are not in positions of power or authority.
I have personally observed people at my workplace (Google) complaining about any funded attendance at Grace Hopper as discrimination against men.
That GHC has had a lot of problems in the past several years. The ticket prices were getting excessive and the conference itself was wandering off course.
Even the current website looks like something that would be hard to justify under most conference travel budget requests: It’s hard to find the actually technical content among the speakers, even though they’re claiming 700+ speakers.
Some of the top selling points are finding employers who are hiring and growing your network. Most companies have tightened up their conference budgets to focus on educational material, not events focus on recruiting people to other companies.
The conference has also been problematic on many levels in the past few years. It made news headlines in 2023 for conflict about too many men showing up and arguments about whether or not they were really transgender. The police have been called. They’ve been flirting with political ideologies like Thiel-associated key speakers trying to make the theme of the event encouraging young women to drop out of college. The operations have been a mess from a lot of the reports.
Everyone in these comments is assuming anti-DEI, but everything I heard about the conference was a growing dumpster fire and cash grab for years. I think they finally collapsed when they tried to grow too big after years of bad experiences for their sponsors combined with companies facing increasing AI spend who weren’t interested in spending thousands of dollars to send employees to a conference where recruiting to other jobs was one of the main selling points.
When Jim Whitehurst left Red Hat, he was replaced by Paul Cormier, a complete wokee. Cormier got DEI fever and put in place a big corporate framework, led by a newly crowned VP, complete with staff.
DEI affinity groups were established, by ancestry, sexual orientation, veteran status, physical ability, neurodivergence, etc. The groups got t shirts and air time on company calls. Chatter on internal mailing lists shot upwards, often becoming political firestorms.
CEO Cormier got even crazier and started saying things about maybe not belonging at Red Hat if you didn’t buy into the complete DEI koolaid. The entire corporate leadership was using pronouns in email by then.
I was a member of the military veterans DEI group. I appreciated the t shirts and once got a backpack from a contest. It wasn’t all bad.
Some of it was overreach, and it grated on some people. But there was a glorious counter move in the works.
There was a Jewish guy that didn’t like having DEI thrust upon the company. Assessing his pool of allies, he started some quiet conversations and soon applied for a new DEI subgroup, “Jews and Judeo-Christian values”. The corporate DEI sponsors were caught off guard and approved of the group. I got to go to a DEI conference in Alabama on the company dime, a week long kumbaya fest with nice eats at a snazzy resort. Company funding was good!
A checkpoint on where Red Hat was at the time: the lead spokesperson for the Red Hat Women’s group was a muscular transgender person. That didn’t seem crazy in the context.
As the J&JCV group, we got air time and were able to give voice to our preferred messaging. Our ranks included a gay guy that was drummed out of the LGBT group for his airing of occasional conservative viewpoints. He was as welcome in our community as anyone.
Finally, the DEI leadership took a closer look and decommissioned our J&JCV subgroup. We tried to argue and appeal, and I believe we won the battle of logical arguments, but that was of no consequence. We lost our seat at the table.
It may have seemed bleak, but the winds of change were blowing. CEO Cormier was removed by IBM, after very little time in office.
Organic actions were wearing away at DEI, also. A prominent subgroup leader was taking lengthy ‘mental health breaks’ of week long duration— then boasting about it on mailing lists and encouraging others to do the same! Such things are not sustainable.
As I retired a few years later, DEI was operating at a reasonable level. Minority communities ( notably the excellent and long running Black Red Hatters group ) were bringing appropriate, positive messaging and were demonstrating the true power of diversity. Women’s groups were doing a good job of showcasing women in Tech, etc. I don’t remember anything truly crazy in my last year.
I believe things are going to be fine.
"Last year, Women Who Code, a nonprofit that got its start in California, closed because of a lack of funding. AnitaB.org, which brings together women in tech at its annual Grace Hopper Celebration, cut its workforce in 2024 and pointed to a downturn in corporate DEI investments." - "Why Big Tech is pulling back [from DEI efforts]" [2025] (https://www.latimes.com/business/story/2025-02-15/google-and...)
"I've seen companies who have rebranded their diversity, equity, inclusion as colleague engagement, as listening and empowerment, or and whatever else, I've seen many different iterations, and I think a lot of organizations... [want] to get to a place where they can hide their activity..." ... "Those organizations want to continue doing the work, but they no longer want attention for that work. And so to try to, like, hide it in some ways, and we're in a very unprecedented time right now, nothing is normal right now." ... "Well, basically, corporations interpreted the ADA to say, like, I don't have to offer any... And then you have this three executive orders around DEI, and companies are falling over themselves to comply in advance without any legal mandate for compliance." ... "I just saw a New York Times article that was published a list of a hundred and ninety-nine words that the Trump administration is targeting, words like diversity and inclusion, but also things like bias, stereotypes, underrepresented, underserved, and many more words. They're flagging these words, they're removing them from websites, they're investigating, delaying, denying grants and funding." - Bo Young Lee, President of Research & Advisory for AnitaB.org [2025] (https://voices.berkeley.edu/podcast/dei-not-doa-part-1 | locally AI extracted transcript: https://pastebin.ca/5Mmy5Q6deu)
"the movement of the fuhrer having their struggle trickle down, getting those sosherlests what they deserve.
and womben, beautiful womben, will have many childrens now."
and the dissemination of this ubermensch and untermensch ideology, better human and subhuman, the dissemination of this ideology is boosted by AI owned by key influencers, abusing freedom of speech as freedom to slander, slur and lie.
the Mistry of truth came a little after 1984 but here we are: a list of "bad words"
God help us all.
https://codewithkate.squarespace.com/blog/the-complete-grace...
Tech Giants & Major Players
Amazon - Booth 751
Google - Booth 1246
Meta - Booth 1010
Nvidia - Booth 1039
Disney - Booth 946
Snap - Booth 447
Roblox - Booth 1209
PlayStation - Booth 433
Nintendo - Booth 429
Finance & Trading Firms
Goldman Sachs - (Location TBD)
Morgan Stanley - Booth 633
Jane Street - Booth 618
Citadel - Booth 62
Two Sigma - Booth 1046
DE Shaw - Booth 410
IMC - Booth 1051
Walleye Capital - Booth 1052
Apollo Global Management - Booth 647
Five Rings - Booth 310
Cboe - Booth 952
Banking & Financial Services Bank of America - Booth 439
Capital One - Booth 831
Bloomberg - Booth 824
Navy Federal - Booth 426
USAA - Booth 614
Vanguard - Booth 819
Insurance & Financial Tech Prudential - Booth 526
CHUBB - Booth 344
Voya Financial - Booth 1226
NEXT Insurance - Booth 1227
Manulife - Booth 1122
Tech & Software Companies Intuit - Booth 422
PayPal - Booth 514
Cloudflare - Booth 533
Wayfair - Booth 342
Xero - Booth 343
Adyen - Booth 605
WEX - Booth 1014
Chewy - Booth 1114
Infoblox - Booth 852
InterSystems - Booth 518
Red Hat - Booth 919
DTCC - Booth 418
Consulting & Professional Services EY - Booth 1228
E-commerce & Entertainment Audible - Booth 1251
Automotive & Manufacturing Rivian - Booth 1022
John Deere - (Location TBD)
Crown Equipment Corporation - Booth 1210
Automotive & Manufacturing Rivian - Booth 1022
John Deere - (Location TBD)
Crown Equipment Corporation - Booth 1210
Real Estate & Corporate Services CBRE - Booth 341
Lumen - Booth 345
Retail & Food Services McDonald's - Booth 339
Healthcare & Medical Technology Tandem Diabetes Care - Booth 313
Northwestern Medicine - Booth 1214
Mortgage & Real Estate Tech Rocket - Booth 1211
And if thay paid the whole thing this year, and pulled out next year, th÷pe PR would be 50x worse. Single company cancelled this event in 2027!
Seems like smart move to get out fast!
This is absolutely the US Gov to blame for its DEI attacks and threats.
This was true 10 years ago, today not so much. After several years of cultural revolution, recent crimes, discrimination lawsuits, the entire "women in tech" subject is toxic.
Now it is in implosion phase, where activists will start eating their own (just see the hit list OP published).
Another problem is AI. Common coders will become obsolete (together with "women in tech"). There is no push for more "women in plumbing jobs". Pushing young people into tech (presumably with expensive student loans) is just cruel. Women are not stupid!
The push exists, if you bother looking for it at all.
> increasing women’s equal access to union construction jobs
That is not the same as "plumbing jobs". They want nice cushy unionized jobs, not dirty work
The courtesy smiles, the pretentive presentations, the sale talk, the polite social customs, the diplomacy, the power due to knowledge, weaponry, currency fixations, - all will face the concrete realities. Water recedes exposing the naked, boisterous economies. The zero-carbon evangelists run to Russia for diesel and to China for minerals or they get extinct, unable to adapt and sitting on their presumptive glory.
I never felt that I was actually welcome. And I don't have to be. It's not for me, and it doesn't have to be. I answered women inviting me that no, that wasn't made for me, have fun though.
Then mass layoffs happened, and men who lost their jobs, or looking for their first job, went.
Suddenly everything flipped. Keynote was basically "what the fuck are all you men doing here, taking the space of women?".
Oh, the gaslighting. Glad I never went.
Their "Our Mission" page refers only to the perfectly vague "our community", never once describing what that is. Nor does their landing page. Their "Our History" page says that the organisation started out to support women in the tech industry, but then describes several name changes, eventually dropping all use of the words "woman" or "women" and switching to the user of "individuals" without explanation or elaboration. It reads like a perfectly choreographed PR "product" designed to maximise deniability of... something. But what?
https://en.wikipedia.org/wiki/Grace_Hopper
Grace Brewster Hopper (née Murray; December 9, 1906 – January 1, 1992) was an American computer scientist, mathematician, and United States Navy rear admiral.[1] She was a pioneer of computer programming. Hopper was the first to devise the theory of machine-independent programming languages, and used this theory to develop the FLOW-MATIC programming language, which was a major influence on COBOL, an early high-level programming language still in use today. She was also one of the first programmers on the Harvard Mark I computer. She is credited with writing the first computer manual, "A Manual of Operation for the Automatic Sequence Controlled Calculator", and is often credited with creating the first compiler.
didn't find anything controversial about her in wikipedia
Here is an earlier programming language (never implemented) that was machine independent:
https://en.wikipedia.org/wiki/Plankalk%C3%BCl
It sounds like this conference had been going downhill for a few years.
She was a huge influence on me - as a white male tech nerd - and I have long had a huge interest in women in tech, from Grace to Margaret Hamilton to Jeri Ellsworth and Anouk Wipprecht and more. Jeri's demonstration of her self-made transistors and work rebuilding a tunneling electron microscope were fascinating and rank among the most entertaining things I've seen in a hackerspace this century. Anouks' mad fashiontech excursions are positively exciting. There are many other women technologists who deserve our interest.
So its pretty unfortunate that GCH won't happen this year. I hope there are budding young squibs out there who won't see this as de-motivating with regards to their entry into the technology worlds.