Hi Vidya, thanks for your post! You bring up good points, and I appreciate you presenting your personal story.
“But, they lacked the energy to put us into overdrive. Worse, they were starting to drain the energy from the rest of the team. Eventually, we had to do the right thing for the company and let them go. I’m now back to being the only woman on the (tech) team.”
I’d love to hear more about this: when you say they were draining the energy from the team, was it that their skillset didn’t match the others, and colleagues had to pick up the slack?
I understand the need for a small startup to be extremely selective in their hiring. I also wonder when it’s a company’s duty to accept a less than 100% gold standard (or however we are measuring performance) to allow for those less represented to attain that experience.
If Google doesn’t think female engineers are up to snuff, and small startups don’t either, where can these women get experience? I think if diversity is going to be number one priority for a company, then other metrics of success may possibly suffer, because minorities don’t get the same opportunities/experience. And I don’t think that’s a bad thing.
I agree with preventing the gender gap at an earlier stage. There also have to be ways that we can be better at company diversity today, so we don’t let another generation go by.
Google’s 31% / 69% gender split seems crazy to me. I hope that we can continue to work at a company stage to make it right. (https://www.google.com/diversity/)