No: the overwhelming majority of law school graduates end up in established legal practices that employ many attorneys. It's possible that not even a plurality of CS graduates end up as software developers at software firms; a huge number of CS graduates end up writing line of business software for insurance companies, or on their QA teams.
I don't think I fully understand the preconditions for your theory, so let me try to carefully state it. Being asked out + diversity of work situations + mostly internal department rather than external firm + non-rigorous interview process => women won't go from 0 to 50%.
Did I miss any preconditions? If I did, could you carefully list them?
Fun fact: HR (lots of women) satisfies these properties, near as I can tell. HR drones certainly ask me stupid non-rigorous interview questions, I'm sure they ask the same of each other. So there should be a dearth of women in HR?
Incidentally, the process I'm doing here was described by Scott Alexander yesterday. Basically I'm "feynmaning" you - finding examples which satisfy your preconditions but not your conclusion. http://slatestarcodex.com/2014/08/12/does-race-exist-does-cu...
You've agreed with me on that last point in the past, so I'd be surprised to hear you contest it now.
Let me repeat myself one more time. I don't disagree with you on this. I also don't disagree with your claims about people's subjective feelings. I don't think it's unique to tech, which makes it a poor explanation of a tech-specific phenomenon. Finance certainly uses similar interview techniques, and mid-office finance (besides IT) has no shortage of women.
Incidentally, if your observations about banks/f500 vs startups are correct and generalizeable, then your theory explains part of the discrepancy. Specifically, it explains the delta between startups and f500, but not the delta between f500 tech and f500 HR. It's not the only explanation that part of the discrepancy - risk aversion also works, and to me seems simpler. But I can't immediately reject your theory for that portion of the discrepancy.
I don't think I fully understand the preconditions for your theory, so let me try to carefully state it. Being asked out + diversity of work situations + mostly internal department rather than external firm + non-rigorous interview process => women won't go from 0 to 50%.
Did I miss any preconditions? If I did, could you carefully list them?
Fun fact: HR (lots of women) satisfies these properties, near as I can tell. HR drones certainly ask me stupid non-rigorous interview questions, I'm sure they ask the same of each other. So there should be a dearth of women in HR?
Incidentally, the process I'm doing here was described by Scott Alexander yesterday. Basically I'm "feynmaning" you - finding examples which satisfy your preconditions but not your conclusion. http://slatestarcodex.com/2014/08/12/does-race-exist-does-cu...
You've agreed with me on that last point in the past, so I'd be surprised to hear you contest it now.
Let me repeat myself one more time. I don't disagree with you on this. I also don't disagree with your claims about people's subjective feelings. I don't think it's unique to tech, which makes it a poor explanation of a tech-specific phenomenon. Finance certainly uses similar interview techniques, and mid-office finance (besides IT) has no shortage of women.
Incidentally, if your observations about banks/f500 vs startups are correct and generalizeable, then your theory explains part of the discrepancy. Specifically, it explains the delta between startups and f500, but not the delta between f500 tech and f500 HR. It's not the only explanation that part of the discrepancy - risk aversion also works, and to me seems simpler. But I can't immediately reject your theory for that portion of the discrepancy.