Hoaxed: Everything They Told You is a Lie by Mike Cernovich & Jon du Toit & Scooter Downey

Author:Mike Cernovich & Jon du Toit & Scooter Downey [Cernovich, Mike]
Language: eng
Format: epub
Publisher: Cerno Films, LLC
Published: 2018-10-01T04:00:00+00:00

James Damore Interview

So how are you doing today? Please introduce yourself.

I’m James Damore. I got fired by Google for writing a document that was critical of our culture and our diversity practices. I’m a victim of Fake News.

So, it must be weird for you to be a media personality when you never set out to be a media personality.

Yeah, I was really just trying to improve the internal culture at Google. And I’m a pretty introverted, don’t-want-to-be-in-the-center-of-the-universe, kind of person.

You wrote the memo as a way to express your thoughts/share your thoughts with friends. Is that right?

Right. They would point to our numbers, like twenty percent women, and say, “Oh, but look — the population is fifty percent. What’s happening? We’re sexist.”

That strikes me as a simplistic analysis.

Right.

Did they ever talk about how maybe people want to make different life choices?

No, they don’t really acknowledge that different people are different in any way.

It’s ironic, to me, because your memo, in my view, is about diversity.

Yeah. There’s a lot of hypocrisy in the whole program because they say, “Oh, men and women are exactly the same, but we need diversity because everyone is the same.” It’s not clear why we would need diversity if everyone was the same, for example.

How many of these diversity training things have you been to?

I’ve been to about five.

How long would they last?

Some would be all day. Others a few hours.

All day? Talk to us about that.

So, one, in particular, was this all-day summit for high-level people in my organization, and it was all secret. None of it was posted online. None of it was recorded like everything else at Google. Normally, we’re just really open about everything. But this was really secret. And then they really went down into the details on what specific practices we’re doing to try to increase representation, like actually treating people differently if they’re a woman, or if they are some ethnic minority, and giving preference to these people.

What were some of the specific practices they recommended? How did they explain you should treat people differently based on their race or gender?

So, for example, in the interviews, if someone doesn’t make it in the first try, then they’ll give them another interview. Only if they’re in a specific category. And then, also, once they get hired, they put them in this high-priority queue so that the managers will quickly hire them. And give them a higher percent chance of actually hiring them.

What specific category?

So, if you’re a woman — or non-white, non-Asian, then you’re in this category.

So, in other words, if you’re in this specific category, and you blow a job interview, they’ll give you another one.

Right.

A friend of mine told me that he applied for a job at Google and didn’t hear back. He reapplied as a transgender and got a callback within an hour.

That could happen.

Would transgender be one of these categories?

I don’t know if they’ve specifically called it out, but they definitely like that category.

When you were at these meetings, were there lawyers there?

Not that I know of.

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