Sexual Harassment Scandals at Tech Giants Bring Silicon Valley’s HR Problems to Light

Sexual Harassment Scandals at Tech Giants Bring Silicon Valley’s HR Problems to Light

Sexual harassment and sexism are well known problems in the US tech sector, as a survey of Silicon Valley women found last year, but a series of recent allegations involving three major companies has thrust those problems into the spotlight and is forcing the industry and the public to confront what last year’s survey called “the elephant in the Valley.”

After former Uber engineer Susan Fowler published a blog post last Sunday about her experience at the company, alleging a pattern of sexual harassment, HR misconduct, and management retaliation, the ridesharing startup launched an internal investigation and is hearing strong criticism from investors and employees. Uber’s critics are urging an overhaul of what they describe as a toxic and self-destructive culture that enables sexual harassment and misconduct toward women.

In a development that could compound the scandal, Recode’s Kara Swisher broke the news on Monday that Uber’s SVP of engineering, Amit Singhal, had been asked to resign after she reported that he had not disclosed to Uber that he had left Google last year amidst “credible” allegations of sexual harassment from an employee. Sources at Uber told Swisher that they had done extensive background checks on Singhal but uncovered nothing related to the allegations at Google (which Singhal still denies). Swisher also couldn’t find any outward indication that anything was amiss for Singhal at Google at the time, even though the company was, according to her sources, “prepared to fire Singhal over the allegations after looking into the incident,” but such action was preempted by Singhal’s decision to resign:

Sources said the female employee who filed the formal complaint against Singhal did not work for him directly, but worked closely with the search team. She also did not want to go public with the charges, which is apparently why Google decided to allow Singhal to leave quietly. He was also a well-regarded executive there, who was well liked by many I have spoken to at Google. He rose to a top job as SVP of search and has had a distinguished career as a technologist in Silicon Valley. …

You could not tell that there were any problems, though, from the outward behavior of both sides [at the time of Singhal’s departure]. When Singhal left, said sources, Google settled major outstanding grants he had, and his own goodbye letter read more like a retirement missive. More to the point, it gave no hint of acrimony between himself and his longtime employer.

Both Uber and Google are facing a backlash over these revelations: the former for hiring Singhal without uncovering what led to his departure from his last job, and the latter for allowing him to leave the company inconspicuously. On Twitter, ex-Googler Kelly Ellis, who allegedly witnessed and experienced sexual harassment while working there several years ago, took to Twitter to highlight how the “boy’s club” of tech executives hurts leadership diversity and makes it easier for male tech execs to get away with serial sexual harassment. Among her complaints related to this latest example: that tech executives often hire their friends outside of the usual hiring process, and after already lacking the necessary diversity to pick up on risks of misconduct.

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Elon Musk Says His Companies Will Audit Pay for Gender Gaps

Elon Musk Says His Companies Will Audit Pay for Gender Gaps

Some high-profile companies, including Salesforce and Intel, have recently audited their payrolls to uncover and close pay gaps between male and female employees. Whether they did so out of a genuine commitment to equality or to get ahead of government efforts to make pay gap disclosures mandatory, the gender pay audit seems to be emerging as a trend in corporate gender equality initiatives. At the “Dinner for Equality,” a tony event in Beverly Hills last week, billionaire entrepreneur Elon Musk pledged to do the same at his companies, Tesla and SpaceX, which employ a combined 14,000 people. The Huffington Post’s Emily Peck reports:

Early on in the evening, The Huffington Post asked Musk … if he’d follow [Salesforce CEO Marc] Benioff’s lead and audit pay by gender at one or both of his companies. He said he’d “think about it.”

When Benioff later on asked Musk about equality, he shared his thoughts: “Principles of fairness and justice are what matter,” Musk said, speaking before about 70 attendees. He emphasized that the highest paid person at SpaceX is a woman: Gwynne Shotwell, the president and chief operating officer. Musk does not take a salary at the rockets and aircraft company.

But then he went on: “I was asked tonight if we would audit pay,” Musk said. “We will do that.” Attendees applauded. A spokesman for SpaceX, contacted later by HuffPost, said that Musk planned to talk over the topic with Shotwell, but wouldn’t answer questions about gender or pay at Tesla.

Tesla’s Talent Stockpile

Tesla’s Talent Stockpile

In the face of growing competition, the Wall Street Journal‘s Mike Ramsey reports, Elon Musk’s electric car company is eager to snap up as many talented engineers as it can get its hands on:

Palo Alto-based Tesla, which grew to 14,000 employees from just 899 at the end of 2010, plans to add 4,500 more workers in California alone during the next four years, according to terms of a $15 million tax credit awarded this year. Tesla currently has 1,600 open positions and is aggressively courting engineers for its autonomous car efforts, known as Autopilot.

Because the auto maker’s business model is built on explosive growth forecasts through the end of the decade, Mr. Musk needs to add head count faster than a typical auto maker with small volumes would.

Addressing his 3.1 million followers on Twitter, Mr. Musk said “no prior experience with cars required. Please include code sample or link to your work.” He then added, “I will be interviewing people personally and Autopilot reports directly to me. This is a super high priority.”