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    <h1>Stupeur et tremblements : comment faire fuir les développeuses expérimentées.</h1>
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  <p>Étant bien à l’aise dans mon poste actuel, j’avais commencé à demander à passer à l’échelon technique supérieur 🪜.
 J’en ai discuté avec mon manager, il m’a partagé les critères pour l’étape suivante et j’ai rempli un document qui montre que sur tous les points j’ai le niveau. On en a discuté et il est rapidement arrivé à la conclusion que de toute façon je faisais déjà le travail du poste au dessus, donc il allait soutenir ma promotion à la prochaine fournée.
 <strong>Moi j’étais toute contente: “Youpi, enfin une entreprise dans laquelle j’ai mes chances !”.</strong>
 Les processus de promotion sont souvent annuels, ou biannuels et je savais bien qu’il me fallait un peu de patience.</p>

 <p>Vient un jour de réunion générale ou tout d’un coup surgit un slide pour féliciter les personnes fraîchement promues et là, comme dirait Amélie Nothomb: <strong>stupeur et tremblement</strong> ! Ça me frappe immédiatement: j’aurais dû être sur ce slide ! Que s’est-il passé ?</p>

 <h1 id="une-grande-parenthèse-dans-le-passé">Une grande parenthèse dans le passé</h1>

 <p>Je fais une grande parenthèse.
 J’ai dans mes premières années en tant que développeuse subi une période de harcèlement moral. Par des développeurs misogynes qui se sont ligués contre moi pour pouvoir mieux être promus, et ils ont réussi.
 Ils m’ont dénigrée auprès des managers sans que j’en sache rien, ils s’amusaient à changer des parties de l’application au dernier moment pour que la partie que je développais ne fonctionne plus lors des démonstrations.
 Quand j’entrais dans la pièce où ils étaient pour discuter projet, ils se taisaient et m’ignoraient.
 Ils sont allés jusqu’à s’attribuer certaines de mes réalisations.
 Et quand, n’ayant aucune écoute côté management, j’ai osé dire par email à l’équipe tant bien que mal que ça ne pouvait pas continuer…
 On m’a juste reproché d’écrire un email, et ignoré totalement le fond.
 A noter qu’évidemment le plus toxique et misogyne dans l’histoire c’était le développeur qui visait une carrière technique.
 Il a continué pendant des années derrière à évincer toute concurrence d’autant plus violemment si cette concurrence était racisée et/ou féminine.
 <strong>Un cas somme toute classique de “oui c’est des gens toxiques mais bon ils sont performants alors on les laisse faire”.</strong></p>

 <p>J’ai mis plus d’un an à comprendre que le problème ce n’était pas moi, grâce à beaucoup de témoignages du genre “oui mais bon avec eux tu avais aucune chance, t’es une femme”.
 Grâce aussi au fait qu’en changeant de poste, sans vraiment changer ma façon de faire, je suis tout d’un coup passée de “développeuse toute nulle” à “développeuse super forte je te veux dans mon équipe”.
 Et grâce aux histoires misogynes et racistes qui ont continué après moi, au vu et au su de tout le monde, en toute impunité.
 <strong>Il m’a fallu plusieurs années pour mettre les mots harcèlement moral</strong> - plus d’années que la durée de prescription de 5 ans.
 Je me suis informée et formée sur les biais, y compris les biais sexistes, et aussi le conditionnement social.
 J’ai gravi des échelons, choisissant soigneusement les personnes avec qui j’allais travailler, évitant à tout prix des personnes que j’estimais à risque pour moi.
 Ça m’a peut-être fermé des opportunités, peut-être pas je ne saurai jamais.
 Mais ça m’a mise sur le qui-vive un peu permanent.
 La “safe place” ce n’est pas un concept marketing de recrutement pour moi, mais une nécessité.</p>

 <p>Pourquoi cette parenthèse ? Simplement pour expliquer que comme je m’étais déjà confrontée à un mur de sexisme crasse, j’avais depuis beaucoup appris sur les mécanismes de mise à l’écart des femmes et des personnes sous représentées.
 <strong>Et pourtant, je n’ai rien pu faire pour empêcher ce second gros mur que j’ai pris dans la face.</strong></p>

 <h1 id="de-retour-vers-stupeur-et-tremblements">De retour vers “stupeur et tremblements”</h1>

 <p>Suite à cette réunion générale avec l’absence visible - uniquement par moi - de mon nom sur la liste des personnes promues, je suis revenue vers mon manager avec un document écrit, expliquant que je ne comprenais pas et avec la liste factuelle des raisons qui font que j’aurais dû avoir cette promotion.
 On se voit en face à face rapidement: il était embêté et furieux. Il avait bien présenté mon nom à la réunion de promotions, mais son supérieur se serait braqué, sans raisons.
 Et depuis il essayait tant bien que mal d’obtenir des réponses sur la justification de la non promotion, mais n’en avait aucune.
 <strong>Moi ni une ni deux: un refus de promotion sans aucune justification, ce n’est pas normal !!</strong>
 Je saisis les RH, explique mon cas et mon désarroi.
 Je glisse au passage que toutes les personnes promues ces deux dernières années sont des hommes, et que j’ai des doutes de biais sexistes.
 Je partage aussi que je trouve ça d’autant plus injuste que j’arrive au même niveau de compétences alors j’ai eu à travailler tout en gérant les enfants pendant le covid, alors que la plupart des développeurs autour de moi étaient soit sans enfant, soit avec la mère sans emploi, par choix ou cause covid, qui gérait la maison et les enfants.
 Je reçois en retour la garantie qu’il va y avoir une enquête…
 Puis j’attends, pas forcément les bras croisés.</p>

 <p>Parmi les personnes promues, il y avait un homme avec qui le courant passait bien : ça tombe bien il venait d’être promu au niveau que je visais !
 Après l’avoir félicité, je lui demande “Dis moi, quelles étapes tu as dû suivre pour ta promotion ?”.
 Sa réponse me laisse sans voix: “Basiquement j’ai juste demandé, j’ai expliqué pourquoi et voilà quoi”.</p>

 <p>Ah… 🤯</p>

 <p>Suite à tout ça, j’ai du mal à me concentrer au travail.
 A un moment dans un point de synchronisation entre développeurs, je m’excuse auprès des collègues et je leur explique qu’on m’a refusé la promotion, et que ça me perturbe beaucoup dans mon travail.
 Le développeur le plus expérimenté de l’équipe me confirme que notre manager lui avait demandé et qu’il avait validé que j’avais le niveau.
 Deux autres développeurs expriment en privé leur indignation et leur désaccord aussi avec la non promotion, et me donnent leur précieux soutien.
 <strong>Je me dis que les RH vont gérer, j’y crois encore.</strong>
 Sur ce, mon manager démissionne, je crois être la goutte qui a fait déborder le vase, mais je ne le saurai jamais.</p>

 <p>Les jours passent, et je me retrouve dans une réunion “face à face” avec le supérieur de mon manager.
 Situation que je voulais éviter mais bon, je reste professionnelle, je prends mon courage à deux mains et j’y vais quand même, ne sachant pas trop à quoi m’attendre.
 Et là surprise…. Il me sort le texte que j’avais rédigé avec mon manager.
 Moment de gêne, puis il me dit qu’il est désolé que j’ai été impactée.
 Je reste sans voix: “Impactée ??” Il m’explique qu’effectivement mon manager a proposé mon nom en fin de réunion, mais qu’ils n’avaient plus le temps et que de toute façon mon manager s’est braqué.
 Globalement il met tout sur le dos de mon manager, ce dernier n’étant plus dans l’entreprise, c’est un peu l’excuse toute trouvée.
 Il me dit vaguement que je manque de visibilité, ce à quoi je commence à lui exposer toutes les réalisations que j’ai faites, incluant des talks en public et enregistrés donc facilement consultables.
 Il me coupe rapidement, non c’est pas ça.
 Je ne suis pas assez visible de lui.
 Il m’explique aussi que le document que j’ai dûment rempli ne sert à rien, de toute façon c’est lui qui décide.
 <strong>Il m’explique aussi au passage que je ne peux pas me comparer aux autres personnes qui ont le niveau du dessus, parce que certains d’entre eux - tous des hommes au passage - ont eu la promotion alors qu’ils ne la méritaient pas.</strong></p>

 <p>Les bras m’en tombent.</p>

 <p>Donc des hommes qui ne méritent pas la promotion l’ont, et moi pour qui on est incapable de me dire ce qu’il manque je ne l’ai pas ?
 Et ça ne choque que moi dans cette entreprise ?</p>

 <p><strong>Heureusement, j’avais commencé à chercher du soutien auprès de quelques Duchess, elles ont été formidables et m’ont beaucoup aidée, je les remercie vraiment très fort. 💖</strong></p>

 <p>Les RH reviennent, la bouche en coeur “bon c’est bon on a vérifié, c’est pas du sexisme”.</p>

 <p>Et voilà c’est tout. 😲</p>

 <p>Avoir un refus de promotion sans aucune justification écrite n’a pas l’air de les gêner.
 Que plusieurs hommes aient obtenu la promotion sans vraiment avoir le niveau ne les fait pas réagir non plus.
 Dans ma tête, un refus de promotion sans justification était limite illégal, et s’il n’est pas possible de justifier le refus c’est donc bien que la promotion est due, non ? Je m’attendais à ce qu’iels reprennent mon dossier, avec la liste des réalisations, des justifications et me fassent au moins un retour de ce qu’il manque à mon travail.
 Non rien…. Rien sur quoi travailler ou se projeter.
 Mission impossible: il ne me manque rien mais je n’ai pas ce qu’il faut.</p>

 <p>Pire encore, quand j’essaye d’évoquer les biais inconscients que nous avons toutes et tous et qui desservent les femmes notamment dans la carrière, parce que je pense alors très fortement que c’est le mécanisme en œuvre, je me heurte à un mur d’incompréhension totale.
 “Mais non, <strong>moi je ne fais aucune différence entre les hommes et les femmes !</strong>”
 <strong>C’est tellement faux cette phrase</strong>, c’est la base de l’ouverture à la diversité: on a toutes et tous des biais sexistes, racistes, validistes, grossophobes et j’en passe.
 L’accepter c’est la première étape obligatoire pour progresser en tant que société.</p>

 <p><strong>C’est vraiment violent, en plus du sentiment de discrimination, que d’avoir à faire à des personnes qui n’ont pas le vocabulaire ni les concepts.</strong>
 C’est très bien expliqué dans la conférence <a href="https://mixitconf.org/2022/violence-hermeneutique-comment-eviter-le-malaise-">Violence hermeneutique</a>.</p>

 <h1 id="dépitée-je-me-lève-et-je-me-casse">Dépitée, je me lève et je me casse</h1>

 <p>Un nouveau manager est désigné, à peu près au courant de ma situation.
 Son point de vue: ok on va travailler à ma promotion à partir de maintenant, par contre après avoir échangé avec les RHs il vaut mieux éviter les derniers mois parce que j’ai été un peu agressive.
 Je perds donc un an à un an et demi et je recommence à zéro ?
 Tout ça parce qu’un supérieur “ne le sent pas” ?
 Je suis victime d’erreurs de management et d’incompétences et c’est moi qui paye les pots cassés ?
 Et je suis agressive quand j’exprime mon vécu de discrimination ?
 Sérieusement ?</p>

 <p>J’ai posé ma démission le jour suivant, quitte à recommencer de zéro autant recommencer ailleurs !</p>

 <p><img src="https://www.duchess-france.fr/assets/2023/03/2023-03-08-stupeur-et-tremblements/plafond-de-verre-2.jpeg" alt=" Image d'une femme coincée sous un plafond de verre. La direction lui dit &quot;Le plafond de verre c'est notre plancher, alors ne le cassez pas.&quot;"></p>

 <h1 id="je-suis-fatiguée-de-tout">Je suis fatiguée…. de tout</h1>

 <p>Heurter un second mur en connaissance de cause est d’autant plus brutal et plus violent.
 Je commence à réaliser que je n’ai absolument aucun moyen de me protéger de cette violence, je peux juste espérer avoir de la chance et arrêter de tomber sur des personnes toxiques faussement ouvertes à la diversité.
 <strong>Isabelle Collet</strong> en parle dans son livre <strong>“les oubliées du numérique”</strong> de cette chance, ou pas, de ne jamais croiser une ou des personnes qui vont bloquer la carrière des femmes.
 Mon cas personnel confirme en tout cas son étude.</p>

 <p><img src="https://www.duchess-france.fr/assets/2023/03/2023-03-08-stupeur-et-tremblements/journee-de-la-femme.jpeg" alt=" Image avec deux femmes qui disent &quot;Nous voulons l'égalité salariale entre hommes et femmes!&quot;. L'homme derrière le bureau répond &quot;Une journée de la femme par an, ça ne vous suffit plus ?&quot;"></p>

 <p>Je suis fatiguée que notre industrie n’ouvre pas les yeux sur ce qui se passe <strong>malgré les nombreuses études chiffrées et sérieuses.</strong>
 Je suis fatiguée que la plupart des hommes, développeurs comme managers, <strong>ne se sentent pas concernés.</strong>
 De mes collègues, seuls deux d’entre eux m’ont soutenue, les autres ont juste tourné les yeux ailleurs en attendant que ça passe.
 Je suis fatiguée que les entreprises ne fassent pas leur devoir de formation et d’information aux biais sexistes, et ne mettent pas grand chose en place pour se prémunir des différences de traitements.</p>

 <ul>
  <li>
    <p>Dire à une femme qu’elle est agressive quand elle est assertive ?
 ✅ Un grand classique du sexisme ordinaire.</p>
  </li>
  <li>
    <p>Demander dix fois plus de compétences et pinailler sur la moindre chose pour éviter de donner une promotion à une femme ?
 ✅ Un grand classique du sexisme ordinaire et du plafond de verre.</p>
  </li>
  <li>
    <p>“Ne pas le sentir” mais sans vraiment de raisons factuelles ?
 ✅ Un grand classique du sexisme ordinaire.</p>
  </li>
 </ul>

 <p>Je suis fatiguée d’essayer de trouver ma voie dans une industrie qui fait tout pour me mettre des bâtons dans les roues, je suis fatiguée de voir que mes collègues masculins cherchent à tricher pour finir au plus vite les formations “diversité et inclusion”.
 Je suis fatiguée de ne pas pouvoir avoir de discussion un peu avancée sur le paternalisme, les biais, le sexisme, le féminisme parce que la plupart des personnes, des RH aux développeurs en passant par toutes les strates de management, <strong>refusent massivement d’apprendre le vocabulaire et les concepts.</strong>
 Je suis fatiguée des entreprises qui sous couvert “d’oeuvrer pour la diversité en général, pas que le gender gap” ne font en fait aucune action en faveur des femmes alors que c’est bien plus facile à mesurer et potentiellement bénéfique aussi pour les autres catégories de personnes sous représentées.</p>

 <p>Et je suis fatiguée de <strong>cette société qui est incapable de croire les femmes.</strong>
 Combien faudra t-il encore de vidéos ou témoignage où un homme se retrouve, volontairement ou par accident, à la place d’une femme ?
 Pour se rendre compte qu’en fait oui c’est violent ce que vivent les femmes et que ce qu’elles dénoncent c’est vrai et systémique.</p>

 <p><strong>Je ne peux m’empêcher de penser que si j’avais été un homme ma carrière serait plus avancée aujourd’hui, mon salaire supérieur et ma santé mentale bien meilleure.</strong></p>

 <p>Et pourtant j’adore le code, créer des applications, maintenir des applications.
 Mais à quel prix pour ma santé puis-je faire un métier que j’aime ?</p>

 <h1 id="trouverai-je-un-jour-ma-place-dans-cette-industrie-qui-au-fond-ne-souhaite-pas-vraiment-mon-succès-">Trouverai-je un jour ma place dans cette industrie qui, au fond, ne souhaite pas vraiment mon succès ?</h1>
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 hash_url: 25d41d569f637f8342c495139ccce8a8

 <p>Étant bien à l’aise dans mon poste actuel, j’avais commencé à demander à passer à l’échelon technique supérieur 🪜.
 J’en ai discuté avec mon manager, il m’a partagé les critères pour l’étape suivante et j’ai rempli un document qui montre que sur tous les points j’ai le niveau. On en a discuté et il est rapidement arrivé à la conclusion que de toute façon je faisais déjà le travail du poste au dessus, donc il allait soutenir ma promotion à la prochaine fournée.
 <strong>Moi j’étais toute contente: “Youpi, enfin une entreprise dans laquelle j’ai mes chances !”.</strong>
 Les processus de promotion sont souvent annuels, ou biannuels et je savais bien qu’il me fallait un peu de patience.</p>

 <p>Vient un jour de réunion générale ou tout d’un coup surgit un slide pour féliciter les personnes fraîchement promues et là, comme dirait Amélie Nothomb: <strong>stupeur et tremblement</strong> ! Ça me frappe immédiatement: j’aurais dû être sur ce slide ! Que s’est-il passé ?</p>

 <h1 id="une-grande-parenthèse-dans-le-passé">Une grande parenthèse dans le passé</h1>

 <p>Je fais une grande parenthèse.
 J’ai dans mes premières années en tant que développeuse subi une période de harcèlement moral. Par des développeurs misogynes qui se sont ligués contre moi pour pouvoir mieux être promus, et ils ont réussi.
 Ils m’ont dénigrée auprès des managers sans que j’en sache rien, ils s’amusaient à changer des parties de l’application au dernier moment pour que la partie que je développais ne fonctionne plus lors des démonstrations.
 Quand j’entrais dans la pièce où ils étaient pour discuter projet, ils se taisaient et m’ignoraient.
 Ils sont allés jusqu’à s’attribuer certaines de mes réalisations.
 Et quand, n’ayant aucune écoute côté management, j’ai osé dire par email à l’équipe tant bien que mal que ça ne pouvait pas continuer…
 On m’a juste reproché d’écrire un email, et ignoré totalement le fond.
 A noter qu’évidemment le plus toxique et misogyne dans l’histoire c’était le développeur qui visait une carrière technique.
 Il a continué pendant des années derrière à évincer toute concurrence d’autant plus violemment si cette concurrence était racisée et/ou féminine.
 <strong>Un cas somme toute classique de “oui c’est des gens toxiques mais bon ils sont performants alors on les laisse faire”.</strong></p>

 <p>J’ai mis plus d’un an à comprendre que le problème ce n’était pas moi, grâce à beaucoup de témoignages du genre “oui mais bon avec eux tu avais aucune chance, t’es une femme”.
 Grâce aussi au fait qu’en changeant de poste, sans vraiment changer ma façon de faire, je suis tout d’un coup passée de “développeuse toute nulle” à “développeuse super forte je te veux dans mon équipe”.
 Et grâce aux histoires misogynes et racistes qui ont continué après moi, au vu et au su de tout le monde, en toute impunité.
 <strong>Il m’a fallu plusieurs années pour mettre les mots harcèlement moral</strong> - plus d’années que la durée de prescription de 5 ans.
 Je me suis informée et formée sur les biais, y compris les biais sexistes, et aussi le conditionnement social.
 J’ai gravi des échelons, choisissant soigneusement les personnes avec qui j’allais travailler, évitant à tout prix des personnes que j’estimais à risque pour moi.
 Ça m’a peut-être fermé des opportunités, peut-être pas je ne saurai jamais.
 Mais ça m’a mise sur le qui-vive un peu permanent.
 La “safe place” ce n’est pas un concept marketing de recrutement pour moi, mais une nécessité.</p>

 <p>Pourquoi cette parenthèse ? Simplement pour expliquer que comme je m’étais déjà confrontée à un mur de sexisme crasse, j’avais depuis beaucoup appris sur les mécanismes de mise à l’écart des femmes et des personnes sous représentées.
 <strong>Et pourtant, je n’ai rien pu faire pour empêcher ce second gros mur que j’ai pris dans la face.</strong></p>

 <h1 id="de-retour-vers-stupeur-et-tremblements">De retour vers “stupeur et tremblements”</h1>

 <p>Suite à cette réunion générale avec l’absence visible - uniquement par moi - de mon nom sur la liste des personnes promues, je suis revenue vers mon manager avec un document écrit, expliquant que je ne comprenais pas et avec la liste factuelle des raisons qui font que j’aurais dû avoir cette promotion.
 On se voit en face à face rapidement: il était embêté et furieux. Il avait bien présenté mon nom à la réunion de promotions, mais son supérieur se serait braqué, sans raisons.
 Et depuis il essayait tant bien que mal d’obtenir des réponses sur la justification de la non promotion, mais n’en avait aucune.
 <strong>Moi ni une ni deux: un refus de promotion sans aucune justification, ce n’est pas normal !!</strong>
 Je saisis les RH, explique mon cas et mon désarroi.
 Je glisse au passage que toutes les personnes promues ces deux dernières années sont des hommes, et que j’ai des doutes de biais sexistes.
 Je partage aussi que je trouve ça d’autant plus injuste que j’arrive au même niveau de compétences alors j’ai eu à travailler tout en gérant les enfants pendant le covid, alors que la plupart des développeurs autour de moi étaient soit sans enfant, soit avec la mère sans emploi, par choix ou cause covid, qui gérait la maison et les enfants.
 Je reçois en retour la garantie qu’il va y avoir une enquête…
 Puis j’attends, pas forcément les bras croisés.</p>

 <p>Parmi les personnes promues, il y avait un homme avec qui le courant passait bien : ça tombe bien il venait d’être promu au niveau que je visais !
 Après l’avoir félicité, je lui demande “Dis moi, quelles étapes tu as dû suivre pour ta promotion ?”.
 Sa réponse me laisse sans voix: “Basiquement j’ai juste demandé, j’ai expliqué pourquoi et voilà quoi”.</p>

 <p>Ah… 🤯</p>

 <p>Suite à tout ça, j’ai du mal à me concentrer au travail.
 A un moment dans un point de synchronisation entre développeurs, je m’excuse auprès des collègues et je leur explique qu’on m’a refusé la promotion, et que ça me perturbe beaucoup dans mon travail.
 Le développeur le plus expérimenté de l’équipe me confirme que notre manager lui avait demandé et qu’il avait validé que j’avais le niveau.
 Deux autres développeurs expriment en privé leur indignation et leur désaccord aussi avec la non promotion, et me donnent leur précieux soutien.
 <strong>Je me dis que les RH vont gérer, j’y crois encore.</strong>
 Sur ce, mon manager démissionne, je crois être la goutte qui a fait déborder le vase, mais je ne le saurai jamais.</p>

 <p>Les jours passent, et je me retrouve dans une réunion “face à face” avec le supérieur de mon manager.
 Situation que je voulais éviter mais bon, je reste professionnelle, je prends mon courage à deux mains et j’y vais quand même, ne sachant pas trop à quoi m’attendre.
 Et là surprise…. Il me sort le texte que j’avais rédigé avec mon manager.
 Moment de gêne, puis il me dit qu’il est désolé que j’ai été impactée.
 Je reste sans voix: “Impactée ??” Il m’explique qu’effectivement mon manager a proposé mon nom en fin de réunion, mais qu’ils n’avaient plus le temps et que de toute façon mon manager s’est braqué.
 Globalement il met tout sur le dos de mon manager, ce dernier n’étant plus dans l’entreprise, c’est un peu l’excuse toute trouvée.
 Il me dit vaguement que je manque de visibilité, ce à quoi je commence à lui exposer toutes les réalisations que j’ai faites, incluant des talks en public et enregistrés donc facilement consultables.
 Il me coupe rapidement, non c’est pas ça.
 Je ne suis pas assez visible de lui.
 Il m’explique aussi que le document que j’ai dûment rempli ne sert à rien, de toute façon c’est lui qui décide.
 <strong>Il m’explique aussi au passage que je ne peux pas me comparer aux autres personnes qui ont le niveau du dessus, parce que certains d’entre eux - tous des hommes au passage - ont eu la promotion alors qu’ils ne la méritaient pas.</strong></p>

 <p>Les bras m’en tombent.</p>

 <p>Donc des hommes qui ne méritent pas la promotion l’ont, et moi pour qui on est incapable de me dire ce qu’il manque je ne l’ai pas ?
 Et ça ne choque que moi dans cette entreprise ?</p>

 <p><strong>Heureusement, j’avais commencé à chercher du soutien auprès de quelques Duchess, elles ont été formidables et m’ont beaucoup aidée, je les remercie vraiment très fort. 💖</strong></p>

 <p>Les RH reviennent, la bouche en coeur “bon c’est bon on a vérifié, c’est pas du sexisme”.</p>

 <p>Et voilà c’est tout. 😲</p>

 <p>Avoir un refus de promotion sans aucune justification écrite n’a pas l’air de les gêner.
 Que plusieurs hommes aient obtenu la promotion sans vraiment avoir le niveau ne les fait pas réagir non plus.
 Dans ma tête, un refus de promotion sans justification était limite illégal, et s’il n’est pas possible de justifier le refus c’est donc bien que la promotion est due, non ? Je m’attendais à ce qu’iels reprennent mon dossier, avec la liste des réalisations, des justifications et me fassent au moins un retour de ce qu’il manque à mon travail.
 Non rien…. Rien sur quoi travailler ou se projeter.
 Mission impossible: il ne me manque rien mais je n’ai pas ce qu’il faut.</p>

 <p>Pire encore, quand j’essaye d’évoquer les biais inconscients que nous avons toutes et tous et qui desservent les femmes notamment dans la carrière, parce que je pense alors très fortement que c’est le mécanisme en œuvre, je me heurte à un mur d’incompréhension totale.
 “Mais non, <strong>moi je ne fais aucune différence entre les hommes et les femmes !</strong>”
 <strong>C’est tellement faux cette phrase</strong>, c’est la base de l’ouverture à la diversité: on a toutes et tous des biais sexistes, racistes, validistes, grossophobes et j’en passe.
 L’accepter c’est la première étape obligatoire pour progresser en tant que société.</p>

 <p><strong>C’est vraiment violent, en plus du sentiment de discrimination, que d’avoir à faire à des personnes qui n’ont pas le vocabulaire ni les concepts.</strong>
 C’est très bien expliqué dans la conférence <a href="https://mixitconf.org/2022/violence-hermeneutique-comment-eviter-le-malaise-">Violence hermeneutique</a>.</p>

 <h1 id="dépitée-je-me-lève-et-je-me-casse">Dépitée, je me lève et je me casse</h1>

 <p>Un nouveau manager est désigné, à peu près au courant de ma situation.
 Son point de vue: ok on va travailler à ma promotion à partir de maintenant, par contre après avoir échangé avec les RHs il vaut mieux éviter les derniers mois parce que j’ai été un peu agressive.
 Je perds donc un an à un an et demi et je recommence à zéro ?
 Tout ça parce qu’un supérieur “ne le sent pas” ?
 Je suis victime d’erreurs de management et d’incompétences et c’est moi qui paye les pots cassés ?
 Et je suis agressive quand j’exprime mon vécu de discrimination ?
 Sérieusement ?</p>

 <p>J’ai posé ma démission le jour suivant, quitte à recommencer de zéro autant recommencer ailleurs !</p>

 <p><img src="https://www.duchess-france.fr/assets/2023/03/2023-03-08-stupeur-et-tremblements/plafond-de-verre-2.jpeg" alt=" Image d'une femme coincée sous un plafond de verre. La direction lui dit &quot;Le plafond de verre c'est notre plancher, alors ne le cassez pas.&quot;"></p>

 <h1 id="je-suis-fatiguée-de-tout">Je suis fatiguée…. de tout</h1>

 <p>Heurter un second mur en connaissance de cause est d’autant plus brutal et plus violent.
 Je commence à réaliser que je n’ai absolument aucun moyen de me protéger de cette violence, je peux juste espérer avoir de la chance et arrêter de tomber sur des personnes toxiques faussement ouvertes à la diversité.
 <strong>Isabelle Collet</strong> en parle dans son livre <strong>“les oubliées du numérique”</strong> de cette chance, ou pas, de ne jamais croiser une ou des personnes qui vont bloquer la carrière des femmes.
 Mon cas personnel confirme en tout cas son étude.</p>

 <p><img src="https://www.duchess-france.fr/assets/2023/03/2023-03-08-stupeur-et-tremblements/journee-de-la-femme.jpeg" alt=" Image avec deux femmes qui disent &quot;Nous voulons l'égalité salariale entre hommes et femmes!&quot;. L'homme derrière le bureau répond &quot;Une journée de la femme par an, ça ne vous suffit plus ?&quot;"></p>

 <p>Je suis fatiguée que notre industrie n’ouvre pas les yeux sur ce qui se passe <strong>malgré les nombreuses études chiffrées et sérieuses.</strong>
 Je suis fatiguée que la plupart des hommes, développeurs comme managers, <strong>ne se sentent pas concernés.</strong>
 De mes collègues, seuls deux d’entre eux m’ont soutenue, les autres ont juste tourné les yeux ailleurs en attendant que ça passe.
 Je suis fatiguée que les entreprises ne fassent pas leur devoir de formation et d’information aux biais sexistes, et ne mettent pas grand chose en place pour se prémunir des différences de traitements.</p>

 <ul>
  <li>
    <p>Dire à une femme qu’elle est agressive quand elle est assertive ?
 ✅ Un grand classique du sexisme ordinaire.</p>
  </li>
  <li>
    <p>Demander dix fois plus de compétences et pinailler sur la moindre chose pour éviter de donner une promotion à une femme ?
 ✅ Un grand classique du sexisme ordinaire et du plafond de verre.</p>
  </li>
  <li>
    <p>“Ne pas le sentir” mais sans vraiment de raisons factuelles ?
 ✅ Un grand classique du sexisme ordinaire.</p>
  </li>
 </ul>

 <p>Je suis fatiguée d’essayer de trouver ma voie dans une industrie qui fait tout pour me mettre des bâtons dans les roues, je suis fatiguée de voir que mes collègues masculins cherchent à tricher pour finir au plus vite les formations “diversité et inclusion”.
 Je suis fatiguée de ne pas pouvoir avoir de discussion un peu avancée sur le paternalisme, les biais, le sexisme, le féminisme parce que la plupart des personnes, des RH aux développeurs en passant par toutes les strates de management, <strong>refusent massivement d’apprendre le vocabulaire et les concepts.</strong>
 Je suis fatiguée des entreprises qui sous couvert “d’oeuvrer pour la diversité en général, pas que le gender gap” ne font en fait aucune action en faveur des femmes alors que c’est bien plus facile à mesurer et potentiellement bénéfique aussi pour les autres catégories de personnes sous représentées.</p>

 <p>Et je suis fatiguée de <strong>cette société qui est incapable de croire les femmes.</strong>
 Combien faudra t-il encore de vidéos ou témoignage où un homme se retrouve, volontairement ou par accident, à la place d’une femme ?
 Pour se rendre compte qu’en fait oui c’est violent ce que vivent les femmes et que ce qu’elles dénoncent c’est vrai et systémique.</p>

 <p><strong>Je ne peux m’empêcher de penser que si j’avais été un homme ma carrière serait plus avancée aujourd’hui, mon salaire supérieur et ma santé mentale bien meilleure.</strong></p>

 <p>Et pourtant j’adore le code, créer des applications, maintenir des applications.
 Mais à quel prix pour ma santé puis-je faire un métier que j’aime ?</p>

 <h1 id="trouverai-je-un-jour-ma-place-dans-cette-industrie-qui-au-fond-ne-souhaite-pas-vraiment-mon-succès-">Trouverai-je un jour ma place dans cette industrie qui, au fond, ne souhaite pas vraiment mon succès ?</h1>
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    <h1>The Price Developers Pay for Loving Their Tools Too Much</h1>
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  <p>Developers are passionate their tools. This is totally understandable. They invest years of learning into them. Their livelihoods depend on their expertise with them. Their professional community is built around them. They can become deeply invested in them because it seems apparent that their success is somehow tied to the success of the tool.</p>
 <p>Which brings us to the current debate about React. I won’t rehash the debate, since I’m not here to argue over the pros and cons of React or other front-end frameworks. Suffice it to say, the debate has gotten pretty intense and, at times, has seemed pretty personal.</p>
 <p>This brought back parallels from my own career journey and some lessons that I learned in the aftermath.</p>
 <h2 id="the-rise-and-fall-of-flash-and-flex">The Rise and Fall of Flash and Flex</h2>
 <p>Dave Rupert had a weirdly timely <a href="https://daverupert.com/2023/02/the-case-for-flex-applications/">post about Adobe Flex</a> recently. He clearly intended it as commentary on the current debate in the web community and, based on my experience, the parallels he implies are accurate.</p>
 <p>For those that don’t remember it, Adobe Flex was a way to build web applications using Flash. Web standards at the time were essentially frozen in the past. For instance, HTML 4 was proposed in 1997 and had been last updated in in 2000. HTML5 wasn’t even <em>proposed</em> until 2008 (and those who were around know it took years for much of it to show up in the browser). Flash and later Flex, which was released in 2004, were filling the gap in web standards, allowing for animation, styling, interactivity that was largely impossible on the standards-based web at the time.</p>
 <p>To say that I was deeply invested in Flash and Flex would be an understatement. I had been using Flash since around 1997 when I’d initially started my career and had committed to focusing on Flex, in particular, around 2006. I wrote articles and spoke at conferences about Flex and many of the Flex meta-frameworks (yuck Cairngorm…yay Mate). I even started my own conference about Flex in 2007. In 2010 I was hired by Adobe as the Content and Community Manager for Flash and Flex.</p>
 <p>When I was a younger developer, I was incredibly passionate about the tools I used and even moreso about Flash and Flex, given that my career at the time revolved around them. In 2010, Steve Jobs published his famous ”<a href="https://web.archive.org/web/20170615060422/https://www.apple.com/hotnews/thoughts-on-flash/">Thoughts on Flash</a>”. Putting aside any debate over the merits or motivation of his particular argument, it threw a major curveball at my career. Over the next year, the criticism of Flash and Flex was unrelenting and seemingly coming from everywhere.</p>
 <p>Within less than a year of that post, my decade or more of Flash and Flex experience was over – literally from one day to the next. A massive re-org at Adobe signaled the beginning of the end for Flash and Flex. I was fortunately spared from layoffs, but, by that afternoon, my job had nothing to do with either tool. Instead, I was now focused on web standards and JavaScript.</p>
 <p>In a developer career that had begun around 1997, I had never known web development without Flash. Yet, I have not touched Flash in the decade-plus since that day.</p>
 <h2 id="parallels-with-react">Parallels with React</h2>
 <p>React was first released in 2013. According to the most recent <a href="https://survey.stackoverflow.co/2022/#section-experience-years-coding">StackOverflow survey</a>, half of the developer population started their careers within the last 9 years, which is to say, half of all web developers have never known a world without React.</p>
 <p><img src="/images/posts/years-coding.png" alt="stack overflow results for years coding"></p>
 <p>It’s even highly likely that they were taught web development via React or that they have never built a site any other way. They were told by their teachers, then by recruiters and then by their employers that React was the way you build web sites, and they invested their careers in it accordingly.</p>
 <p>Beyond just React itself, many frontend developers have also deeply enmeshed themselves into tools that are part of the React ecosystem. It’s not just their UI framework, their entire toolchain may be built around React.</p>
 <blockquote>
 <p>It’s understandable that those of us who may have invested many years of practice with Swiss Army Knives (okay, JS mega stacks) would be reticent to leave them behind — they’re familiar, they’re comfortable, even if we recognize their shortcomings, and after all, we spent all that time honing our skills with them.</p>
 <p>— Cole Peters, <a href="https://begin.com/blog/posts/2023-02-28-redefining-developer-experience">Redefining Developer Experience</a></p>
 </blockquote>
 <p>All this is to say, that it is understandable how turning back now can feel like starting over. While Alex Russell is not Steve Jobs (this is not a dig, I mean who is?), it makes sense to me why <a href="https://jamstack.email/link/135808/39ee9d46c5">posts like this</a> would be perceived as an existential threat. We’re telling them that everything I’ve been taught since day one of their career and the skills that that they’ve built are now “considered harmful”.</p>
 <p>It hurts. I know. I’ve been there.</p>
 <h2 id="changing-directions-is-difficult-but-often-necessary">Changing Directions is Difficult (but Often Necessary)</h2>
 <blockquote>
 <p>“The most painful thing is losing yourself in the process of loving someone too much, and forgetting that you are special too.”</p>
 <p>— Ernest Hemingway</p>
 </blockquote>
 <p>When you are deeply invested in a tool, it can be difficult to see beyond it. When a tool has been a part of your career since the beginning, it can be difficult to imagine your career without it. I didn’t change willingly, but it taught me some valuable lessons that I’ve carried forward nonethless.</p>
 <ul>
 <li><strong>Don’t wrap too much of your identity in a tool</strong>. For example, there’s a difference between identifying as a web developer and a React developer. In the latter case, it can be easy to imagine your career and React are inherently interconected. Recognize that your skills and expertise go beyond a specific tool you use to get the job done.</li>
 <li><strong>Every tool will eventually fade</strong>. It may seem obvious in retrospect but less obvious in the moment that tools will come and go across your career. In the cases of prominent tools, they don’t die, just lose relevance. Remember when jQuery was a critical resume skill? It was far more widely used than React and, while it still exists (and is still actually widely used), it’s increasingly less relevant as a career skill than it once was.</li>
 <li><strong>Flexibility is a valuable skill</strong>. Yes, it can be important to hone a particular skill in the short term, but remaining flexible can be valuable over the long term. It allows you to adjust to the ever shifting requirements of the job market. Beyond that, it can open you up to all kinds of possibilities and solutions that you might have otherwise miss, which can make you more valuable in your current role and more efficient at the job you do.</li>
 <li><strong>Changing tools does not mean starting over</strong>. It’s true that you may have invested a lot of time and energy into a particular toolset, but when you change directions you often find that you’ve built a ton of skills that transcend it. Looking back, the early post-Flash days on the web were a flurry of innovation brought by ex-Flash/Flex developers who brought their expertise to web standards development. There were new animation libraries, new frameworks and new tools that came from folks that were already familiar to those of us in the Flash and Flex community. And ActionScript skills were definitely <em>far</em> less transferrable to the broader standards-based web at the time than React skills are to non-React development.</li>
 </ul>
 <p>The last point I want to make is to those publishing and sharing the criticism of React. I do agree that the debate is valuable and necessary, but be aware of the impact of your criticism. I know that Alex and others have made a point that this isn’t intended as an attack on the developers who use React themselves, but given the potential threat they might perceive to their current roles and their careers, it is understandable why it might be seen as such regardless.</p>

 <p>Recognize the difficulty of the course correction that you are advocating. Make your case with empathy and reach out a hand to help them on that journey, because, whatever the future holds, it’s still a journey worth exploring.</p>
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 title: The Price Developers Pay for Loving Their Tools Too Much
 url: https://remotesynthesis.com/blog/the-price-of-developer-tools/
 hash_url: 339a862f8939f7ba8ae1524fa14f94c2

 <p>Developers are passionate their tools. This is totally understandable. They invest years of learning into them. Their livelihoods depend on their expertise with them. Their professional community is built around them. They can become deeply invested in them because it seems apparent that their success is somehow tied to the success of the tool.</p>
 <p>Which brings us to the current debate about React. I won’t rehash the debate, since I’m not here to argue over the pros and cons of React or other front-end frameworks. Suffice it to say, the debate has gotten pretty intense and, at times, has seemed pretty personal.</p>
 <p>This brought back parallels from my own career journey and some lessons that I learned in the aftermath.</p>
 <h2 id="the-rise-and-fall-of-flash-and-flex">The Rise and Fall of Flash and Flex</h2>
 <p>Dave Rupert had a weirdly timely <a href="https://daverupert.com/2023/02/the-case-for-flex-applications/">post about Adobe Flex</a> recently. He clearly intended it as commentary on the current debate in the web community and, based on my experience, the parallels he implies are accurate.</p>
 <p>For those that don’t remember it, Adobe Flex was a way to build web applications using Flash. Web standards at the time were essentially frozen in the past. For instance, HTML 4 was proposed in 1997 and had been last updated in in 2000. HTML5 wasn’t even <em>proposed</em> until 2008 (and those who were around know it took years for much of it to show up in the browser). Flash and later Flex, which was released in 2004, were filling the gap in web standards, allowing for animation, styling, interactivity that was largely impossible on the standards-based web at the time.</p>
 <p>To say that I was deeply invested in Flash and Flex would be an understatement. I had been using Flash since around 1997 when I’d initially started my career and had committed to focusing on Flex, in particular, around 2006. I wrote articles and spoke at conferences about Flex and many of the Flex meta-frameworks (yuck Cairngorm…yay Mate). I even started my own conference about Flex in 2007. In 2010 I was hired by Adobe as the Content and Community Manager for Flash and Flex.</p>
 <p>When I was a younger developer, I was incredibly passionate about the tools I used and even moreso about Flash and Flex, given that my career at the time revolved around them. In 2010, Steve Jobs published his famous ”<a href="https://web.archive.org/web/20170615060422/https://www.apple.com/hotnews/thoughts-on-flash/">Thoughts on Flash</a>”. Putting aside any debate over the merits or motivation of his particular argument, it threw a major curveball at my career. Over the next year, the criticism of Flash and Flex was unrelenting and seemingly coming from everywhere.</p>
 <p>Within less than a year of that post, my decade or more of Flash and Flex experience was over – literally from one day to the next. A massive re-org at Adobe signaled the beginning of the end for Flash and Flex. I was fortunately spared from layoffs, but, by that afternoon, my job had nothing to do with either tool. Instead, I was now focused on web standards and JavaScript.</p>
 <p>In a developer career that had begun around 1997, I had never known web development without Flash. Yet, I have not touched Flash in the decade-plus since that day.</p>
 <h2 id="parallels-with-react">Parallels with React</h2>
 <p>React was first released in 2013. According to the most recent <a href="https://survey.stackoverflow.co/2022/#section-experience-years-coding">StackOverflow survey</a>, half of the developer population started their careers within the last 9 years, which is to say, half of all web developers have never known a world without React.</p>
 <p><img src="/images/posts/years-coding.png" alt="stack overflow results for years coding"></p>
 <p>It’s even highly likely that they were taught web development via React or that they have never built a site any other way. They were told by their teachers, then by recruiters and then by their employers that React was the way you build web sites, and they invested their careers in it accordingly.</p>
 <p>Beyond just React itself, many frontend developers have also deeply enmeshed themselves into tools that are part of the React ecosystem. It’s not just their UI framework, their entire toolchain may be built around React.</p>
 <blockquote>
 <p>It’s understandable that those of us who may have invested many years of practice with Swiss Army Knives (okay, JS mega stacks) would be reticent to leave them behind — they’re familiar, they’re comfortable, even if we recognize their shortcomings, and after all, we spent all that time honing our skills with them.</p>
 <p>— Cole Peters, <a href="https://begin.com/blog/posts/2023-02-28-redefining-developer-experience">Redefining Developer Experience</a></p>
 </blockquote>
 <p>All this is to say, that it is understandable how turning back now can feel like starting over. While Alex Russell is not Steve Jobs (this is not a dig, I mean who is?), it makes sense to me why <a href="https://jamstack.email/link/135808/39ee9d46c5">posts like this</a> would be perceived as an existential threat. We’re telling them that everything I’ve been taught since day one of their career and the skills that that they’ve built are now “considered harmful”.</p>
 <p>It hurts. I know. I’ve been there.</p>
 <h2 id="changing-directions-is-difficult-but-often-necessary">Changing Directions is Difficult (but Often Necessary)</h2>
 <blockquote>
 <p>“The most painful thing is losing yourself in the process of loving someone too much, and forgetting that you are special too.”</p>
 <p>— Ernest Hemingway</p>
 </blockquote>
 <p>When you are deeply invested in a tool, it can be difficult to see beyond it. When a tool has been a part of your career since the beginning, it can be difficult to imagine your career without it. I didn’t change willingly, but it taught me some valuable lessons that I’ve carried forward nonethless.</p>
 <ul>
 <li><strong>Don’t wrap too much of your identity in a tool</strong>. For example, there’s a difference between identifying as a web developer and a React developer. In the latter case, it can be easy to imagine your career and React are inherently interconected. Recognize that your skills and expertise go beyond a specific tool you use to get the job done.</li>
 <li><strong>Every tool will eventually fade</strong>. It may seem obvious in retrospect but less obvious in the moment that tools will come and go across your career. In the cases of prominent tools, they don’t die, just lose relevance. Remember when jQuery was a critical resume skill? It was far more widely used than React and, while it still exists (and is still actually widely used), it’s increasingly less relevant as a career skill than it once was.</li>
 <li><strong>Flexibility is a valuable skill</strong>. Yes, it can be important to hone a particular skill in the short term, but remaining flexible can be valuable over the long term. It allows you to adjust to the ever shifting requirements of the job market. Beyond that, it can open you up to all kinds of possibilities and solutions that you might have otherwise miss, which can make you more valuable in your current role and more efficient at the job you do.</li>
 <li><strong>Changing tools does not mean starting over</strong>. It’s true that you may have invested a lot of time and energy into a particular toolset, but when you change directions you often find that you’ve built a ton of skills that transcend it. Looking back, the early post-Flash days on the web were a flurry of innovation brought by ex-Flash/Flex developers who brought their expertise to web standards development. There were new animation libraries, new frameworks and new tools that came from folks that were already familiar to those of us in the Flash and Flex community. And ActionScript skills were definitely <em>far</em> less transferrable to the broader standards-based web at the time than React skills are to non-React development.</li>
 </ul>
 <p>The last point I want to make is to those publishing and sharing the criticism of React. I do agree that the debate is valuable and necessary, but be aware of the impact of your criticism. I know that Alex and others have made a point that this isn’t intended as an attack on the developers who use React themselves, but given the potential threat they might perceive to their current roles and their careers, it is understandable why it might be seen as such regardless.</p>

 <p>Recognize the difficulty of the course correction that you are advocating. Make your case with empathy and reach out a hand to help them on that journey, because, whatever the future holds, it’s still a journey worth exploring.</p>
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    <h1>A blog post is a very long and complex search query to find fascinating people and make them route interesting stuff to your inbox</h1>
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  <p>I was born in July 1989, which means I am of the last generation who will remember the time before the internet. The cables and data centers and hyperlinks grew up around me; they grew with me. I find it hard to disentangle the evolution of my psyche from that of the internet.</p>
 <p>Explaining it to my daughter, who was born in 2017, a year when the world’s largest economy had begun tearing itself apart from the tension of this ever-evolving network, I tell her that the internet is like an alien intelligence. We don’t know exactly what it is; it has just landed, and only the first ship. We are trying to figure out how to talk to it. The first generation of explorers have noted that by making certain finger motions you can make the aliens show you images of cats and clothes, or tell you all the ways the world is falling apart.</p>
 <p>For a long time, I thought this was all there was to it. I could tap the keyboard in a particular way and the screen would show me the weather, or tell me which translation of the Iliad to read and then make someone jump in a truck and drive it to our house. I preferred the Iliad to the screen.</p>
 <p>But then, late 2021, after I had been making intricate finger movements again, I woke up in our guesthouse before sunrise and noticed that something had changed.</p>
 <p>During the night, the internet had been set in motion. Tossing hither and thither in silence—as the fields lay frozen and waiting and the hedgehog slept in its pile of leaves—the internet had rearranged itself around me.</p>
 <p>I had written an essay about Ivan Illich and systems thinking, a topic I had never found anyone else intrigued by, and which magazines thought below a rejection letter—and the internet had suddenly reshaped itself so that my keyboard hooked up to the screens of a bunch of people who wanted to talk about these topics, and a little later, their keyboards hooked up to mine.</p>
 <p><span>I had written for 15 years, but never before had this happened. I had conjured a minor conference! And I hadn’t even known that you could </span><em>do</em><span> that.</span></p>
 <p>This gave me a first glimpse of the social mechanics of the internet. Looking at the traffic data, and talking to readers, I could retrace how my words had traveled through the network, and I got a sense of why. I didn’t fully understand it; I don’t think anyone does. But like a scientist who’s got hold of an alien artifact, I proceeded by gleefully and semi-randomly pushing every button I could find to see what happened. I would think of a series of funny finger movements and then I’d say to myself, LOL I wonder what this combination does? And then I’d try.</p>
 <p>The way the machine seemed to work was:  </p>
 <ol><li><p><span>The more precise and niche the words I input, the better the internet would match me with people I could forge meaningful relationships with. This precision was hard for me, partly because my sense for how communication is supposed to work is shaped by reading mass media. Writing for a general public, you need to be broad and a bit bland. I didn’t want a general public. I wanted a specific set of people, the people who could help me along as a human being obsessed with certain intellectual problems. I didn’t know who these people </span><em>were</em><span>. I only knew that they existed. Hence my writing was a search query. It needed to be phrased in such a way that it found these people and, if necessary, filtered others.</span></p></li><li><p>The pleasant parts of the internet seemed to be curated by human beings, not algorithms. For my writing to find its way in this netherworld, I needed to have a rough sense of how information flowed down there. The pattern was this: words flowed from the periphery to the centers. This was a surprisingly rapid stream. Then the words cascaded from the center down in a broader but slower stream to the periphery again.</p></li></ol>
 <p>I will spend the rest of this essay unpacking those two statements.</p>
 <p><span>It will seem like I am mainly talking about how to use writing to forge meaningful relationships. I think doing that is beautiful and important. But lurking behind it is a larger idea. Namely, that </span><a href="https://escapingflatland.substack.com/p/first-we-shape-our-social-graph-then" rel>you can shape yourself by reshaping your relationships</a><span>. By changing who you are addressing, and the responses you garner, you steer your development. You </span><a href="https://tomcritchlow.com/2022/08/29/blogging-agency/" rel>become more agentic</a><span>.</span></p>
 <p><span>Human brains are wired such that we get rewarded for attending to surprisal. If we turn our attention toward things that surprise us we get </span><em>excited</em><span>—and our model of the world changes. It grows more complex.</span></p>
 <p>This is easy at first. My one-year-old was in complete rapture today on seeing a hen. But after a while, hens do not surprise us anymore, even if they are scratching dirt. We need a bigger hit to get the same high. To make hens interesting again, you could perhaps read about how they originally lived in the jungle, or you might get into the biology of egg production, or, more likely, you’ll pursue something more interesting than hens. Any which way, by pursuing your interest, you will move toward complexity. The simple things do not surprise you anymore. So you turn your attention to more complicated things. This is an amazing algorithm: do interesting things and magically arrive at a complex understanding of the world.</p>
 <p><span>Sadly, it also leads you down a path that will likely end in existential loneliness and sobbing. What leads you there is the fact that the particular complexity that catches your interest is highly idiosyncratic. People get interested in all sorts of things. I have heard, from credible sources, that there even exist people who are interested in the names of Brazilian soccer players! Having idiosyncratic interests that grow in complexity means that </span><em>if you pursue</em><span> </span><em>them too far you will end up obsessed with things that no one else around you cares about</em><span>.</span></p>
 <p><span>(There is a counteracting force in that humans tend to mimic the interests of those around them. But this is of little help for those of us for whom ”those around them” mostly means niche bloggers, contributors at Wikipedia, and </span><a href="https://en.wikipedia.org/wiki/Erasmus" rel>Erasmus of Rotterdam</a><span>.)</span></p>
 <p>People feeling alone in their interests has always been true to a certain extent, but the internet has made it much worse. The excess of information allows you to travel down your path of interest with mad velocity. On the internet, Wonderland is recursive, with rabbit holes opening up to yet more rabbit holes; you never stop falling. And the further you fall, the less likely it is that anyone you’ve ever met is falling where you are. This will make you immensely sad. You will visit your parents, and when they ask you about your life you will have two choices. You can either be incomprehensible and see them grow concerned about things you are excited about, or you can talk about surface-level things and cry a little when you are alone at night.</p>
 <p><span>The reason I’m spelling out this dynamic is twofold. First, you </span><em>can</em><span> get out of this mess if you want to. You do that by writing online (or publishing cool pieces of software, or videos, or whatever makes you tickle—as long as you work in public). Second, if you want to get out of the mess the key lies exactly in understanding that you are not the only person who has no one to talk to about the things you get obsessed by.</span></p>
 <p><span>When writing in public, there is a common idea that you should make it </span><em>accessible</em><span>. This is a left over from mass media. Words addressed to a large and diverse set of people need to be simple and clear and free of jargon. It is valuable to write clearly of course, to a degree. Clear writing is clear thinking. But to make the content accessible? To cut digressions and obscure references to reduce the number of things people need to understand to make sense of your argument? Really?</span></p>
 <p><span>That is against our purposes here. A blog post is </span><em>a search query</em><span>. You write to find your tribe; you write so they will know what kind of fascinating things they should route to your inbox. If you follow common wisdom, you will cut exactly the things that will help you find these people. It is like </span><a href="https://www.newyorker.com/magazine/2006/06/19/american-sublime" rel>the time</a><span> someone told the composer Morton Feldman he should write for “the man in the street”. Feldman went over and looked out the window, and who did he see? Jackson Pollock.</span></p>
 <p>Write for Jackson Pollock.</p>
 <p>The people you will be able to have deep conversations with have, like you, already been surprised by the simple, clear things. They need more to get high. And this “more” will be wildly idiosyncratic. It cannot be summarized in a list of writing rules.</p>
 <p>So what do you do?</p>
 <p>You ask yourself: What would have made me jump off my chair if I had read it six months ago (or a week ago, or however fast you write)? If you have figured out something that made you ecstatic, this is what you should write. And you do not dumb it down, because you were not stupid six months ago, you just knew less. You also write with as much useful detail and beauty as you can muster, because that is what you would have wanted.</p>
 <p><span>Six months ago, I was thinking about how large language models will affect how we learn. The essay </span><a href="https://escapingflatland.substack.com/p/gpt-3" rel>Using GPT-3 to augment human learning</a><span> would have made me jump off my chair and run out to Johanna talking excitedly and incomprehensibly; that’s why I wrote it.</span></p>
 <p>To make it interesting for myself, I made it longish and detailed. I like it when people don’t just talk in the abstract but show you with examples, preferably many examples, and preferably taken from the real world so they are messy. Some people find this excess annoying. I don’t. Rich data lets me develop a tacit understanding of the domain. So I wrote 3000 words about how to prompt GPT-3 in ways that make it more truthful, and I included a long dialogue where the AI diagnoses Johanna’s itching hands; and another one about how cities affect innovation; and a third about digitally mediated apprenticeships. I also made the essay a bit literary and flamboyant, which you are not “supposed” to do when writing about AI, at least not if you want the average LessWrong reader to upvote it. I’m not the average Less Wrong reader; I much prefer Thomas Bernhard’s rants to Eliezer Yudkowsky’s. Hence, I made it flamboyant.</p>
 <p><span>I’m not saying it was a great essay; I’m saying </span><em>I</em><span> would have loved it. The essay would have answered most of the questions I had, and it would have given me a new more complex understanding of language models that I could have used to get excited by even more obscure things. And because the internet is big, there were a few thousand people who felt the same way—and I felt really deeply for these people.</span></p>
 <p>It is crazy-beautiful to have a stranger arrive in your inbox, and they are excited by exactly the same things as you! You start dropping the most obscure references, and they’re like, yeah, read that, love it. The first handful of times it happened, Johanna asked me what was wrong. I was crying in the kitchen.</p>
 <p>Those were tears of homecoming.</p>
 <p>And—as if that wasn’t good enough—now these people are routing me interesting things about language models, cow breeding, Quintilian, 19th-century dictionaries, graph-based operating systems . . . and on and on . . . I get more and better input than I could ever have found on my own, a lot of it from sources outside the clear web, tinkerers writing to me about tools they are building, or new observations they have made.</p>
 <p>In other words, I have, to a degree, automated my obsessions now. I have summoned a milieu that pulls me where I want to go!</p>
 <p>A search query doesn’t have to be a 5000-word effort post to work (though the internet does reward that amply). Anything that would have been useful to you sometime in the past will do. Alexey Guzey makes lists, half of which are made up of quotes, and they are incredibly useful and have been instrumental in reshaping his network so that he could start New Science. Most good Twitter accounts can be viewed in the same way.</p>
 <p>If you follow the advice above, you will write essays that almost no one likes.</p>
 <p><span>Luckily, </span><em>almost no one</em><span> multiplied by the entire population of the internet is plenty if you can only find them.</span></p>
 <p>How do you do that?</p>
 <p>Well, you can probably spot a few of them already, even if you are a fairly naive internet user. The people you can spot will be those that have large followings. This might depress you. The famous people will seem out of reach, and the rest of the internet will seem to be pure madness.</p>
 <p>When starting out, my model of how it would work was this: I wouldn’t find any readers. And if I did, they would be plebeians like myself, and then, maybe? hopefully? as I found more of them, I would level up? so that I could connect to people with increasingly large followings? like climbing a corporate hierarchy? This is not how it works.</p>
 <p>The social structure of the internet is shaped like a river.</p>
 <p>People with big followings, say someone like Sam Harris, is the mouth of the Mississippi emptying into the Mexican Gulf. Sam has millions of tributaries. There are perhaps a few hundred people Sam pays close attention to, and these in turn have a few hundred they listen to—tributaries flowing into headwaters flowing into rivers. The way messages spread on the internet is by flowing up this order of streams, from people with smaller networks to those with larger, and then it spreads back down through the larger networks. Going over land, from one tributary to another, is harder than going up the stream order and then down again.</p>
 <p>This dynamic is easier to spot on Twitter, where you get notified every time someone likes or retweets what you have written (compared to a blog where the traffic data is more murky). When I tried out the title of this piece as a tweet—a primitive way to A/B-test—I could map that dynamic.</p>
 <p><span>It was not a viral tweet. I am a minor tributary in the Twitter river system (my follower count was ~100 at the time). But a few of my followers were slightly larger. They had found me, I assume, because I made replies to their tweets that they sort of liked. Two of these, </span><a href="https://twitter.com/houshuang" rel>Stian Håklev</a><span> and </span><a href="https://twitter.com/tomcritchlow" rel>Tom Critchlow</a><span>, resonated with the tweet, so they retweeted it. A few others gave it a heart, which is also a way to route tweets (though it is a weaker form of routing than a retweet).</span></p>
 <p><span>Then a few accounts that were an order of magnitude larger still retweeted it, because they followed Stian and Tom and now saw it. And from there it rushed up the stream order. It only took an hour or two for the tweet to reach the largest accounts it would reach (Tiago Forte with 84k followers, who retweeted it, and Balaji Srinavasan with 681K, who routed it on through a like). But </span><em>the smaller accounts took much longer</em><span>. Information rushes up and then trickles down. The larger accounts are not larger without a reason, but, at least in part, because they spend more time routing information in the network!</span></p>
 <p><span>(This, by the way, is how you sent letters before the post service was established. In the 1600s, if you were an intellectual who wanted to send a letter to another intellectual, you’d send it to someone who could forward it to Marin Mersenne—because he knew everyone who knew anyone and would surely know someone who could find the person you wanted to reach. This I learned from a tweet by </span><a href="https://twitter.com/visakanv" rel>Visa</a><span>, who is the modern day version of Mersenne.)</span></p>
 <p><span>The trick, then, is this. You take the person you think is closest to the person (or type of person) you want to talk to and send what you write to this person. A subreddit is a good place to start. I usually do this by collecting interesting people on Twitter through good reply game. Then I can simply post my essays there and know they will have a chance of seeing it. Occasionally—and this makes more sense in the start—I send essays to people directly, in their direct messages or to their email. I sent </span><a href="https://escapingflatland.substack.com/p/apprenticeship-online" rel>Apprenticeship Online</a><span> to José Rincón, mostly as a way to give context to a few comments I had on one of his essays. He didn’t answer, but he did tweet out the essay, which brought in a handful of interesting people in my orbit. It turns out that if you’ve written something that </span><em>you</em><span> find interesting, it is not unlikely that people you like will find it interesting too, and pass it on if you give them the chance.</span></p>
 <p>As you start routing information and putting out blog posts, you will begin to accumulate connections. Useful information will start to stream toward you, turning you into a small hub yourself. This will allow you to collect and curate information and route it back out, which will allow even more people to connect to you, in a flywheel that lets you do increasingly useful and good work. I especially enjoy it when intelligent people attack me; I then invite them to comment on upcoming drafts.</p>
 <p><span>You can also post to subreddits and forums, like </span><a href="https://www.lesswrong.com/" rel>LessWrong </a><span>or </span><a href="https://www.reddit.com/r/slatestarcodex/" rel>the SlateStarCodex subreddit</a><span>, that act like intellectual cafés on the internet. Pasting your posts there, it is easy to find community when you are starting out; you don't have to scream into the void. And, more importantly, a lot of people pass through these cafés, and if they are </span><em>your kind</em><span> they can help spread your work in the netherworld of personal connections and open weird doors on the internet for you. I relied heavily on forums in the beginning, gaining my first hundred or so subscribers this way, but they are growing less important now that I have collected a set of connections of my own. I can get a more precise spread of my essays by just emailing them to my subscribers and putting out a few tweets. But I feel deep gratitude, especially to LessWrong, which provides me with an editor who helps me with grammar and fact-checking.</span></p>
 <p><span>By the way, the reason you will eventually grow out of forums is that </span><em>they are search queries written by other people</em><span>. LessWrong was summoned into existence by</span><a href="https://en.wikipedia.org/wiki/Eliezer_Yudkowsky" rel> Eliezer Yudkowsky</a><span> and </span><a href="https://en.wikipedia.org/wiki/Robin_Hanson" rel>Robin Hanson</a><span> writing a sequence of exceptionally powerful search queries (on Overcoming bias), blog posts so strong that the networks they created survived the exodus of the original nodes.</span></p>
 <p>This is what online writing is at its limit—the summoning of a new culture.</p>
 <p><span>If we squint a little, we could even say that this is how the internet itself came into existence. In 1963,</span><a href="https://en.wikipedia.org/wiki/J._C._R._Licklider" rel> J. C. R. Licklider</a><span> wrote</span><a href="http://worrydream.com/refs/Licklider-IntergalacticNetwork.pdf" rel> a memo</a><span> about an “intergalactic computer network”, and that search query was so powerful it summoned the aliens.</span></p>
 <p>We’re all living inside his search query now.</p>
 <p><span>Sincerly,</span><br><span>Henrik</span></p>
 <p>PS. If you’ve made it all the way down here and don’t feel that you’ve just wasted ten minutes, consider scrolling back up to like the essay. It helps others find it. And it makes me happy. </p>
 <p><span>Also, this piece is a part of a sequence. Here you can read the </span><a href="https://escapingflatland.substack.com/p/first-we-shape-our-social-graph-then" rel>first</a><span> and </span><a href="https://escapingflatland.substack.com/p/training-data" rel>second</a><span> part. I’m going to pause the sequence for a bit now and focus on other things. But if you have anything you’d want me to expand on, or if the sequence provoked any ideas, I would love to discuss. </span></p>
 <p class="button-wrapper" data-attrs='{"url":"https://escapingflatland.substack.com/p/search-query/comments","text":"Leave a comment","action":null,"class":null}'><a class="button primary" href="https://escapingflatland.substack.com/p/search-query/comments" rel><span>Leave a comment</span></a></p>
 <p>And finally, my favorite part:</p>
 <p><span>On this piece, I had the honor to get feedback from </span><a href="https://twitter.com/tomcritchlow" rel>Tom Critchlow</a><span> and </span><a href="https://twitter.com/genmon" rel>Matt Webb</a><span>. Matt has been keeping a blog since february 2000—which is, if I remember correctly, the same month I first accessed the internet. He made me dare to be more thankful. Also, as ever, the team at LessWrong helped comb my words straight. And that I am thankful for.</span></p>
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--- a/cache/2023/5bea097a2dba65380cf43adf2df540f8/index.md
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 title: A blog post is a very long and complex search query to find fascinating people and make them route interesting stuff to your inbox
 url: https://escapingflatland.substack.com/p/search-query
 hash_url: 5bea097a2dba65380cf43adf2df540f8

 <p>I was born in July 1989, which means I am of the last generation who will remember the time before the internet. The cables and data centers and hyperlinks grew up around me; they grew with me. I find it hard to disentangle the evolution of my psyche from that of the internet.</p>
 <p>Explaining it to my daughter, who was born in 2017, a year when the world’s largest economy had begun tearing itself apart from the tension of this ever-evolving network, I tell her that the internet is like an alien intelligence. We don’t know exactly what it is; it has just landed, and only the first ship. We are trying to figure out how to talk to it. The first generation of explorers have noted that by making certain finger motions you can make the aliens show you images of cats and clothes, or tell you all the ways the world is falling apart.</p>
 <p>For a long time, I thought this was all there was to it. I could tap the keyboard in a particular way and the screen would show me the weather, or tell me which translation of the Iliad to read and then make someone jump in a truck and drive it to our house. I preferred the Iliad to the screen.</p>
 <p>But then, late 2021, after I had been making intricate finger movements again, I woke up in our guesthouse before sunrise and noticed that something had changed.</p>
 <p>During the night, the internet had been set in motion. Tossing hither and thither in silence—as the fields lay frozen and waiting and the hedgehog slept in its pile of leaves—the internet had rearranged itself around me.</p>
 <p>I had written an essay about Ivan Illich and systems thinking, a topic I had never found anyone else intrigued by, and which magazines thought below a rejection letter—and the internet had suddenly reshaped itself so that my keyboard hooked up to the screens of a bunch of people who wanted to talk about these topics, and a little later, their keyboards hooked up to mine.</p>
 <p><span>I had written for 15 years, but never before had this happened. I had conjured a minor conference! And I hadn’t even known that you could </span><em>do</em><span> that.</span></p>
 <p>This gave me a first glimpse of the social mechanics of the internet. Looking at the traffic data, and talking to readers, I could retrace how my words had traveled through the network, and I got a sense of why. I didn’t fully understand it; I don’t think anyone does. But like a scientist who’s got hold of an alien artifact, I proceeded by gleefully and semi-randomly pushing every button I could find to see what happened. I would think of a series of funny finger movements and then I’d say to myself, LOL I wonder what this combination does? And then I’d try.</p>
 <p>The way the machine seemed to work was:  </p><ol><li><p><span>The more precise and niche the words I input, the better the internet would match me with people I could forge meaningful relationships with. This precision was hard for me, partly because my sense for how communication is supposed to work is shaped by reading mass media. Writing for a general public, you need to be broad and a bit bland. I didn’t want a general public. I wanted a specific set of people, the people who could help me along as a human being obsessed with certain intellectual problems. I didn’t know who these people </span><em>were</em><span>. I only knew that they existed. Hence my writing was a search query. It needed to be phrased in such a way that it found these people and, if necessary, filtered others.</span></p></li><li><p>The pleasant parts of the internet seemed to be curated by human beings, not algorithms. For my writing to find its way in this netherworld, I needed to have a rough sense of how information flowed down there. The pattern was this: words flowed from the periphery to the centers. This was a surprisingly rapid stream. Then the words cascaded from the center down in a broader but slower stream to the periphery again.</p></li></ol><p>I will spend the rest of this essay unpacking those two statements.</p>
 <p><span>It will seem like I am mainly talking about how to use writing to forge meaningful relationships. I think doing that is beautiful and important. But lurking behind it is a larger idea. Namely, that </span><a href="https://escapingflatland.substack.com/p/first-we-shape-our-social-graph-then" rel>you can shape yourself by reshaping your relationships</a><span>. By changing who you are addressing, and the responses you garner, you steer your development. You </span><a href="https://tomcritchlow.com/2022/08/29/blogging-agency/" rel>become more agentic</a><span>.</span></p>
 <p><span>Human brains are wired such that we get rewarded for attending to surprisal. If we turn our attention toward things that surprise us we get </span><em>excited</em><span>—and our model of the world changes. It grows more complex.</span></p>
 <p>This is easy at first. My one-year-old was in complete rapture today on seeing a hen. But after a while, hens do not surprise us anymore, even if they are scratching dirt. We need a bigger hit to get the same high. To make hens interesting again, you could perhaps read about how they originally lived in the jungle, or you might get into the biology of egg production, or, more likely, you’ll pursue something more interesting than hens. Any which way, by pursuing your interest, you will move toward complexity. The simple things do not surprise you anymore. So you turn your attention to more complicated things. This is an amazing algorithm: do interesting things and magically arrive at a complex understanding of the world.</p>
 <p><span>Sadly, it also leads you down a path that will likely end in existential loneliness and sobbing. What leads you there is the fact that the particular complexity that catches your interest is highly idiosyncratic. People get interested in all sorts of things. I have heard, from credible sources, that there even exist people who are interested in the names of Brazilian soccer players! Having idiosyncratic interests that grow in complexity means that </span><em>if you pursue</em><span> </span><em>them too far you will end up obsessed with things that no one else around you cares about</em><span>.</span></p>
 <p><span>(There is a counteracting force in that humans tend to mimic the interests of those around them. But this is of little help for those of us for whom ”those around them” mostly means niche bloggers, contributors at Wikipedia, and </span><a href="https://en.wikipedia.org/wiki/Erasmus" rel>Erasmus of Rotterdam</a><span>.)</span></p>
 <p>People feeling alone in their interests has always been true to a certain extent, but the internet has made it much worse. The excess of information allows you to travel down your path of interest with mad velocity. On the internet, Wonderland is recursive, with rabbit holes opening up to yet more rabbit holes; you never stop falling. And the further you fall, the less likely it is that anyone you’ve ever met is falling where you are. This will make you immensely sad. You will visit your parents, and when they ask you about your life you will have two choices. You can either be incomprehensible and see them grow concerned about things you are excited about, or you can talk about surface-level things and cry a little when you are alone at night.</p>
 <p><span>The reason I’m spelling out this dynamic is twofold. First, you </span><em>can</em><span> get out of this mess if you want to. You do that by writing online (or publishing cool pieces of software, or videos, or whatever makes you tickle—as long as you work in public). Second, if you want to get out of the mess the key lies exactly in understanding that you are not the only person who has no one to talk to about the things you get obsessed by.</span></p>
 <p><span>When writing in public, there is a common idea that you should make it </span><em>accessible</em><span>. This is a left over from mass media. Words addressed to a large and diverse set of people need to be simple and clear and free of jargon. It is valuable to write clearly of course, to a degree. Clear writing is clear thinking. But to make the content accessible? To cut digressions and obscure references to reduce the number of things people need to understand to make sense of your argument? Really?</span></p>
 <p><span>That is against our purposes here. A blog post is </span><em>a search query</em><span>. You write to find your tribe; you write so they will know what kind of fascinating things they should route to your inbox. If you follow common wisdom, you will cut exactly the things that will help you find these people. It is like </span><a href="https://www.newyorker.com/magazine/2006/06/19/american-sublime" rel>the time</a><span> someone told the composer Morton Feldman he should write for “the man in the street”. Feldman went over and looked out the window, and who did he see? Jackson Pollock.</span></p>
 <p>Write for Jackson Pollock.</p>
 <p>The people you will be able to have deep conversations with have, like you, already been surprised by the simple, clear things. They need more to get high. And this “more” will be wildly idiosyncratic. It cannot be summarized in a list of writing rules.</p>
 <p>So what do you do?</p>
 <p>You ask yourself: What would have made me jump off my chair if I had read it six months ago (or a week ago, or however fast you write)? If you have figured out something that made you ecstatic, this is what you should write. And you do not dumb it down, because you were not stupid six months ago, you just knew less. You also write with as much useful detail and beauty as you can muster, because that is what you would have wanted.</p>
 <p><span>Six months ago, I was thinking about how large language models will affect how we learn. The essay </span><a href="https://escapingflatland.substack.com/p/gpt-3" rel>Using GPT-3 to augment human learning</a><span> would have made me jump off my chair and run out to Johanna talking excitedly and incomprehensibly; that’s why I wrote it.</span></p>
 <p>To make it interesting for myself, I made it longish and detailed. I like it when people don’t just talk in the abstract but show you with examples, preferably many examples, and preferably taken from the real world so they are messy. Some people find this excess annoying. I don’t. Rich data lets me develop a tacit understanding of the domain. So I wrote 3000 words about how to prompt GPT-3 in ways that make it more truthful, and I included a long dialogue where the AI diagnoses Johanna’s itching hands; and another one about how cities affect innovation; and a third about digitally mediated apprenticeships. I also made the essay a bit literary and flamboyant, which you are not “supposed” to do when writing about AI, at least not if you want the average LessWrong reader to upvote it. I’m not the average Less Wrong reader; I much prefer Thomas Bernhard’s rants to Eliezer Yudkowsky’s. Hence, I made it flamboyant.</p>
 <p><span>I’m not saying it was a great essay; I’m saying </span><em>I</em><span> would have loved it. The essay would have answered most of the questions I had, and it would have given me a new more complex understanding of language models that I could have used to get excited by even more obscure things. And because the internet is big, there were a few thousand people who felt the same way—and I felt really deeply for these people.</span></p>
 <p>It is crazy-beautiful to have a stranger arrive in your inbox, and they are excited by exactly the same things as you! You start dropping the most obscure references, and they’re like, yeah, read that, love it. The first handful of times it happened, Johanna asked me what was wrong. I was crying in the kitchen.</p>
 <p>Those were tears of homecoming.</p>
 <p>And—as if that wasn’t good enough—now these people are routing me interesting things about language models, cow breeding, Quintilian, 19th-century dictionaries, graph-based operating systems . . . and on and on . . . I get more and better input than I could ever have found on my own, a lot of it from sources outside the clear web, tinkerers writing to me about tools they are building, or new observations they have made.</p>
 <p>In other words, I have, to a degree, automated my obsessions now. I have summoned a milieu that pulls me where I want to go!</p>
 <p>A search query doesn’t have to be a 5000-word effort post to work (though the internet does reward that amply). Anything that would have been useful to you sometime in the past will do. Alexey Guzey makes lists, half of which are made up of quotes, and they are incredibly useful and have been instrumental in reshaping his network so that he could start New Science. Most good Twitter accounts can be viewed in the same way.</p>
 <p>If you follow the advice above, you will write essays that almost no one likes.</p>
 <p><span>Luckily, </span><em>almost no one</em><span> multiplied by the entire population of the internet is plenty if you can only find them.</span></p>
 <p>How do you do that?</p>
 <p>Well, you can probably spot a few of them already, even if you are a fairly naive internet user. The people you can spot will be those that have large followings. This might depress you. The famous people will seem out of reach, and the rest of the internet will seem to be pure madness.</p>
 <p>When starting out, my model of how it would work was this: I wouldn’t find any readers. And if I did, they would be plebeians like myself, and then, maybe? hopefully? as I found more of them, I would level up? so that I could connect to people with increasingly large followings? like climbing a corporate hierarchy? This is not how it works.</p>
 <p>The social structure of the internet is shaped like a river.</p>
 <p>People with big followings, say someone like Sam Harris, is the mouth of the Mississippi emptying into the Mexican Gulf. Sam has millions of tributaries. There are perhaps a few hundred people Sam pays close attention to, and these in turn have a few hundred they listen to—tributaries flowing into headwaters flowing into rivers. The way messages spread on the internet is by flowing up this order of streams, from people with smaller networks to those with larger, and then it spreads back down through the larger networks. Going over land, from one tributary to another, is harder than going up the stream order and then down again.</p>
 <p>This dynamic is easier to spot on Twitter, where you get notified every time someone likes or retweets what you have written (compared to a blog where the traffic data is more murky). When I tried out the title of this piece as a tweet—a primitive way to A/B-test—I could map that dynamic.</p>
 <p><span>It was not a viral tweet. I am a minor tributary in the Twitter river system (my follower count was ~100 at the time). But a few of my followers were slightly larger. They had found me, I assume, because I made replies to their tweets that they sort of liked. Two of these, </span><a href="https://twitter.com/houshuang" rel>Stian Håklev</a><span> and </span><a href="https://twitter.com/tomcritchlow" rel>Tom Critchlow</a><span>, resonated with the tweet, so they retweeted it. A few others gave it a heart, which is also a way to route tweets (though it is a weaker form of routing than a retweet).</span></p>
 <p><span>Then a few accounts that were an order of magnitude larger still retweeted it, because they followed Stian and Tom and now saw it. And from there it rushed up the stream order. It only took an hour or two for the tweet to reach the largest accounts it would reach (Tiago Forte with 84k followers, who retweeted it, and Balaji Srinavasan with 681K, who routed it on through a like). But </span><em>the smaller accounts took much longer</em><span>. Information rushes up and then trickles down. The larger accounts are not larger without a reason, but, at least in part, because they spend more time routing information in the network!</span></p>
 <p><span>(This, by the way, is how you sent letters before the post service was established. In the 1600s, if you were an intellectual who wanted to send a letter to another intellectual, you’d send it to someone who could forward it to Marin Mersenne—because he knew everyone who knew anyone and would surely know someone who could find the person you wanted to reach. This I learned from a tweet by </span><a href="https://twitter.com/visakanv" rel>Visa</a><span>, who is the modern day version of Mersenne.)</span></p>
 <p><span>The trick, then, is this. You take the person you think is closest to the person (or type of person) you want to talk to and send what you write to this person. A subreddit is a good place to start. I usually do this by collecting interesting people on Twitter through good reply game. Then I can simply post my essays there and know they will have a chance of seeing it. Occasionally—and this makes more sense in the start—I send essays to people directly, in their direct messages or to their email. I sent </span><a href="https://escapingflatland.substack.com/p/apprenticeship-online" rel>Apprenticeship Online</a><span> to José Rincón, mostly as a way to give context to a few comments I had on one of his essays. He didn’t answer, but he did tweet out the essay, which brought in a handful of interesting people in my orbit. It turns out that if you’ve written something that </span><em>you</em><span> find interesting, it is not unlikely that people you like will find it interesting too, and pass it on if you give them the chance.</span></p>
 <p>As you start routing information and putting out blog posts, you will begin to accumulate connections. Useful information will start to stream toward you, turning you into a small hub yourself. This will allow you to collect and curate information and route it back out, which will allow even more people to connect to you, in a flywheel that lets you do increasingly useful and good work. I especially enjoy it when intelligent people attack me; I then invite them to comment on upcoming drafts.</p>
 <p><span>You can also post to subreddits and forums, like </span><a href="https://www.lesswrong.com/" rel>LessWrong </a><span>or </span><a href="https://www.reddit.com/r/slatestarcodex/" rel>the SlateStarCodex subreddit</a><span>, that act like intellectual cafés on the internet. Pasting your posts there, it is easy to find community when you are starting out; you don't have to scream into the void. And, more importantly, a lot of people pass through these cafés, and if they are </span><em>your kind</em><span> they can help spread your work in the netherworld of personal connections and open weird doors on the internet for you. I relied heavily on forums in the beginning, gaining my first hundred or so subscribers this way, but they are growing less important now that I have collected a set of connections of my own. I can get a more precise spread of my essays by just emailing them to my subscribers and putting out a few tweets. But I feel deep gratitude, especially to LessWrong, which provides me with an editor who helps me with grammar and fact-checking.</span></p>
 <p><span>By the way, the reason you will eventually grow out of forums is that </span><em>they are search queries written by other people</em><span>. LessWrong was summoned into existence by</span><a href="https://en.wikipedia.org/wiki/Eliezer_Yudkowsky" rel> Eliezer Yudkowsky</a><span> and </span><a href="https://en.wikipedia.org/wiki/Robin_Hanson" rel>Robin Hanson</a><span> writing a sequence of exceptionally powerful search queries (on Overcoming bias), blog posts so strong that the networks they created survived the exodus of the original nodes.</span></p>
 <p>This is what online writing is at its limit—the summoning of a new culture.</p>
 <p><span>If we squint a little, we could even say that this is how the internet itself came into existence. In 1963,</span><a href="https://en.wikipedia.org/wiki/J._C._R._Licklider" rel> J. C. R. Licklider</a><span> wrote</span><a href="http://worrydream.com/refs/Licklider-IntergalacticNetwork.pdf" rel> a memo</a><span> about an “intergalactic computer network”, and that search query was so powerful it summoned the aliens.</span></p>
 <p>We’re all living inside his search query now.</p>
 <p><span>Sincerly,</span><br><span>Henrik</span></p>
 <p>PS. If you’ve made it all the way down here and don’t feel that you’ve just wasted ten minutes, consider scrolling back up to like the essay. It helps others find it. And it makes me happy. </p>
 <p><span>Also, this piece is a part of a sequence. Here you can read the </span><a href="https://escapingflatland.substack.com/p/first-we-shape-our-social-graph-then" rel>first</a><span> and </span><a href="https://escapingflatland.substack.com/p/training-data" rel>second</a><span> part. I’m going to pause the sequence for a bit now and focus on other things. But if you have anything you’d want me to expand on, or if the sequence provoked any ideas, I would love to discuss. </span></p><p class="button-wrapper" data-attrs='{"url":"https://escapingflatland.substack.com/p/search-query/comments","text":"Leave a comment","action":null,"class":null}'><a class="button primary" href="https://escapingflatland.substack.com/p/search-query/comments" rel><span>Leave a comment</span></a></p>
 <p>And finally, my favorite part:</p>
 <p><span>On this piece, I had the honor to get feedback from </span><a href="https://twitter.com/tomcritchlow" rel>Tom Critchlow</a><span> and </span><a href="https://twitter.com/genmon" rel>Matt Webb</a><span>. Matt has been keeping a blog since february 2000—which is, if I remember correctly, the same month I first accessed the internet. He made me dare to be more thankful. Also, as ever, the team at LessWrong helped comb my words straight. And that I am thankful for.</span></p>
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    <h1>Ces stéréotypes qui nuisent aux femmes au travail</h1>
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  <p><em>Ceci est ma traduction en français de l’article que j’ai écrit le 8 mars et publié le 9 : <a href="https://koalie.blog/2023/03/09/bias-against-women-in-the-workplace/">Bias against women in the workplace</a>.</em></p>

 <p class="has-text-align-center wp-block-post-time-to-read">12 minutes</p>

 <hr class="wp-block-separator has-alpha-channel-opacity">

 <p lang="fr">Alors que nous nous approchons de la fin du premier quart du XXIe siècle, et en dépit d’un passé historique riche en terme de défense pour l’égalité des droits des femmes, je suis peinée que beaucoup d’entre nous sont encore ignorants des biais qui entravent ou nuisent aux femmes, et ça me révolte que certains parmi nous défendent le status quo.</p>

 <p lang="fr">On observe le 8 mars la <a rel="noreferrer noopener" href="https://fr.wikipedia.org/wiki/Journ%C3%A9e_internationale_des_femmes" target="_blank">journée internationale des droits de la femme</a> qui donne lieu à travers le monde à des commémorations des avances sociales, économiques, culturelles et politiques des femmes (ou bien des luttes en faveur des droits des femmes, des luttes pour la fin des inégalités par rapport aux hommes.)</p>

 <p lang="fr">En 2023 nous observons ce jour pour la 115e fois.</p>

 <p lang="fr">Aujourd’hui, je voudrais attirer l’attention sur les biais contre les femmes, et en particulier ceux auxquels elles se heurtent au travail.</p>

 <p lang="fr">J’illustre chaque biais par des exemples tirés de la série télévisée américaine “<a href="https://fr.wikipedia.org/wiki/Mad_Men">Mad Men</a>” qui dépeint les changements sociaux et moraux aux États-Unis dans les années soixante, en suivant l’acteur Jon Hamm qui interprète le rôle principal de Don Draper, directeur créatif à succès dans une agence publicitaire de New-York. La série raconte avec une précision historique remarquable comment les femmes dans un monde d’hommes ont fait leur marque et se sont réalisées, en dépit du machisme endémique.</p>

 <ol><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#les-biais">Les biais</a></li><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#les-biais-auxquels-se-heurtent-les-femmes-au-travail">Les biais auxquels se heurtent les femmes au travail</a></li><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#l-impact-negatif-des-biais-au-travail">L’impact négatif des biais au travail</a></li><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#illustrations-des-biais-communs-au-travail">Illustrations des biais communs au travail</a><ol><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#biais-de-performance">Biais de performance</a></li><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#biais-d-attribution">Biais d’attribution</a></li><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#biais-de-sympathie">Biais de sympathie</a></li><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#biais-de-la-maternite">Biais de la maternité</a></li><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#biais-d-affinite">Biais d’affinité </a></li><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#amalgame-de-biais-biais-d-intersection">Amalgame de biais (biais d’intersection)</a></li></ol></li><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#faites-partie-de-la-solution">Faites partie de la solution</a><ol><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#personne-n-est-a-l-abris-des-biais">Personne n’est à l’abris des biais</a></li><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#casser-les-biais-au-travail">Casser les biais au travail</a></li></ol></li><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#sources">Sources</a></li><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#pour-aller-plus-loin">Pour aller plus loin</a></li></ol>

 <hr class="wp-block-separator has-alpha-channel-opacity">

 <h2 class="wp-block-heading" id="bias">Les biais</h2>

 <p lang="fr">Un biais est une prédisposition, une préférence, une tendance qui inhibe le jugement impartial. Les biais sont responsables de mauvaises décisions. Je pourrais ouvrir une parenthèse et nous perdre dans les méandres que décrit le prix Nobel d’économie Daniel Khaneman dans son livre Système 1 / Système 2 : Les deux vitesses de la pensée (“Thinking Fast and Slow”) qui explique comment nos biais sont exploités pour nous faire prendre de mauvaises décision (qui pour la plupart profitent au capitalisme), mais je n’ai pas l’élan de vous barber avec ça ! </p>

 <p lang="fr">Nos biais internes ne sont pas seulement offensants, ils peuvent aussi être nocifs. Lorsque l’on considère la population active devant gagner sa vie, les biais internes sont injustes pour les femmes, d’autant plus lorsqu’elles s’écartent de “la norme” en terme d’âge, de milieu, de race, d’orientation sexuelle, de croyance religieuse.</p>

 <h2 class="wp-block-heading" id="biases-against-women-in-the-workplace">Les biais auxquels se heurtent les femmes au travail</h2>

 <figure data-carousel-extra='{"blog_id":47499022,"permalink":"https:\/\/koalie.blog\/2023\/03\/11\/ces-stereotypes-qui-nuisent-aux-femmes-au-travail\/"}' class="wp-block-gallery aligncenter has-nested-images columns-default is-cropped wp-block-gallery-4 is-layout-flex">
 <figure class="wp-block-image size-large"><a href="https://coraliemercier.files.wordpress.com/2023/03/bias-performance.png"><img data-attachment-id="5177" data-permalink="https://koalie.blog/2023/03/09/bias-against-women-in-the-workplace/bias-affinity/" data-orig-file="https://coraliemercier.files.wordpress.com/2023/03/bias-affinity.png" data-orig-size="450,450" data-comments-opened="1" data-image-meta='{"aperture":"0","credit":"","camera":"","caption":"","created_timestamp":"0","copyright":"","focal_length":"0","iso":"0","shutter_speed":"0","title":"","orientation":"0"}' data-image-title="bias-affinity" data-image-description="" data-image-caption="" data-medium-file="https://coraliemercier.files.wordpress.com/2023/03/bias-affinity.png?w=300" data-large-file="https://coraliemercier.files.wordpress.com/2023/03/bias-affinity.png?w=450" data-id="5177" src="https://coraliemercier.files.wordpress.com/2023/03/bias-performance.png?w=450" alt="" class="wp-image-5177"></a><figcaption class="wp-element-caption"><mark class="has-inline-color has-white-color"><strong> Performance</strong></mark><br><mark class="has-inline-color has-white-color"> (hypothèse à l’origine de la sous-estimation des femmes et de la sur-estimation des hommes)</mark> </figcaption></figure>



 <figure class="wp-block-image size-large"><a href="https://coraliemercier.files.wordpress.com/2023/03/bias-attribution.png"><img data-attachment-id="5173" data-permalink="https://koalie.blog/2023/03/09/bias-against-women-in-the-workplace/bias-attribution/" data-orig-file="https://coraliemercier.files.wordpress.com/2023/03/bias-attribution.png" data-orig-size="450,450" data-comments-opened="1" data-image-meta='{"aperture":"0","credit":"","camera":"","caption":"","created_timestamp":"0","copyright":"","focal_length":"0","iso":"0","shutter_speed":"0","title":"","orientation":"0"}' data-image-title="bias-attribution" data-image-description="" data-image-caption="" data-medium-file="https://coraliemercier.files.wordpress.com/2023/03/bias-attribution.png?w=300" data-large-file="https://coraliemercier.files.wordpress.com/2023/03/bias-attribution.png?w=450" data-id="5173" src="https://coraliemercier.files.wordpress.com/2023/03/bias-attribution.png?w=450" alt="" class="wp-image-5173" srcset="https://coraliemercier.files.wordpress.com/2023/03/bias-attribution.png 450w, https://coraliemercier.files.wordpress.com/2023/03/bias-attribution.png?w=150 150w, https://coraliemercier.files.wordpress.com/2023/03/bias-attribution.png?w=300 300w" sizes="(max-width: 450px) 100vw, 450px"></a><figcaption class="wp-element-caption"><mark class="has-inline-color has-white-color"><strong> Attribution</strong></mark><br><mark class="has-inline-color has-white-color"> (croyance que la valeur des réussites varie selon le genre)</mark></figcaption></figure>



 <figure class="wp-block-image size-large"><a href="https://coraliemercier.files.wordpress.com/2023/03/bias-likeability.png"><img data-attachment-id="5175" data-permalink="https://koalie.blog/2023/03/09/bias-against-women-in-the-workplace/bias-intersectionality/" data-orig-file="https://coraliemercier.files.wordpress.com/2023/03/bias-intersectionality.png" data-orig-size="450,450" data-comments-opened="1" data-image-meta='{"aperture":"0","credit":"","camera":"","caption":"","created_timestamp":"0","copyright":"","focal_length":"0","iso":"0","shutter_speed":"0","title":"","orientation":"0"}' data-image-title="bias-intersectionality" data-image-description="" data-image-caption="" data-medium-file="https://coraliemercier.files.wordpress.com/2023/03/bias-intersectionality.png?w=300" data-large-file="https://coraliemercier.files.wordpress.com/2023/03/bias-intersectionality.png?w=450" data-id="5175" src="https://coraliemercier.files.wordpress.com/2023/03/bias-likeability.png?w=450" alt="" class="wp-image-5175"></a><figcaption class="wp-element-caption"><mark class="has-inline-color has-white-color"><strong> Sympathie</strong></mark><br><mark class="has-inline-color has-white-color"> (lorsque l’attente vis à vis du rôle lié au genre et les traits présentés mènent à aimer ou pas la personnes)</mark></figcaption></figure>



 <figure class="wp-block-image size-large"><a href="https://coraliemercier.files.wordpress.com/2023/03/bias-maternal.png"><img data-attachment-id="5178" data-permalink="https://koalie.blog/2023/03/09/bias-against-women-in-the-workplace/bias-performance/" data-orig-file="https://coraliemercier.files.wordpress.com/2023/03/bias-performance.png" data-orig-size="450,450" data-comments-opened="1" data-image-meta='{"aperture":"0","credit":"","camera":"","caption":"","created_timestamp":"0","copyright":"","focal_length":"0","iso":"0","shutter_speed":"0","title":"","orientation":"0"}' data-image-title="bias-performance" data-image-description="" data-image-caption="" data-medium-file="https://coraliemercier.files.wordpress.com/2023/03/bias-performance.png?w=300" data-large-file="https://coraliemercier.files.wordpress.com/2023/03/bias-performance.png?w=450" data-id="5178" src="https://coraliemercier.files.wordpress.com/2023/03/bias-maternal.png?w=450" alt="" class="wp-image-5178"></a><figcaption class="wp-element-caption"><mark class="has-inline-color has-white-color"><strong> Maternité<br><mark class="has-inline-color has-white-color"> (croyance que les mères sont moins investies au travail et ainsi moins compétentes dans leur travail</mark>)</strong></mark></figcaption></figure>



 <figure class="wp-block-image size-large"><a href="https://coraliemercier.files.wordpress.com/2023/03/bias-affinity.png"><img data-attachment-id="5174" data-permalink="https://koalie.blog/2023/03/09/bias-against-women-in-the-workplace/bias-likeability/" data-orig-file="https://coraliemercier.files.wordpress.com/2023/03/bias-likeability.png" data-orig-size="450,450" data-comments-opened="1" data-image-meta='{"aperture":"0","credit":"","camera":"","caption":"","created_timestamp":"0","copyright":"","focal_length":"0","iso":"0","shutter_speed":"0","title":"","orientation":"0"}' data-image-title="bias-likeability" data-image-description="" data-image-caption="" data-medium-file="https://coraliemercier.files.wordpress.com/2023/03/bias-likeability.png?w=300" data-large-file="https://coraliemercier.files.wordpress.com/2023/03/bias-likeability.png?w=450" data-id="5174" src="https://coraliemercier.files.wordpress.com/2023/03/bias-affinity.png?w=450" alt="" class="wp-image-5174"></a><figcaption class="wp-element-caption"><strong><mark class="has-inline-color has-white-color"> Affinité</mark></strong><br><mark class="has-inline-color has-white-color"> (attirance envers ceux qui sont similaires à nous en apparence, croyances, milieu)</mark></figcaption></figure>



 <figure class="wp-block-image size-large"><a href="https://coraliemercier.files.wordpress.com/2023/03/bias-intersectionality.png"><img data-attachment-id="5176" data-permalink="https://koalie.blog/2023/03/09/bias-against-women-in-the-workplace/bias-maternal/" data-orig-file="https://coraliemercier.files.wordpress.com/2023/03/bias-maternal.png" data-orig-size="450,450" data-comments-opened="1" data-image-meta='{"aperture":"0","credit":"","camera":"","caption":"","created_timestamp":"0","copyright":"","focal_length":"0","iso":"0","shutter_speed":"0","title":"","orientation":"0"}' data-image-title="bias-maternal" data-image-description="" data-image-caption="" data-medium-file="https://coraliemercier.files.wordpress.com/2023/03/bias-maternal.png?w=300" data-large-file="https://coraliemercier.files.wordpress.com/2023/03/bias-maternal.png?w=450" data-id="5176" src="https://coraliemercier.files.wordpress.com/2023/03/bias-intersectionality.png?w=450" alt="" class="wp-image-5176"></a><figcaption class="wp-element-caption"><mark class="has-inline-color has-white-color"><strong> Intersection</strong></mark><br><mark class="has-inline-color has-white-color"> (amalgame de plusieurs biais)</mark></figcaption></figure>
 <figcaption class="blocks-gallery-caption wp-element-caption"> Six biais communs affectant négativement les femmes au travail. Illustrations : <a href="https://leanin.org/">LeanIn.org</a></figcaption></figure>

 <h2 class="wp-block-heading" id="negative-impact-of-bias-in-the-workplace">L’impact négatif des biais au travail</h2>

 <p>Individuellement, ou combinés, ces stéréotypes se matérialisent très concrètement par les femmes au travail :</p>

 <ul>
 <li>Salaire inéquitable</li>



 <li>Responsabilités rares ou moindres</li>



 <li>Discrimination</li>



 <li>Plafonds de verre</li>



 <li>Micro-aggressions</li>



 <li>Harcèlement sexuel</li>



 <li>Gaspillage de talents</li>



 <li>Burn-out, épuisement professionnel </li>
 </ul>

 <h2 class="wp-block-heading" id="common-bias-in-the-workplace-illustrated">Illustrations des biais communs au travail</h2>

 <h3 class="wp-block-heading" id="performance-bias">Biais de performance</h3>

 <p lang="fr">C’est le mauvais <s>bon</s> vieux stéréotype selon lequel le genre, tel l’ADN, prédispose à certains métiers eu égard aux compétences intrinsèques. Les performances des femmes sont sous-estimées alors que celles des hommes sont sur-estimées.</p>

 <p lang="fr">L’écart des salaires entre hommes et femmes est une illustration claire du biais de performance, où les femmes touchent un salaire inférieur tout en accomplissant le même travail.</p>

 <p lang="fr"><em>Exemple : Dans le <a href="https://en.wikipedia.org/wiki/Smoke_Gets_in_Your_Eyes_(Mad_Men)">premier épisode</a> de la première saison de la série TV sur la publicité dans les années 60 “Mad Men”, Rachel Menken sollicite les services de l’agence publicitaire pour attirer une clientèle raffinée et riche dans le magasin de son père juif. Le directeur d’agence ayant eu recours à un subterfuge pour rendre son agence attractive en invitant leur seul employé juif qui travaille au service courrier, ainsi lorsque leur meilleur directeur créatif Don Draper arrive et voit cet inconnu à côté de Rachel, il tend immédiatement la main vers l’homme, croyant qu’il devait être le propriétaire du magasin.</em></p>

 <h3 class="wp-block-heading" id="attribution-bias">Biais d’attribution</h3>

 <p lang="fr">Cousin du biais de performance, le biais d’attribution provient de la façon dont on perçoit la valeur, et est à l’origine de la croyance que les accomplissements des femmes ont moins de valeur que celles des hommes. Ainsi, on donne moins de crédit aux femmes, on les remet plus souvent en cause, et la barre est placée beaucoup plus haut pour les femmes qui tentent (malheureusement sans grand succès) de prouver leur valeur au travail.</p>

 <p lang="fr">Les femmes en viennent même à douter de leur mérite par rapport à celui des hommes, ou bien leur confiance s’émousse graduellement en conséquence du biais d’attribution. Ce biais est aussi à l’origine du fait que les hommes candidatent aux postes ou aux promotions dont ils ne remplissent que 60% des critères, alors que les femmes ne le font que si elles remplissent l’intégralité des critères.</p>

 <p lang="fr">Le “<strong>plafond de verre</strong>” est une métaphore pour la barrière invisible qui empêche les femmes qualifiées de faire le travail qu’elles méritent et de progresser dans la hiérarchie au travail.</p>

 <p lang="fr"><em>Exemple : un des personnages principaux de “Mad Men”, Peggy Olsen incarne la perle rare que le destin a mis sur le chemin de sa propre pleine réalisation et sur le chemin de l’industrie de la publicité dont elle va convertir la commercialisation vulgaire en art subtile. Elle progresse tout au long de la série, d’abord comme secrétaire puis gravit ensuite les échelons pour devenir rédactrice junior, et enfin, au prix de beaucoup beaucoup beaucoup d’effort, devient la meilleure rédactrice de l’agence.</em></p>

 <h3 class="wp-block-heading" id="likeability-bias">Biais de sympathie</h3>

 <p lang="fr">Le patriarcat assure aux homme le droit de se faire entendre, de prendre les choses en main, de mener, et lorsqu’ils le font, cela semble naturel; ils remplissent leur rôle. Mais la société attend des femmes qu’elles soient douces, dociles, aimantes, ainsi dès lors qu’elle s’affirment ou revendiquent, elles inspirent des réactions défavorables. La dissonance entre l’attente qu’on a d’un rôle lié au genre et la réaction face aux traits présentés mène à l’aversion. Quand les femmes s’affirment, on les trouve intimidantes, agressives, autoritaires, et on ne les aime pas.</p>

 <p lang="fr">Ce biais a un paradoxe intéressant car il mène à une double contrainte du biais d’attribution : une femme agréable et gentille inspire moins de compétence. En d’autres termes : les femmes ne peuvent pas prévaloir.</p>

 <p lang="fr"><em>Exemple : Megan Calvet de “Mad Men”, ancienne aspirante actrice dont les talents et aptitudes sont multiples, devient l’épouse de Don Draper. Elle s’épanouit en une femme libérée pleine de potentiel pour finalement flétrir aux mains d’un mari qui la pousse aux échecs, la manipule de toutes sortes de façons, et tombe en désamour de cette femme qu’il ne comprend pas.</em></p>

 <h3 class="wp-block-heading" id="maternal-bias">Biais de la maternité</h3>

 <p lang="fr">Le biais de la maternité est la croyance absurde que les mères sont moins investies et moins compétentes au travail, que toute aptitude et capacité au travail atteint le point mort dès lors qu’une femme tombe enceinte, et disparaît complètement une fois que la femme est devenue mère.</p>

 <p lang="fr">Ce biais, combiné avec celui de performance, est responsable du fait que bien moins d’opportunités sont présentées aux femmes et qu’on met la barre plus haut pour les mères que pour les pères.</p>

 <p lang="fr"><em>Example: Faye Miller, “Mad Men”‘s marketing research consultant, tells Don Draper that she “chose” not to have children so as to have a career. Peggy Olsen used elaborate clothing tricks to hide her pregnancy and pretended illness when she had to give birth and then gave the baby up for adoption because having a career was her life. Women with professional aspirations were often forced to make sacrifices in the 60s because employers were well within legal rights to fire women who had babies.</em></p>

 <p lang="fr"><em>Exemple : Faye Miller, la consultante en recherche marketing de “Mad Men” déclare à Don Draper qu’elle a “choisi” de ne pas avoir d’enfants afin d’avoir une carrière. Peggy Olsen quant à elle a rusé en s’habillant de façon à cacher sa grossesse et prétendit une maladie pour accoucher puis mis l’enfant à l’adoption car sa vie était sa carrière. Les femmes ayant des aspirations professionnelles étaient souvent obligées de faire des sacrifices dans les années 60 car les employeurs étaient dans leur bon droit de licencier celles qui avaient des enfants.</em></p>

 <h3 class="wp-block-heading" id="affinity-bias">Biais d’affinité </h3>

 <p lang="fr">Il s’agit de la tendance qu’ont les gens à graviter vers ou être attirés par ceux qui leur sont similaires en apparence, croyances, origine. Un effet de bord pernicieux ou même vicieux est la tendance à éviter ou même détester les gens ou les groupes qui sont différents.</p>

 <p lang="fr">Puisque le milieu professionnel est dominé par les mâles blancs, ce biais affecte les femmes, d’autant plus si elles sont de couleur. C’est le biais qui fait le plus de détriment aux femmes au travail : décisions de recrutement injustes, promotions inéquitables, idées balayées ou volées.</p>

 <p lang="fr"><em>Exemple : Joan Holloway de “Mad Men”, la responsable du secrétariat connaissant les moindres détails et ficelles et ayant atteint le plus haut rang parmi les femmes</em>, mène sa barque avec jugeote. À force d’intelligence et de détermination, et même au prix inimaginable de sa personne lorsqu’elle doit coucher avec un client potentiel pour avoir une chance de devenir partenaire, elle obtient une bien maigre victoire et de bien courte durée puisque Don Draper met fin au contrat avec le client en ainsi détruit ce qu’elle a construit. Finalement, Joan reçoit une promotion bien méritée, mais pas suite à une évaluation objective de ses atouts, mais bien parce qu’un homme en position de pouvoir l’a décidé sur un coup de tête.</p>

 <h3 class="wp-block-heading" id="intersectionality-bias">Amalgame de biais (biais d’intersection)</h3>

 <p lang="fr">Ce biais est l’amalgame des biais sexistes et des biais touchant d’autres groupes. Les hommes et les femmes appartenant à trois ou plus minorités se retrouvent paradoxalement à faire l’expérience de n’appartenir à aucune. La combinaison de plusieurs biais sont à l’origine de discriminations malfaisantes au titre du genre, de la race, de l’orientation sexuelle, des croyances religieuses, de l’âge, du handicap, du milieu, ou au titre de plusieurs de ces critères.</p>

 <p lang="fr"><em>Exemple : Je ne crois pas que la série TV “Mad Men” a véritablement traité de l’amalgame de biais, bien que le racisme au travail soit dénoncé de façon oblique en montrant les inégalités et injustices sous la forme d’anecdotes lorsque l’on suit ce qui arrive à divers personnages, de façon à préparer le terrain pour une scène spectaculaire où le personnage le plus sympathique de la série, Bert Cooper, qui est le fondateur de l’agence et un charmant et vieillissant excentrique, fait preuve de racisme caractérisé alors qu’il aperçoit Dawn, une femme noire éminemment capable, mise au poste de réceptionniste. Bert demande immédiatement à la responsable du secrétariat, Joan, de mettre Dawn ailleurs, en déclarant “</em><em>Je suis tout à fait pour l’avancement des personnes de couleur, mais je ne crois pas qu’elles doivent avancer jusqu’à ce retrouver au devant de notre réception.</em>”</p>

 <h2 class="wp-block-heading" id="be-part-of-the-solution">Faites partie de la solution</h2>

 <h3 class="wp-block-heading" id="nobody-is-immune-from-biases">Personne n’est à l’abris des biais</h3>

 <p lang="fr">Saviez-vous que sur un groupe de 100, 76 personnes associent les hommes avec la carrière, et les femmes avec la famille ?</p>

 <p lang="fr">Saviez-vous que sur un groupe de 100, 75 personnes montrent une préférence pour les personnes blanches par rapport aux personnes noires (même lorsque la moitié dans le groupe sont des personnes noires) ?</p>

 <p lang="fr">Vous pouvez vous renseigner sur, et même faire vous-même, le <span lang="en"><a href="https://implicit.harvard.edu/implicit/takeatest.html">Harvard’s Implicit Association Test (IAT)</a></span> (test d’association implicite).</p>

 <p lang="fr">Avoir conscience (de la notion générale de biais internes, de ses propres biais, des biais communs au travail) n’est pas suffisant. Si vous y réfléchissez, vous savez à moins d’être un vil hypocrite, que les études ont raison lorsqu’elles prouvent que les collègues d’équipes diversifiées sont plus attentifs, plus investis, et travaillent mieux. Ou lorsqu’elles prouvent que les organisations ayant plus de femmes à la direction ont des pratiques et règles plus généreuses et sont à l’origine de produits meilleurs.</p>

 <p lang="fr">Pourquoi ? Parce que si les femmes sont inclues, cela devient plus facile d’inclure d’autres groupes. Nous progressons tous lorsque les femmes progressent.</p>

 <h3 class="wp-block-heading" id="break-the-bias-in-the-workplace">Casser les biais au travail</h3>

 <ol>
 <li>Sensibiliser les employés en les formant à identifier et reconnaître les biais.</li>



 <li>Réduire les risques dûs aux biais en élaborant des critères clairs et définis (pour l’embauche, les évaluations de performance, les promotions).</li>



 <li>Faire le choix délibéré de l’équité pour le genre, la diversité et l’inclusivité partout où des décisions mesurées doivent être prises.</li>



 <li>Définir des objectifs d’équité pour le genre, la diversité et l’inclusivité.</li>



 <li>S’engager à rendre des comptes quant aux objectifs fixés.</li>



 <li>Analyser régulièrement les salaires et les écarts, la distribution homme-femme. Remettez en cause la domination des postes de direction par l’homme blanc d’âge mûr hétérosexuel.</li>



 <li>Permettre à quiconque de dénoncer les biais, en toute sécurité, facilement et efficacement.</li>



 <li>Se doter de vrais moyens pour empêcher les situations abusives de s’envenimer et les comportements hostiles de persister.</li>
 </ol>

 <hr class="wp-block-separator has-alpha-channel-opacity">

 <ul>
 <li><a rel="noreferrer noopener" href="https://www.internationalwomensday.com/External.aspx?u=https://internationalwomensday.s3.us-west-2.amazonaws.com/resources/IWD-2023-LeanIn-50WaysToFightBias-resource-deck.pdf" target="_blank">IWD 2023 50 Ways to Fight Bias resource and training program</a> (PDF)</li>



 <li><a href="https://leanin.org/education/50-ways-to-fight-bias-overview">Lean In&#8217;s Learn how gender bias impacts women&#8217;s experiences at work</a> (vidéo de 12 minutes)</li>
 </ul>

 <h2 class="wp-block-heading" id="read-more">Pour aller plus loin</h2>

 <ul>
 <li><a href="https://internationalwomensday.s3.us-west-2.amazonaws.com/resources/IWD-WorldEconomicForum-GlobalGenderGap-Report.pdf">World Economic Forum (WEF) 2022 Global Gender Gap Report</a> (PDF)</li>



 <li><a href="https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace">McKinsey&#8217;s study: Women in the Workplace 2022</a> (étude sur les femmes dans le monde du travail américain)</li>
 </ul>
 </article>


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 title: Ces stéréotypes qui nuisent aux femmes au travail
 url: https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/
 hash_url: 6c69f245e09fb696b43afa54240b4148

 <p><em>Ceci est ma traduction en français de l’article que j’ai écrit le 8 mars et publié le 9 : <a href="https://koalie.blog/2023/03/09/bias-against-women-in-the-workplace/">Bias against women in the workplace</a>.</em></p>


 <p class="has-text-align-center wp-block-post-time-to-read">12 minutes</p>


 <hr class="wp-block-separator has-alpha-channel-opacity">



 <p lang="fr">Alors que nous nous approchons de la fin du premier quart du XXIe siècle, et en dépit d’un passé historique riche en terme de défense pour l’égalité des droits des femmes, je suis peinée que beaucoup d’entre nous sont encore ignorants des biais qui entravent ou nuisent aux femmes, et ça me révolte que certains parmi nous défendent le status quo.</p>



 <p lang="fr">On observe le 8 mars la <a rel="noreferrer noopener" href="https://fr.wikipedia.org/wiki/Journ%C3%A9e_internationale_des_femmes" target="_blank">journée internationale des droits de la femme</a> qui donne lieu à travers le monde à des commémorations des avances sociales, économiques, culturelles et politiques des femmes (ou bien des luttes en faveur des droits des femmes, des luttes pour la fin des inégalités par rapport aux hommes.)</p>



 <p lang="fr">En 2023 nous observons ce jour pour la 115e fois.</p>



 <p lang="fr">Aujourd’hui, je voudrais attirer l’attention sur les biais contre les femmes, et en particulier ceux auxquels elles se heurtent au travail.</p>



 <p lang="fr">J’illustre chaque biais par des exemples tirés de la série télévisée américaine “<a href="https://fr.wikipedia.org/wiki/Mad_Men">Mad Men</a>” qui dépeint les changements sociaux et moraux aux États-Unis dans les années soixante, en suivant l’acteur Jon Hamm qui interprète le rôle principal de Don Draper, directeur créatif à succès dans une agence publicitaire de New-York. La série raconte avec une précision historique remarquable comment les femmes dans un monde d’hommes ont fait leur marque et se sont réalisées, en dépit du machisme endémique.</p>



 <ol><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#les-biais">Les biais</a></li><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#les-biais-auxquels-se-heurtent-les-femmes-au-travail">Les biais auxquels se heurtent les femmes au travail</a></li><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#l-impact-negatif-des-biais-au-travail">L’impact négatif des biais au travail</a></li><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#illustrations-des-biais-communs-au-travail">Illustrations des biais communs au travail</a><ol><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#biais-de-performance">Biais de performance</a></li><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#biais-d-attribution">Biais d’attribution</a></li><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#biais-de-sympathie">Biais de sympathie</a></li><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#biais-de-la-maternite">Biais de la maternité</a></li><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#biais-d-affinite">Biais d’affinité </a></li><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#amalgame-de-biais-biais-d-intersection">Amalgame de biais (biais d’intersection)</a></li></ol></li><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#faites-partie-de-la-solution">Faites partie de la solution</a><ol><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#personne-n-est-a-l-abris-des-biais">Personne n’est à l’abris des biais</a></li><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#casser-les-biais-au-travail">Casser les biais au travail</a></li></ol></li><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#sources">Sources</a></li><li><a class="wp-block-table-of-contents__entry" href="https://koalie.blog/2023/03/11/ces-stereotypes-qui-nuisent-aux-femmes-au-travail/#pour-aller-plus-loin">Pour aller plus loin</a></li></ol>



 <hr class="wp-block-separator has-alpha-channel-opacity">



 <h2 class="wp-block-heading" id="bias">Les biais</h2>



 <p lang="fr">Un biais est une prédisposition, une préférence, une tendance qui inhibe le jugement impartial. Les biais sont responsables de mauvaises décisions. Je pourrais ouvrir une parenthèse et nous perdre dans les méandres que décrit le prix Nobel d’économie Daniel Khaneman dans son livre Système 1 / Système 2 : Les deux vitesses de la pensée (“Thinking Fast and Slow”) qui explique comment nos biais sont exploités pour nous faire prendre de mauvaises décision (qui pour la plupart profitent au capitalisme), mais je n’ai pas l’élan de vous barber avec ça ! </p>



 <p lang="fr">Nos biais internes ne sont pas seulement offensants, ils peuvent aussi être nocifs. Lorsque l’on considère la population active devant gagner sa vie, les biais internes sont injustes pour les femmes, d’autant plus lorsqu’elles s’écartent de “la norme” en terme d’âge, de milieu, de race, d’orientation sexuelle, de croyance religieuse.</p>



 <h2 class="wp-block-heading" id="biases-against-women-in-the-workplace">Les biais auxquels se heurtent les femmes au travail</h2>



 <figure data-carousel-extra='{"blog_id":47499022,"permalink":"https:\/\/koalie.blog\/2023\/03\/11\/ces-stereotypes-qui-nuisent-aux-femmes-au-travail\/"}' class="wp-block-gallery aligncenter has-nested-images columns-default is-cropped wp-block-gallery-4 is-layout-flex">
 <figure class="wp-block-image size-large"><a href="https://coraliemercier.files.wordpress.com/2023/03/bias-performance.png"><img data-attachment-id="5177" data-permalink="https://koalie.blog/2023/03/09/bias-against-women-in-the-workplace/bias-affinity/" data-orig-file="https://coraliemercier.files.wordpress.com/2023/03/bias-affinity.png" data-orig-size="450,450" data-comments-opened="1" data-image-meta='{"aperture":"0","credit":"","camera":"","caption":"","created_timestamp":"0","copyright":"","focal_length":"0","iso":"0","shutter_speed":"0","title":"","orientation":"0"}' data-image-title="bias-affinity" data-image-description="" data-image-caption="" data-medium-file="https://coraliemercier.files.wordpress.com/2023/03/bias-affinity.png?w=300" data-large-file="https://coraliemercier.files.wordpress.com/2023/03/bias-affinity.png?w=450" data-id="5177" src="https://coraliemercier.files.wordpress.com/2023/03/bias-performance.png?w=450" alt="" class="wp-image-5177"></a><figcaption class="wp-element-caption"><mark class="has-inline-color has-white-color"><strong> Performance</strong></mark><br><mark class="has-inline-color has-white-color"> (hypothèse à l’origine de la sous-estimation des femmes et de la sur-estimation des hommes)</mark> </figcaption></figure>



 <figure class="wp-block-image size-large"><a href="https://coraliemercier.files.wordpress.com/2023/03/bias-attribution.png"><img data-attachment-id="5173" data-permalink="https://koalie.blog/2023/03/09/bias-against-women-in-the-workplace/bias-attribution/" data-orig-file="https://coraliemercier.files.wordpress.com/2023/03/bias-attribution.png" data-orig-size="450,450" data-comments-opened="1" data-image-meta='{"aperture":"0","credit":"","camera":"","caption":"","created_timestamp":"0","copyright":"","focal_length":"0","iso":"0","shutter_speed":"0","title":"","orientation":"0"}' data-image-title="bias-attribution" data-image-description="" data-image-caption="" data-medium-file="https://coraliemercier.files.wordpress.com/2023/03/bias-attribution.png?w=300" data-large-file="https://coraliemercier.files.wordpress.com/2023/03/bias-attribution.png?w=450" data-id="5173" src="https://coraliemercier.files.wordpress.com/2023/03/bias-attribution.png?w=450" alt="" class="wp-image-5173" srcset="https://coraliemercier.files.wordpress.com/2023/03/bias-attribution.png 450w, https://coraliemercier.files.wordpress.com/2023/03/bias-attribution.png?w=150 150w, https://coraliemercier.files.wordpress.com/2023/03/bias-attribution.png?w=300 300w" sizes="(max-width: 450px) 100vw, 450px"></a><figcaption class="wp-element-caption"><mark class="has-inline-color has-white-color"><strong> Attribution</strong></mark><br><mark class="has-inline-color has-white-color"> (croyance que la valeur des réussites varie selon le genre)</mark></figcaption></figure>



 <figure class="wp-block-image size-large"><a href="https://coraliemercier.files.wordpress.com/2023/03/bias-likeability.png"><img data-attachment-id="5175" data-permalink="https://koalie.blog/2023/03/09/bias-against-women-in-the-workplace/bias-intersectionality/" data-orig-file="https://coraliemercier.files.wordpress.com/2023/03/bias-intersectionality.png" data-orig-size="450,450" data-comments-opened="1" data-image-meta='{"aperture":"0","credit":"","camera":"","caption":"","created_timestamp":"0","copyright":"","focal_length":"0","iso":"0","shutter_speed":"0","title":"","orientation":"0"}' data-image-title="bias-intersectionality" data-image-description="" data-image-caption="" data-medium-file="https://coraliemercier.files.wordpress.com/2023/03/bias-intersectionality.png?w=300" data-large-file="https://coraliemercier.files.wordpress.com/2023/03/bias-intersectionality.png?w=450" data-id="5175" src="https://coraliemercier.files.wordpress.com/2023/03/bias-likeability.png?w=450" alt="" class="wp-image-5175"></a><figcaption class="wp-element-caption"><mark class="has-inline-color has-white-color"><strong> Sympathie</strong></mark><br><mark class="has-inline-color has-white-color"> (lorsque l’attente vis à vis du rôle lié au genre et les traits présentés mènent à aimer ou pas la personnes)</mark></figcaption></figure>



 <figure class="wp-block-image size-large"><a href="https://coraliemercier.files.wordpress.com/2023/03/bias-maternal.png"><img data-attachment-id="5178" data-permalink="https://koalie.blog/2023/03/09/bias-against-women-in-the-workplace/bias-performance/" data-orig-file="https://coraliemercier.files.wordpress.com/2023/03/bias-performance.png" data-orig-size="450,450" data-comments-opened="1" data-image-meta='{"aperture":"0","credit":"","camera":"","caption":"","created_timestamp":"0","copyright":"","focal_length":"0","iso":"0","shutter_speed":"0","title":"","orientation":"0"}' data-image-title="bias-performance" data-image-description="" data-image-caption="" data-medium-file="https://coraliemercier.files.wordpress.com/2023/03/bias-performance.png?w=300" data-large-file="https://coraliemercier.files.wordpress.com/2023/03/bias-performance.png?w=450" data-id="5178" src="https://coraliemercier.files.wordpress.com/2023/03/bias-maternal.png?w=450" alt="" class="wp-image-5178"></a><figcaption class="wp-element-caption"><mark class="has-inline-color has-white-color"><strong> Maternité<br><mark class="has-inline-color has-white-color"> (croyance que les mères sont moins investies au travail et ainsi moins compétentes dans leur travail</mark>)</strong></mark></figcaption></figure>



 <figure class="wp-block-image size-large"><a href="https://coraliemercier.files.wordpress.com/2023/03/bias-affinity.png"><img data-attachment-id="5174" data-permalink="https://koalie.blog/2023/03/09/bias-against-women-in-the-workplace/bias-likeability/" data-orig-file="https://coraliemercier.files.wordpress.com/2023/03/bias-likeability.png" data-orig-size="450,450" data-comments-opened="1" data-image-meta='{"aperture":"0","credit":"","camera":"","caption":"","created_timestamp":"0","copyright":"","focal_length":"0","iso":"0","shutter_speed":"0","title":"","orientation":"0"}' data-image-title="bias-likeability" data-image-description="" data-image-caption="" data-medium-file="https://coraliemercier.files.wordpress.com/2023/03/bias-likeability.png?w=300" data-large-file="https://coraliemercier.files.wordpress.com/2023/03/bias-likeability.png?w=450" data-id="5174" src="https://coraliemercier.files.wordpress.com/2023/03/bias-affinity.png?w=450" alt="" class="wp-image-5174"></a><figcaption class="wp-element-caption"><strong><mark class="has-inline-color has-white-color"> Affinité</mark></strong><br><mark class="has-inline-color has-white-color"> (attirance envers ceux qui sont similaires à nous en apparence, croyances, milieu)</mark></figcaption></figure>



 <figure class="wp-block-image size-large"><a href="https://coraliemercier.files.wordpress.com/2023/03/bias-intersectionality.png"><img data-attachment-id="5176" data-permalink="https://koalie.blog/2023/03/09/bias-against-women-in-the-workplace/bias-maternal/" data-orig-file="https://coraliemercier.files.wordpress.com/2023/03/bias-maternal.png" data-orig-size="450,450" data-comments-opened="1" data-image-meta='{"aperture":"0","credit":"","camera":"","caption":"","created_timestamp":"0","copyright":"","focal_length":"0","iso":"0","shutter_speed":"0","title":"","orientation":"0"}' data-image-title="bias-maternal" data-image-description="" data-image-caption="" data-medium-file="https://coraliemercier.files.wordpress.com/2023/03/bias-maternal.png?w=300" data-large-file="https://coraliemercier.files.wordpress.com/2023/03/bias-maternal.png?w=450" data-id="5176" src="https://coraliemercier.files.wordpress.com/2023/03/bias-intersectionality.png?w=450" alt="" class="wp-image-5176"></a><figcaption class="wp-element-caption"><mark class="has-inline-color has-white-color"><strong> Intersection</strong></mark><br><mark class="has-inline-color has-white-color"> (amalgame de plusieurs biais)</mark></figcaption></figure>
 <figcaption class="blocks-gallery-caption wp-element-caption"> Six biais communs affectant négativement les femmes au travail. Illustrations : <a href="https://leanin.org/">LeanIn.org</a></figcaption></figure>



 <h2 class="wp-block-heading" id="negative-impact-of-bias-in-the-workplace">L’impact négatif des biais au travail</h2>



 <p>Individuellement, ou combinés, ces stéréotypes se matérialisent très concrètement par les femmes au travail :</p>



 <ul>
 <li>Salaire inéquitable</li>



 <li>Responsabilités rares ou moindres</li>



 <li>Discrimination</li>



 <li>Plafonds de verre</li>



 <li>Micro-aggressions</li>



 <li>Harcèlement sexuel</li>



 <li>Gaspillage de talents</li>



 <li>Burn-out, épuisement professionnel </li>
 </ul>



 <h2 class="wp-block-heading" id="common-bias-in-the-workplace-illustrated">Illustrations des biais communs au travail</h2>



 <h3 class="wp-block-heading" id="performance-bias">Biais de performance</h3>



 <p lang="fr">C’est le mauvais <s>bon</s> vieux stéréotype selon lequel le genre, tel l’ADN, prédispose à certains métiers eu égard aux compétences intrinsèques. Les performances des femmes sont sous-estimées alors que celles des hommes sont sur-estimées.</p>



 <p lang="fr">L’écart des salaires entre hommes et femmes est une illustration claire du biais de performance, où les femmes touchent un salaire inférieur tout en accomplissant le même travail.</p>



 <p lang="fr"><em>Exemple : Dans le <a href="https://en.wikipedia.org/wiki/Smoke_Gets_in_Your_Eyes_(Mad_Men)">premier épisode</a> de la première saison de la série TV sur la publicité dans les années 60 “Mad Men”, Rachel Menken sollicite les services de l’agence publicitaire pour attirer une clientèle raffinée et riche dans le magasin de son père juif. Le directeur d’agence ayant eu recours à un subterfuge pour rendre son agence attractive en invitant leur seul employé juif qui travaille au service courrier, ainsi lorsque leur meilleur directeur créatif Don Draper arrive et voit cet inconnu à côté de Rachel, il tend immédiatement la main vers l’homme, croyant qu’il devait être le propriétaire du magasin.</em></p>



 <h3 class="wp-block-heading" id="attribution-bias">Biais d’attribution</h3>



 <p lang="fr">Cousin du biais de performance, le biais d’attribution provient de la façon dont on perçoit la valeur, et est à l’origine de la croyance que les accomplissements des femmes ont moins de valeur que celles des hommes. Ainsi, on donne moins de crédit aux femmes, on les remet plus souvent en cause, et la barre est placée beaucoup plus haut pour les femmes qui tentent (malheureusement sans grand succès) de prouver leur valeur au travail.</p>



 <p lang="fr">Les femmes en viennent même à douter de leur mérite par rapport à celui des hommes, ou bien leur confiance s’émousse graduellement en conséquence du biais d’attribution. Ce biais est aussi à l’origine du fait que les hommes candidatent aux postes ou aux promotions dont ils ne remplissent que 60% des critères, alors que les femmes ne le font que si elles remplissent l’intégralité des critères.</p>



 <p lang="fr">Le “<strong>plafond de verre</strong>” est une métaphore pour la barrière invisible qui empêche les femmes qualifiées de faire le travail qu’elles méritent et de progresser dans la hiérarchie au travail.</p>



 <p lang="fr"><em>Exemple : un des personnages principaux de “Mad Men”, Peggy Olsen incarne la perle rare que le destin a mis sur le chemin de sa propre pleine réalisation et sur le chemin de l’industrie de la publicité dont elle va convertir la commercialisation vulgaire en art subtile. Elle progresse tout au long de la série, d’abord comme secrétaire puis gravit ensuite les échelons pour devenir rédactrice junior, et enfin, au prix de beaucoup beaucoup beaucoup d’effort, devient la meilleure rédactrice de l’agence.</em></p>



 <h3 class="wp-block-heading" id="likeability-bias">Biais de sympathie</h3>



 <p lang="fr">Le patriarcat assure aux homme le droit de se faire entendre, de prendre les choses en main, de mener, et lorsqu’ils le font, cela semble naturel; ils remplissent leur rôle. Mais la société attend des femmes qu’elles soient douces, dociles, aimantes, ainsi dès lors qu’elle s’affirment ou revendiquent, elles inspirent des réactions défavorables. La dissonance entre l’attente qu’on a d’un rôle lié au genre et la réaction face aux traits présentés mène à l’aversion. Quand les femmes s’affirment, on les trouve intimidantes, agressives, autoritaires, et on ne les aime pas.</p>



 <p lang="fr">Ce biais a un paradoxe intéressant car il mène à une double contrainte du biais d’attribution : une femme agréable et gentille inspire moins de compétence. En d’autres termes : les femmes ne peuvent pas prévaloir.</p>



 <p lang="fr"><em>Exemple : Megan Calvet de “Mad Men”, ancienne aspirante actrice dont les talents et aptitudes sont multiples, devient l’épouse de Don Draper. Elle s’épanouit en une femme libérée pleine de potentiel pour finalement flétrir aux mains d’un mari qui la pousse aux échecs, la manipule de toutes sortes de façons, et tombe en désamour de cette femme qu’il ne comprend pas.</em></p>



 <h3 class="wp-block-heading" id="maternal-bias">Biais de la maternité</h3>



 <p lang="fr">Le biais de la maternité est la croyance absurde que les mères sont moins investies et moins compétentes au travail, que toute aptitude et capacité au travail atteint le point mort dès lors qu’une femme tombe enceinte, et disparaît complètement une fois que la femme est devenue mère.</p>



 <p lang="fr">Ce biais, combiné avec celui de performance, est responsable du fait que bien moins d’opportunités sont présentées aux femmes et qu’on met la barre plus haut pour les mères que pour les pères.</p>



 <p lang="fr"><em>Example: Faye Miller, “Mad Men”‘s marketing research consultant, tells Don Draper that she “chose” not to have children so as to have a career. Peggy Olsen used elaborate clothing tricks to hide her pregnancy and pretended illness when she had to give birth and then gave the baby up for adoption because having a career was her life. Women with professional aspirations were often forced to make sacrifices in the 60s because employers were well within legal rights to fire women who had babies.</em></p>



 <p lang="fr"><em>Exemple : Faye Miller, la consultante en recherche marketing de “Mad Men” déclare à Don Draper qu’elle a “choisi” de ne pas avoir d’enfants afin d’avoir une carrière. Peggy Olsen quant à elle a rusé en s’habillant de façon à cacher sa grossesse et prétendit une maladie pour accoucher puis mis l’enfant à l’adoption car sa vie était sa carrière. Les femmes ayant des aspirations professionnelles étaient souvent obligées de faire des sacrifices dans les années 60 car les employeurs étaient dans leur bon droit de licencier celles qui avaient des enfants.</em></p>



 <h3 class="wp-block-heading" id="affinity-bias">Biais d’affinité </h3>



 <p lang="fr">Il s’agit de la tendance qu’ont les gens à graviter vers ou être attirés par ceux qui leur sont similaires en apparence, croyances, origine. Un effet de bord pernicieux ou même vicieux est la tendance à éviter ou même détester les gens ou les groupes qui sont différents.</p>



 <p lang="fr">Puisque le milieu professionnel est dominé par les mâles blancs, ce biais affecte les femmes, d’autant plus si elles sont de couleur. C’est le biais qui fait le plus de détriment aux femmes au travail : décisions de recrutement injustes, promotions inéquitables, idées balayées ou volées.</p>



 <p lang="fr"><em>Exemple : Joan Holloway de “Mad Men”, la responsable du secrétariat connaissant les moindres détails et ficelles et ayant atteint le plus haut rang parmi les femmes</em>, mène sa barque avec jugeote. À force d’intelligence et de détermination, et même au prix inimaginable de sa personne lorsqu’elle doit coucher avec un client potentiel pour avoir une chance de devenir partenaire, elle obtient une bien maigre victoire et de bien courte durée puisque Don Draper met fin au contrat avec le client en ainsi détruit ce qu’elle a construit. Finalement, Joan reçoit une promotion bien méritée, mais pas suite à une évaluation objective de ses atouts, mais bien parce qu’un homme en position de pouvoir l’a décidé sur un coup de tête.</p>



 <h3 class="wp-block-heading" id="intersectionality-bias">Amalgame de biais (biais d’intersection)</h3>



 <p lang="fr">Ce biais est l’amalgame des biais sexistes et des biais touchant d’autres groupes. Les hommes et les femmes appartenant à trois ou plus minorités se retrouvent paradoxalement à faire l’expérience de n’appartenir à aucune. La combinaison de plusieurs biais sont à l’origine de discriminations malfaisantes au titre du genre, de la race, de l’orientation sexuelle, des croyances religieuses, de l’âge, du handicap, du milieu, ou au titre de plusieurs de ces critères.</p>



 <p lang="fr"><em>Exemple : Je ne crois pas que la série TV “Mad Men” a véritablement traité de l’amalgame de biais, bien que le racisme au travail soit dénoncé de façon oblique en montrant les inégalités et injustices sous la forme d’anecdotes lorsque l’on suit ce qui arrive à divers personnages, de façon à préparer le terrain pour une scène spectaculaire où le personnage le plus sympathique de la série, Bert Cooper, qui est le fondateur de l’agence et un charmant et vieillissant excentrique, fait preuve de racisme caractérisé alors qu’il aperçoit Dawn, une femme noire éminemment capable, mise au poste de réceptionniste. Bert demande immédiatement à la responsable du secrétariat, Joan, de mettre Dawn ailleurs, en déclarant “</em><em>Je suis tout à fait pour l’avancement des personnes de couleur, mais je ne crois pas qu’elles doivent avancer jusqu’à ce retrouver au devant de notre réception.</em>”</p>



 <h2 class="wp-block-heading" id="be-part-of-the-solution">Faites partie de la solution</h2>



 <h3 class="wp-block-heading" id="nobody-is-immune-from-biases">Personne n’est à l’abris des biais</h3>



 <p lang="fr">Saviez-vous que sur un groupe de 100, 76 personnes associent les hommes avec la carrière, et les femmes avec la famille ?</p>



 <p lang="fr">Saviez-vous que sur un groupe de 100, 75 personnes montrent une préférence pour les personnes blanches par rapport aux personnes noires (même lorsque la moitié dans le groupe sont des personnes noires) ?</p>



 <p lang="fr">Vous pouvez vous renseigner sur, et même faire vous-même, le <span lang="en"><a href="https://implicit.harvard.edu/implicit/takeatest.html">Harvard’s Implicit Association Test (IAT)</a></span> (test d’association implicite).</p>



 <p lang="fr">Avoir conscience (de la notion générale de biais internes, de ses propres biais, des biais communs au travail) n’est pas suffisant. Si vous y réfléchissez, vous savez à moins d’être un vil hypocrite, que les études ont raison lorsqu’elles prouvent que les collègues d’équipes diversifiées sont plus attentifs, plus investis, et travaillent mieux. Ou lorsqu’elles prouvent que les organisations ayant plus de femmes à la direction ont des pratiques et règles plus généreuses et sont à l’origine de produits meilleurs.</p>



 <p lang="fr">Pourquoi ? Parce que si les femmes sont inclues, cela devient plus facile d’inclure d’autres groupes. Nous progressons tous lorsque les femmes progressent.</p>



 <h3 class="wp-block-heading" id="break-the-bias-in-the-workplace">Casser les biais au travail</h3>



 <ol>
 <li>Sensibiliser les employés en les formant à identifier et reconnaître les biais.</li>



 <li>Réduire les risques dûs aux biais en élaborant des critères clairs et définis (pour l’embauche, les évaluations de performance, les promotions).</li>



 <li>Faire le choix délibéré de l’équité pour le genre, la diversité et l’inclusivité partout où des décisions mesurées doivent être prises.</li>



 <li>Définir des objectifs d’équité pour le genre, la diversité et l’inclusivité.</li>



 <li>S’engager à rendre des comptes quant aux objectifs fixés.</li>



 <li>Analyser régulièrement les salaires et les écarts, la distribution homme-femme. Remettez en cause la domination des postes de direction par l’homme blanc d’âge mûr hétérosexuel.</li>



 <li>Permettre à quiconque de dénoncer les biais, en toute sécurité, facilement et efficacement.</li>



 <li>Se doter de vrais moyens pour empêcher les situations abusives de s’envenimer et les comportements hostiles de persister.</li>
 </ol>



 <hr class="wp-block-separator has-alpha-channel-opacity">



 <ul>
 <li><a rel="noreferrer noopener" href="https://www.internationalwomensday.com/External.aspx?u=https://internationalwomensday.s3.us-west-2.amazonaws.com/resources/IWD-2023-LeanIn-50WaysToFightBias-resource-deck.pdf" target="_blank">IWD 2023 50 Ways to Fight Bias resource and training program</a> (PDF)</li>



 <li><a href="https://leanin.org/education/50-ways-to-fight-bias-overview">Lean In&#8217;s Learn how gender bias impacts women&#8217;s experiences at work</a> (vidéo de 12 minutes)</li>
 </ul>



 <h2 class="wp-block-heading" id="read-more">Pour aller plus loin</h2>



 <ul>
 <li><a href="https://internationalwomensday.s3.us-west-2.amazonaws.com/resources/IWD-WorldEconomicForum-GlobalGenderGap-Report.pdf">World Economic Forum (WEF) 2022 Global Gender Gap Report</a> (PDF)</li>



 <li><a href="https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace">McKinsey&#8217;s study: Women in the Workplace 2022</a> (étude sur les femmes dans le monde du travail américain)</li>
 </ul>
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    <h1>Discord, or the Death of Lore « ASCII by Jason Scott</h1>
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  <p>I chose the life, it didn’t choose me. I could have walked away from it a long time ago, and I’ve certainly shifted my focus over the years. But I still hold the heft and halter, the one standing at the death of all things, and while it means a lot of moments of rescue and recovery, it also means knowing, looking across at that which thrives and bustles, the desiccation and destruction to come. The only part of the fog of the future that’s guaranteed is the moment it switches from theory to a wall of iron and then darkness.</p>

 <p>All this to say: <strong>Discord</strong>.</p>

 <p>Twitter, in its own death throes, its own misery, will always stand in its later years as a fantastic tool for raining down misery and pain on others with a simple “quote tweet”, and I’ve been guilty of such on the absolute regular. Few of my tweets maneuvered past 100,000 “impressions”, but this one most definitely did:</p>

 <p>The last I checked, that tweet got the attention of over a quarter-million individuals and/or machines, and the next two follow-ups got a smaller amount, but are still worth noting:</p>

 <p>There is absolutely nothing new about Discord, say people with experience of IRC. Of course, they’re wrong: Discord has speed, ease of use, and (at this point in time) general societal acceptance far beyond IRC. IRC is a bouncer looking you up and down and asking you to do a small dance of proof of worth before entering a text-only cave of obscurity; Discord added skylights, pretty lights, cross-platform access and verification, and centralization, not all of them great additions but very welcome for their intended audience…. who is now everyone.</p>

 <p>I’ve been on well over 100 discords, and I’ve run or in some way moderated a half-dozen. They’re good for fast spinning-up of projects, to glom a bunch of humans into a channel system, and not have to deal with Slack’s oddities, or the ridiculous on-ramp for IRC. At one point I asked for people to send me invites to the weirdest Discords they were members of, and I can assure you, there’s weird ones indeed. And the capacity is notable – walking through the halls of particularly “hot” Discords with literally hundreds of thousands of members, especially when active, is to walk through a space station hosting an all-star concert as it blasts through the darkness. <br><br>I have no disputes as the popularity of the places, the things that happen there, and the unquestioned vivaciousness of being the party that never seems to end and everyone wants to join. <br><br>I just happen to be the sort of person who notices there’s no decent fire exits and most of the structure is wood and there’s an… awful lot of pyrotechnics being set off.</p>

 <p>Discord’s official birthday is 2012, but it’s really 2009, when OpenFeint was created.</p>

 <p><a rel="noreferrer noopener" href="https://en.wikipedia.org/wiki/OpenFeint" target="_blank">OpenFeint</a> is the pile of bones worn into the foundation of Discord telling us it was built on land that will very occasionally flood to great catastrophe. It was founded in 2009, was given a huge ecosystem of plugins and support, gained ten million followers, took in roughly $12 million of known VC investment, was sold to a Japanese company in 2011 for $104 million, and was fucking <em>dead in the ground</em> by 2012. By the flickering light of its Viking funeral, Discord was founded and the cycle began anew.</p>

 <p>Spare me the “they learned their lesson speech”, and please store it in this garbage can I’ve already stuffed with the “it won’t happen again” and “you don’t know what you’re talking about” bags I tend to get. It will happen again; it’s just a matter of when.</p>

 <p>The main considerations I have are what will be lost.</p>

 <p>When the free image-hosting site ImageShack made the realization that they were losing buckets of money hosting images for free, and shifted over to a subscription model that also cut off legacy accounts, deleting them in fact, the question was who would care. Perhaps the original uploaders of the images, too cheap to pay the additional fees of a few bucks per month, or maybe someone who took amusement from this image or that, but probably had downloaded it anyway?</p>

 <p><strong>No, what this did was decimate warehouses of lore.</strong></p>

 <p>It turns out, in the breadth of time, ImageShack was the unofficial official clearinghouse of diagrams and illustrations of web discussion boards that had limits (or difficulties) hosting images. Sure, most of the boards had software that allowed you to upload to them, but ImageShack was <em>very </em>easy to host with, and the results were fast and simple and could be rather large when needed. This was very helpful for technical diagrams and explanations that would cover (at the time) larger resolutions of graphic information.</p>

 <p>So, when ImageShack killed what had been 13 years of these illustrations, they definitely probably saved the business, and they ensured everyone who was hosting with them was truly <em>engaged</em>, but they also lobotomized hundreds, possibly thousands of forums and discussion groups and absolutely wiped an entire collection of reference documents from the web at the same time. Walking through some of them (before they, themselves, died) was walking through a bombed city, its institutional and cultural memory pockmarked with “pay us to see this stuff” placeholders.</p>

 <p>Documents are documents. Books are books, recordings are recordings, and so on. As time has gone on, though, I’ve observed the probably obvious-to-others fact that <strong>Lore</strong> is the grease between the concrete blocks of knowledge, the carved step in an otherwise impossible-to-scale mountain, the small bit of powder sprinkled through a workspace to ensure sparks don’t fly and things don’t burn. Inconceivably odd to the outsider, but vital to the dedicated or intense practice of the craft.</p>

 <p>Certainly, the ideal situation is lore is inlaid into a framework of knowledge. As the joke goes, there’s no real conflict between herbs and medicine – we took herbs and the ones that worked became medicine. In the same way, the lore of knots became the rules of the sea and the lore of practiced building that was vital to share across long distances of time and space became engineering. This is an overly simplistic view, but it holds true that “lore” joins “knowledge” in a very haphazard fashion, usually relying on someone so driven to push the process that they create a 400 page behemoth of writing that is gleaned by social calls and favors into the story of How It Has Been Done.</p>

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 <p>The danger in this process, the potential lost ballast in the rise to the skies, is that the lore-to-knowledge transfer is lossy, messy, and arbitrary. Maybe those in the know want to keep the information to themselves, so it won’t be given to whoever the person or persons are who are laying down the written form. Maybe the chronicler of information has blind spots they don’t know about and not enough people to correct them. Or, more likely, you have to set the “noise filter” of the information to not go down the rabbit and rat holes of contingencies that maybe a dozen or two people will even want to know about, to the favor of that which <em>everyone</em> will need. The outcome is always the same: Lore loses in the long run.</p>

 <p><em>I’ll take a quick diversion to say that we do see attempts to whip lore into shape on a shared basis, be it Quora, Yahoo! Answers, Reddit and Stack Overflow – all of them centralized entities, some of them better than others, and all of them fundamentally unstructured compared to a “book” form factor but infinitely searchable and fungible to the needs of whoever is wandering in, even if they must know three-quarters of the solution to get the actual final part.</em></p>

 <p>Discord, in the decade and change it has lived, and especially once it took off beyond its initial social and classification groups, has exploded exponentially in all the parts it plays on the remnants of the Web. Time and again, we see a Discord rise that represents a subject general or specific, a grouping of dozens or hundreds of folks interested or entangled in the subject, and then a massive growth of channels and direct messages rising from that clumped “community”. Some of the results are droll mostly-silent channels with occasional flares of conversations, while others are waterfalls of discussion and write-once read-never rants and dumb questions, punctuated with someone asking a question for the hundredth time and someone answering a different way.</p>

 <p>There are more Discords than you realize, and more lore pouring into them than anyone can truly comprehend. They are not the exclusive spigots of lore but they’re a major pipeline, a notable artery on Knowledge’s Heart that we would definitely notice if, for whatever reason, it was clogged with Mission Shift or New Opportunities cutting it off. </p>

 <p>The two-line discussion at the center of my first public lambasting of Discord’s nature is telling, not because of the individual who responded as they did, but the situation they were unintentionally highlighting:</p>

 <p>EmoSaru is not evil or a paragon of Knowledge’s Destruction; they’re a shopkeeper noticing that fresh tomatoes aren’t selling as well as ketchup and ketchup is cheaper to keep on the shelves and lasts longer, and everyone who might come along and complain about losing fresh tomatoes aren’t <em>buying</em> said beloved tomatoes. They’re following the wind. Only fools stay in the field when the herd has gone in from the rain. I highlighted them just because the exchange was, as they say, <em>el perfecto.</em></p>

 <p>My grandmother would always scold me, lightly of course, about my cartoons I’d draw on paper because I wouldn’t use both sides of the page; my personal belief that it would bleed into each other wasn’t part of the argument, just that she had long memories of doing without and making do with little and she wanted me to not waste the (temporary) bounty before the next (inevitable) hardship.</p>

 <p>To that end, I am, again, the angel-winged herald of the Death of Discord and I only wish to highlight what might blunt the pain of the inevitable decay and destruction of what it is.</p>

 <p>In the unlikely event that Discord sits across from me at a table and asks What Exactly Do You Want To Leave Us Alone, my list of demands is both logical and impossible:</p>

 <ul>
 <li>Right now every channel is meant to be both transient and permanent. I know that’ll never change, so create a new “Lore” or “Archive” channel where the moderators tap on wisdom and preserve-forever statements or threads, and they get added over there. Think of it as “Pinning” but they’re pinned forever and there’s a bunch of them.</li>



 <li>Make it possible to export this Lore/Archive channel to a reasonable file, like JSON or any other text format. Hell, make it a feature for “<a rel="noreferrer noopener" href="https://web.archive.org/web/20230301080154/https://discord.com/nitro" target="_blank">Discord Nitro</a>“, which is obviously a part of the “oh crap, we need to prove we can make money with this thing” phase of the cycle you’re now entering.</li>



 <li>At the very least, consider some sort of “FAQ” feature/contingency that does a similar function to the old-style FAQs, so people can contribute sets of knowledge in a structured manual instead of an endless search for terms from everyone who ever touched a server.</li>
 </ul>

 <p>The unlikely event of them sitting with me across a table is doubly joined by the unlikely event they would implement anything like I’m asking for.</p>

 <p>Consider this me walking through and pointing out the wood structure and lack of fire exits, and if someone did the work, even if it cost a little extra, a lot of people will be a little less sad down the line.</p>

 <p>And when the inevitable does its inevitable thing, maybe we can all sit down and talk about what could have been.</p>

 <p>…just not on Discord.</p>
 </article>


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 title: Discord, or the Death of Lore « ASCII by Jason Scott
 url: http://ascii.textfiles.com/archives/5509
 hash_url: f6e269f9a6e16436827169039d551623

 <p>I chose the life, it didn’t choose me. I could have walked away from it a long time ago, and I’ve certainly shifted my focus over the years. But I still hold the heft and halter, the one standing at the death of all things, and while it means a lot of moments of rescue and recovery, it also means knowing, looking across at that which thrives and bustles, the desiccation and destruction to come. The only part of the fog of the future that’s guaranteed is the moment it switches from theory to a wall of iron and then darkness.</p>



 <p>All this to say: <strong>Discord</strong>.</p>



 <p>Twitter, in its own death throes, its own misery, will always stand in its later years as a fantastic tool for raining down misery and pain on others with a simple “quote tweet”, and I’ve been guilty of such on the absolute regular. Few of my tweets maneuvered past 100,000 “impressions”, but this one most definitely did:</p>





 <p>The last I checked, that tweet got the attention of over a quarter-million individuals and/or machines, and the next two follow-ups got a smaller amount, but are still worth noting:</p>





 <p>There is absolutely nothing new about Discord, say people with experience of IRC. Of course, they’re wrong: Discord has speed, ease of use, and (at this point in time) general societal acceptance far beyond IRC. IRC is a bouncer looking you up and down and asking you to do a small dance of proof of worth before entering a text-only cave of obscurity; Discord added skylights, pretty lights, cross-platform access and verification, and centralization, not all of them great additions but very welcome for their intended audience…. who is now everyone.</p>



 <p>I’ve been on well over 100 discords, and I’ve run or in some way moderated a half-dozen. They’re good for fast spinning-up of projects, to glom a bunch of humans into a channel system, and not have to deal with Slack’s oddities, or the ridiculous on-ramp for IRC. At one point I asked for people to send me invites to the weirdest Discords they were members of, and I can assure you, there’s weird ones indeed. And the capacity is notable – walking through the halls of particularly “hot” Discords with literally hundreds of thousands of members, especially when active, is to walk through a space station hosting an all-star concert as it blasts through the darkness. <br><br>I have no disputes as the popularity of the places, the things that happen there, and the unquestioned vivaciousness of being the party that never seems to end and everyone wants to join. <br><br>I just happen to be the sort of person who notices there’s no decent fire exits and most of the structure is wood and there’s an… awful lot of pyrotechnics being set off.</p>



 <p>Discord’s official birthday is 2012, but it’s really 2009, when OpenFeint was created.</p>





 <p><a rel="noreferrer noopener" href="https://en.wikipedia.org/wiki/OpenFeint" target="_blank">OpenFeint</a> is the pile of bones worn into the foundation of Discord telling us it was built on land that will very occasionally flood to great catastrophe. It was founded in 2009, was given a huge ecosystem of plugins and support, gained ten million followers, took in roughly $12 million of known VC investment, was sold to a Japanese company in 2011 for $104 million, and was fucking <em>dead in the ground</em> by 2012. By the flickering light of its Viking funeral, Discord was founded and the cycle began anew.</p>



 <p>Spare me the “they learned their lesson speech”, and please store it in this garbage can I’ve already stuffed with the “it won’t happen again” and “you don’t know what you’re talking about” bags I tend to get. It will happen again; it’s just a matter of when.</p>



 <p>The main considerations I have are what will be lost.</p>





 <p>When the free image-hosting site ImageShack made the realization that they were losing buckets of money hosting images for free, and shifted over to a subscription model that also cut off legacy accounts, deleting them in fact, the question was who would care. Perhaps the original uploaders of the images, too cheap to pay the additional fees of a few bucks per month, or maybe someone who took amusement from this image or that, but probably had downloaded it anyway?</p>



 <p><strong>No, what this did was decimate warehouses of lore.</strong></p>



 <p>It turns out, in the breadth of time, ImageShack was the unofficial official clearinghouse of diagrams and illustrations of web discussion boards that had limits (or difficulties) hosting images. Sure, most of the boards had software that allowed you to upload to them, but ImageShack was <em>very </em>easy to host with, and the results were fast and simple and could be rather large when needed. This was very helpful for technical diagrams and explanations that would cover (at the time) larger resolutions of graphic information.</p>



 <p>So, when ImageShack killed what had been 13 years of these illustrations, they definitely probably saved the business, and they ensured everyone who was hosting with them was truly <em>engaged</em>, but they also lobotomized hundreds, possibly thousands of forums and discussion groups and absolutely wiped an entire collection of reference documents from the web at the same time. Walking through some of them (before they, themselves, died) was walking through a bombed city, its institutional and cultural memory pockmarked with “pay us to see this stuff” placeholders.</p>



 <p>Documents are documents. Books are books, recordings are recordings, and so on. As time has gone on, though, I’ve observed the probably obvious-to-others fact that <strong>Lore</strong> is the grease between the concrete blocks of knowledge, the carved step in an otherwise impossible-to-scale mountain, the small bit of powder sprinkled through a workspace to ensure sparks don’t fly and things don’t burn. Inconceivably odd to the outsider, but vital to the dedicated or intense practice of the craft.</p>



 <p>Certainly, the ideal situation is lore is inlaid into a framework of knowledge. As the joke goes, there’s no real conflict between herbs and medicine – we took herbs and the ones that worked became medicine. In the same way, the lore of knots became the rules of the sea and the lore of practiced building that was vital to share across long distances of time and space became engineering. This is an overly simplistic view, but it holds true that “lore” joins “knowledge” in a very haphazard fashion, usually relying on someone so driven to push the process that they create a 400 page behemoth of writing that is gleaned by social calls and favors into the story of How It Has Been Done.</p>


 <div class="wp-block-image">
 <figure class="aligncenter size-full"><a href="http://ascii.textfiles.com/wp-content/uploads/2023/03/image-11.png"><img data-attachment-id="5515" data-permalink="http://ascii.textfiles.com/archives/5509/image-11" data-orig-file="http://ascii.textfiles.com/wp-content/uploads/2023/03/image-11.png" data-orig-size="802,454" data-comments-opened="1" data-image-meta='{"aperture":"0","credit":"","camera":"","caption":"","created_timestamp":"0","copyright":"","focal_length":"0","iso":"0","shutter_speed":"0","title":"","orientation":"0"}' data-image-title="image-11" data-image-description="" data-image-caption="" data-medium-file="http://ascii.textfiles.com/wp-content/uploads/2023/03/image-11-300x170.png" data-large-file="http://ascii.textfiles.com/wp-content/uploads/2023/03/image-11.png" decoding="async" loading="lazy" src="http://ascii.textfiles.com/wp-content/uploads/2023/03/image-11.png" alt="" class="wp-image-5515" srcset="http://ascii.textfiles.com/wp-content/uploads/2023/03/image-11.png 802w, http://ascii.textfiles.com/wp-content/uploads/2023/03/image-11-300x170.png 300w, http://ascii.textfiles.com/wp-content/uploads/2023/03/image-11-768x435.png 768w" sizes="(max-width: 802px) 100vw, 802px"></a></figure></div>


 <p>The danger in this process, the potential lost ballast in the rise to the skies, is that the lore-to-knowledge transfer is lossy, messy, and arbitrary. Maybe those in the know want to keep the information to themselves, so it won’t be given to whoever the person or persons are who are laying down the written form. Maybe the chronicler of information has blind spots they don’t know about and not enough people to correct them. Or, more likely, you have to set the “noise filter” of the information to not go down the rabbit and rat holes of contingencies that maybe a dozen or two people will even want to know about, to the favor of that which <em>everyone</em> will need. The outcome is always the same: Lore loses in the long run.</p>



 <p><em>I’ll take a quick diversion to say that we do see attempts to whip lore into shape on a shared basis, be it Quora, Yahoo! Answers, Reddit and Stack Overflow – all of them centralized entities, some of them better than others, and all of them fundamentally unstructured compared to a “book” form factor but infinitely searchable and fungible to the needs of whoever is wandering in, even if they must know three-quarters of the solution to get the actual final part.</em></p>



 <p>Discord, in the decade and change it has lived, and especially once it took off beyond its initial social and classification groups, has exploded exponentially in all the parts it plays on the remnants of the Web. Time and again, we see a Discord rise that represents a subject general or specific, a grouping of dozens or hundreds of folks interested or entangled in the subject, and then a massive growth of channels and direct messages rising from that clumped “community”. Some of the results are droll mostly-silent channels with occasional flares of conversations, while others are waterfalls of discussion and write-once read-never rants and dumb questions, punctuated with someone asking a question for the hundredth time and someone answering a different way.</p>



 <p>There are more Discords than you realize, and more lore pouring into them than anyone can truly comprehend. They are not the exclusive spigots of lore but they’re a major pipeline, a notable artery on Knowledge’s Heart that we would definitely notice if, for whatever reason, it was clogged with Mission Shift or New Opportunities cutting it off. </p>



 <p>The two-line discussion at the center of my first public lambasting of Discord’s nature is telling, not because of the individual who responded as they did, but the situation they were unintentionally highlighting:</p>





 <p>EmoSaru is not evil or a paragon of Knowledge’s Destruction; they’re a shopkeeper noticing that fresh tomatoes aren’t selling as well as ketchup and ketchup is cheaper to keep on the shelves and lasts longer, and everyone who might come along and complain about losing fresh tomatoes aren’t <em>buying</em> said beloved tomatoes. They’re following the wind. Only fools stay in the field when the herd has gone in from the rain. I highlighted them just because the exchange was, as they say, <em>el perfecto.</em></p>



 <p>My grandmother would always scold me, lightly of course, about my cartoons I’d draw on paper because I wouldn’t use both sides of the page; my personal belief that it would bleed into each other wasn’t part of the argument, just that she had long memories of doing without and making do with little and she wanted me to not waste the (temporary) bounty before the next (inevitable) hardship.</p>



 <p>To that end, I am, again, the angel-winged herald of the Death of Discord and I only wish to highlight what might blunt the pain of the inevitable decay and destruction of what it is.</p>





 <p>In the unlikely event that Discord sits across from me at a table and asks What Exactly Do You Want To Leave Us Alone, my list of demands is both logical and impossible:</p>



 <ul>
 <li>Right now every channel is meant to be both transient and permanent. I know that’ll never change, so create a new “Lore” or “Archive” channel where the moderators tap on wisdom and preserve-forever statements or threads, and they get added over there. Think of it as “Pinning” but they’re pinned forever and there’s a bunch of them.</li>



 <li>Make it possible to export this Lore/Archive channel to a reasonable file, like JSON or any other text format. Hell, make it a feature for “<a rel="noreferrer noopener" href="https://web.archive.org/web/20230301080154/https://discord.com/nitro" target="_blank">Discord Nitro</a>“, which is obviously a part of the “oh crap, we need to prove we can make money with this thing” phase of the cycle you’re now entering.</li>



 <li>At the very least, consider some sort of “FAQ” feature/contingency that does a similar function to the old-style FAQs, so people can contribute sets of knowledge in a structured manual instead of an endless search for terms from everyone who ever touched a server.</li>
 </ul>



 <p>The unlikely event of them sitting with me across a table is doubly joined by the unlikely event they would implement anything like I’m asking for.</p>



 <p>Consider this me walking through and pointing out the wood structure and lack of fire exits, and if someone did the work, even if it cost a little extra, a lot of people will be a little less sad down the line.</p>



 <p>And when the inevitable does its inevitable thing, maybe we can all sit down and talk about what could have been.</p>



 <p>…just not on Discord.</p>
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