Found in 4 comments on Hacker News
grendelt · 2019-12-15 · Original thread
"Behave: The Biology of Humans at Our Best and Worst"

"The Mosquito: A Human History of Our Deadliest Predator"

"The Man Who Solved the Market: How Jim Simons Launched the Quant Revolution"

"Hacking Darwin: Genetic Engineering and the Future of Humanity"

"Biased: Uncovering the Hidden Prejudice That Shapes What We See, Think, and Do"

"Range: Why Generalists Triumph in a Specialized World"

"The Spy and the Traitor: The Greatest Espionage Story of the Cold War"

"Trick Mirror: Reflections on Self-Delusion"

"Talking to Strangers: What We Should Know about the People We Don't Know"

"Prediction Machines: The Simple Economics of Artificial Intelligence"

jamesmishra · 2018-02-17 · Original thread
In his book Behave[1], biologist Robert Sapolosky explains the issue as follows:

> Heritability scores are relevant only to the environments in which the traits have been studied. The more environments you study a trait in, the lower the heritability is likely to be.

He goes on for several pages, describing the ways the surrounding environment can change an organism's gene expression, and I think this quote best summarizes his point:

> Here’s a rule of thumb for recognizing gene/environment interactions, translated into English: You are studying the behavioral effects of a gene in two environments. Someone asks, “What are the effects of the gene on some behavior?” You answer, “It depends on the environment.” Then they ask, “What are the effects of environment on this behavior?” And you answer, “It depends on the version of the gene.” “It depends” = a gene/environment interaction.


asabjorn · 2018-01-07 · Original thread
> Do you have any alternative that isn't isomorphic to affirmative action?

Possible alternative:

We need to embrace that all decisions we make are emotional, even the rational ones [1], and create a process that facilitates the desired change. I believe this can be done by hiring competent minorities into teams [2], where although they are a minority in general they will not be on their team. These teams should not only be that minority as you in a truly inclusive system can't define people by a trait.

Since its a minority you probably have to do some extra legway in facilitating matching these teams well to problems the the team members find interesting and that there are growth opportunities. However, that is an ongoing conversation you should be having at any rate.

By these teams being competent they will through normal work-conversations and collaborations open minds on how successful people look like. Very suddenly it will be clear that both nerdy and pretty girls as well as anyone in between can code well, and that people that talk and walk in ways that make you uncomfortable might actually be competent and give you a unique perspective if you truly include them in your conversation.

Yes, it is not flashy and won't make great campaign posters. However, it empowers individuals while helping those individuals deal with being a minority without it being a zero sum game. And then we can watch history unfold, like how asians went from being railroad grunt work to model immigrants.

[1] [2] suggested action by feminists and researchers like Francis Frei, although I am not sure they support this full proposal

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