It is unclear from this request, but if this is the cost to the employer it is almost certainly a larger number than the actual pay which goes to the individual.
look, as a current cave diver and a former devops/survivor of the past 25 years of silicon valley, one of the reasons why diving in the jungle is so delightful is that pagers don't work in the underworld. Now, don't go ruining our last safe spaces.
There exist several filters intended to be fitted to the washing machine to trap the microfiber shedding. https://www.nytimes.com/wirecutter/blog/reduce-laundry-micro... this had several products to address the situation - I don't think solutions like this should be categorized as "lame", that's incredibly lazy and negative, and I think encourages people to have the "fuck it, let's dance in the flames of the world burning" attitude. Washing less often and at lower temps will also decrease the shedding. I think we need to take a 'harm reduction' approach, filter the micro plastics at sources, reserve synthetic clothes for when they are required, address the fast fashion waste problem. It's not just micro plastics, but when clothes are only worn for a season, there's a ton of waste and environmental impact.
The author is correct on use cases, for a lot of applications, synthetic fibers are the only viable answer. As a drysuit diver with a wool allergy, I cannot avoid synthetic fibers in my undergarments (warm clothes you wear under the drysuit designed to still insulate you long enough to safely exit your dive even if the drysuit fails and is flooded). I have thought about the irony of this as I do cleanup dives to remove larger plastic pieces from the ocean.
I have ADHD as well as a few of my colleagues(we talk about it pretty openly, which is also great, but likely belongs on another thread). A lot of folks on the ADHD spectrum have chosen to RTO early in my group, due to the things you've mentioned. It's not just meetings. The ADHD people usually will report things like, it's easier to stay focused on code in the office, with few distractions. Though, tbh, the office right now for me is a dream - we're at voluntary RTO. There's 20% occupancy, it's very quiet, no home distractions, and sets the scene change my ADHD needs to remind my brain it's at work.
I agree that there's so many different ways to work, that one modality is never going to make everyone happy.
I do this too. The lack of interrupts and constraints were also my driver back to blank pages for project planning/outlines/tricky bits to work through. My coworkers do think it's strange that I write so much and then throw it away nearly immediately once whatever I was doing is transferred back to the hivemind.
I like how he assumes that test engineering and project management are things you can just "fill someone's time with" until they learn something useful, like coding AND that someone will take 30k a year for. Really? In the valley, both test engineers and PMs for software eng projects are >90k/year positions.
I've done both of those jobs and they've both required me already knowing how to code, writing code, and having a CS degree. I think it's sort of ironic that he manages to devalue the very same non-software engineering skills he ostensibly says to value.
I find it pretty odd that you'd take a PM role that required you to write code and have a CS degree. It's definitely good if PMs understand the technologies they're working with, but requiring they know how to code, and actually code, as well as have a CS degree seems like an employer who is actually looking to hire a developer and get a PM for free. Or vice versa.
Specifically, regarding the PM role, I took a TPM role. I like it much more than devops/sre(no pages) or test engineering(not as tedious). To be sure, there is also a non-technical PM on my team, as well as devs who do the product coding. While the role could be abused in the way you are talking about, I suspect that's company dependant, in much the same way the devops role can be abused.
The coding work I'd put in the "internal tools/analysis" category, such as writing some scripts which makes sense of the non-technical PMs' spreadsheets, browser plugins which deal with a favorite but slightly broken tool, log analysis, writing dashboards, or lightweight ETL.
The "knowing how to code" comes in use since a fair amount of the work depends on being able to understand what the devs have actually submitted and if they are flat out BSing or not on status, if a particular pattern/integration/library/tool would be a good fit, or having meaningful conversations about testing, scope, and technical roadblocks. The CS degree is useful for having credibility with the devs(shared culture goes a long way in getting work out of people who don't report to you) and not just being another PM having sprints and scrums and pigs and chickens and swimlanes (oh my!)
If you look on glassdoor, that's around the jr/entry level base salary for both positions, mid/senior level PM and test engineers both are more. Since the article's claim you that could get this work for 30k from someone on their way to learning how to code is extremely off for the entry level, I didn't bother with how wrong it is for the mid or senior levels.
This article illustrates how trans men are such an interesting problem for feminist institutions. Either you go along with the current trans party line, which is men are men, trans or cis, and they have no place at a women's institution/space. fin. This is an interesting expression of some really rigid thinking about binary gender.
Or you take the "women and trans" position and place yourself as an institution for people of oppressed genders. You include anyone in the category of not cis men. You cease to specifically celebrate femininity at that point. You also start defining yourself in terms of cis men, which can be... problematic.
I'm concerned with how this spills out in the tech industry and our current focus on gender. All of the gender equity campaigns at the moment are inclusive of women, the more liberal include trans women, but none of them appear to have any explicit inclusion of trans men or non binary gender people. Which I find curious since trans masculine people often share the same structural issues with cis women being: lack of access to STEM pre-education in gradeschool/highschool, reproductive realities which are disruptive to a tech career, lack of socialization as boys/access to old boys' network. Trans people, including trans masculine people, do not occur in large enough numbers to have multiple tech industry gender advocacy groups and the best they can do is hope that "women's" groups eventually advocate for them.
I know of zero trans men in leadership positions in tech (eg, visible senior/staff engineers at the large companies, or actual management (PM doesn't count)), but I do know of quite a few trans women in these sorts of positions and even more cis women. Of course, the trans men in leadership could all be stealth, as I am (but I'm just a cog in the machine). I've worked in tech long enough, and have heard the stories of cis men when they think they are talking to another cis man, to know that the people tech are still deeply transphobic and we have such a long way to go.
