Moving to Australia as a progressive in 2016: logistics

This article is part of a short series on one person’s perspective on what people might want to know before considering immigrating to Australia as a person with progressive politics, in 2016.

Money and privilege

While there are innumerable ways of immigrating to Australia ranging from skilled migration to attempting to seek asylum as a refugee (there’s a more comprehensive list here) it is very hard to move to Australia unless you are on an above average income for a rich country, and have other privileges such as education and health.

I’m not in a position to advise on getting around that, but I do want to acknowledge it, and I will focus on the big costs of living in Australia, now and in the future, in this post so you know what you’re getting into.

If you need to seek asylum, you probably know that Australia’s refugee policies are cruel and inhumane. I’ll come to that in the politics entry. I am profoundly sorry you are in this position and that Australia is making it worse.

Skilled migration

In this section I’ll talk about skilled migration as I understand it. If you may be eligible for other Australian immigration pathways such as having close relatives who are citizens or possibly being a citizen (for example, you were born here prior to August 1986) I won’t touch on that here, be sure to look over your connections to Australia and the different visas for possibilities.

Very important: I am not a lawyer or immigration expert. If attempting to immigrate to Australia under our visa regime, you should make use of official advice and, if possible, advice from an immigration lawyer. You may also want to seek perspectives from Australian immigrants; I’m an Australian citizen by right of birth and have been a resident my entire life, so my perspective is from second hand experiences.

First: skilled migration to Australia is considered to be pretty tough to do. I have no special insight into New Zealand’s equivalent regime, but I have known people in the past who chose to naturalise as a New Zealand citizen and then work in Australia (most New Zealand citizens can enter Australia and work here under a special visa category) rather than attempt to immigrate through Australia’s system. That should give you some idea.

Australia’s immigration regime, particularly for permanent residency, discriminates in many ways, specifically, in favour of young, healthy, highly educated people in particular professions. Your education will be assessed. Your ability to work in a targeted profession will be assessed. Your health will be assessed. It is a points-based system where certain attributes give you “points” and you must pass a certain threshold to be granted residency. The older you are the more points you will need. Again, I am not an expert but the last time I saw the points assessment applying for permanent residency on the basis of skills was increasingly difficult after age 30 and close to impossible after age 45.

A permanent residency skilled migration visa presently costs AUD 3600 to apply, which is not refundable if your application is denied. Assessment of your skills and your health check are not included, and can cost AUD 500 or more each.

Smaller but still substantial difficulties I have had friends encounter:

  • bridging visas: these visas are often granted to people transitioning between Australian visas, such as between a student and a residency visa. Bridging visas very frequently last for a year or more and on some of them you cannot leave Australia without a good reason, at penalty of forfeiting your right to return.
  • wait times for visa assessment can be long, and may hinder any travel to Australia in the meantime
  • targeted professions: these change, and changes can apply to existing applications, not just to new ones

The main alternative is entering temporarily on a work visa, usually a 457. These last up to four years after which the normal pathway is transitioning to skilled migration in any event. They obviously require a sponsoring employer with all the difficulties that entails, including the risk of needing to leave Australia if your employment ends or you can’t get permanent residency.

Finally, if you are considering (further) tertiary education or are open to it, you could apply to an Australian university and enter on a student visa. Holding a specifically Australian university degree is in turn a boost to your later skilled migration case. Major cautions: there are some scholarships, particularly for research degrees, but if you aren’t awarded one, tuition fees may be tens of thousands of dollars per year; and the university application cycle may not suit your plans to move. You can typically work on a student visa but only for a limited number of hours a week.

My understanding is that Australia typically does extend visas to your immediate family (under a certain definition of family that you can more or less guess at) if you are a permanent resident or on a long term work visa, and these include the ability for your spouse or partner to work. (This also includes student visas, last I heard.)

While Australian law does not recognise same-gender marriages for immigration or any other purpose (coming in the politics entry), you are recognised as de facto spouses along with unmarried woman-man partners, and de facto partners including same-gender partners can get visas. Either marriages or de facto relationships may be examined for being whatever the immigration authorities consider genuine relationships to be. It looks like marriages and de facto partnerships are, among other things, expected to be “exclusive”, ie, there is not support for your multiple spouses or partners obtaining a visa when you get one.

Again, there are visa categories not discussed here, definitely do some research.

Other experiences

As a special and very terrible example of the way that health and ability status can interfere with Australian immigration, there are many folks with Down syndrome whose diagnosis caused their or their family’s visa applications to be declined: Lukas Moeller in 2008, David Robinson in 2008, Eliza Fonseka in 2016 (all these cases were overturned in the applicant’s favour by the Immigration Minister, but presumably most aren’t).

Earning money in Australia

Australia has a highly educated workforce and a resources and service economy; we mine raw materials, and we sell things to each other. The resources economy is boom and bust, and presently more towards bust. The wealth and education level of the country means that R&D certainly happens here, but it isn’t a major economic driver and political interest in it and support for it waxes and wanes.

Australia was one of the few wealthy countries to avoid a major recession and employment crisis circa 2009 and has had around 20 years of continuous economic growth. For an aggressively pro-Australia take on this — much more than I’m willing to go with — here’s former Prime Minister Paul Keating this last week (warning for some mention of gun violence):

[T]his society of ours is a better society than the United States, than the society of the United States.

I mean, it’s more even, it’s more fair, we’ve had a 50 per cent increase in real incomes in the last 20 years, median America has had zero, zero.

(As a note in interpreting Keating if you read that interview: he is a famous advocate of much closer ties with Asian countries; that isn’t a truly mainstream foreign policy position in Australia. He’s also famously provocative. And… he was the Prime Minister ending those 20 years ago. the story of his relationship with Australian economic growth is a long one and I’m not the person to tell it.)

Many of my readers would be interested in software jobs. There is a comparatively immature but growing software startup scene (with major involvement from Australians and other residents who have lived in the US) and a growing amount of funding. Several major US technical employers have a long-time presence in Australia, including Google and Microsoft, and due to the timezone, it’s also a reasonably popular base for at least a small ops/SRE site. Atlassian is the best known company that is the other way around: Australian founded, expanded to the US, and there are others. Major banks, both retail and investment, are fairly large technical employers. I feel that Sydney and Melbourne are not the Bay Area, or New York, or Boston, but there are certainly software jobs, including very senior ones, around, and increasingly so.

Unemployment stands at 5.8 percent. It was slightly worse in 2014–2015, but that’s because those two years were the worst two in the last ten. (That said, it was above 10 percent in the 1990s — again, when Keating was Prime Minister… — so it is far from historically high.)

This may be stating the obvious but there are big regional variations in employment, income and wealth, with urban residents of inner cities doing the best.

There are welfare payments for unemployed citizens and permanent residents funded by the state, they’re subject to increasing restrictions and strict interpretations of the rules and recipients are an easy target for any government that wants to look tough.

Risks: I think there’s a strong risk that Australia’s growth trend will not continue much longer. There’s a resources bust. Graduate un- and under-employment is at a record high. Our interest rates are now very low (although not as low as in many countries) and the Reserve Bank therefore has less levers to pull to stimulate the economy in the event of a slump, particularly without further stimulating the housing market which really doesn’t need their help. And we’re strongly vulnerable to global shocks, although not more than anywhere else I think. If I had a choice — and anyone looking at skilled migration has some financial resources unfortunately — I would be cautious about immigrating to Australia without an offer of employment in a seemingly stable workplace, or else savings or an independent income stream.

Paying for big stuff in Australia

Short version: a lot of stuff is pretty expensive in Australia. Consumer stuff-wise: it’s a wealthy country with a small population that’s a long way from most other places. Food and consumer goods are priced accordingly and this can be tough. I’m sticking with big ticket things here.

Housing

Real estate in Australian capital cities, especially Sydney, is world-leadingly expensive and likely to be a shock unless you are moving from Manhattan, the San Francisco Bay area, or Tokyo, and perhaps even then if you were hoping to save money. Presently in Sydney, houses have a median price of AUD 1,000,000 and apartments AUD 650,000. And keep in mind that Sydney is a large metro, and that data includes dwellings with a commute to the business district in the order of two hours each way. Those aren’t the prices of “lifestyle” suburbs. Meanwhile, Sydney rents are a AUD 490 weekly median for houses (about AUD 2200 monthly) and AUD 465 weekly (AUD 2100 monthly) for an apartment. Expect other cities to be cheaper, research how much. Prices vary a lot by city and local conditions.

At present in Sydney rents are quite stable, even arguably about to fall. Purchase prices continue to climb. There is a heated and long-running debate about whether Sydney in particular or Australia in general are in a housing bubble, if so when it will burst, and if it bursts how big the falls will be. As with, as far as I can tell, all bubbles, almost no one will be close to the mark on the details and the person who is will have done it by accident. It’s been seven years since the Mount Kosciuszko bet now and as far as I can tell the various arguments remain. But at the very least if you buy a dwelling in a major Australian city, you are buying it in what could be a bubble.

Personal opinion: Australia needs higher density housing in major cities. I’d prefer that housing prices flatlined for a long time while inflation degrades their real value rather than collapsed because of knock-on effects.

Medical care

Right now, as best I can tell, acute medical care in Australia is fairly cheap by the standards of rich countries, and of excellent quality. There is universal healthcare for citizens and permanent residents, some of which is free, particularly acute care in a public hospital, and, for many people, regular care from a GP. There’s a set fee called the Medicare Benefits Schedule. Medical practitioners are free to bill the MBS (called “bulk billing”, free to you) or charge what they want above the MBS and you pay what is called a “gap” (the term “co-pay” is only starting to show up).

The best specialist tertiary acute services such as neonatal intensive care are most commonly only available in the free-to-the-patient public hospitals.

Likewise, there is a single payer for pharmaceuticals, the Pharmaceutical Benefits Scheme. The upshot of this is that typically, if a medication is PBS listed, you pay around $30 to $40 for it (less if a low income earner, there’s an additional scheme) and the balance is paid by the PBS as negotiated between the PBS and the supplier.

The existence of the PBS and the MBS apparently often mean that even unlisted drugs and procedures are cheaper than they would be in the United States, as they drive down consumer expectations of cost. If everything else costs $40, you’re less likely to pay $5000 for a particular drug even if you can afford it.

Bulk billing is offered by many but far from all GPs (and more often to children, students and pensioners) and some specialists, but specialists less so. A gap is common there. To give a sense of it, as a thyroid cancer patient, I end up about $100 out of pocket to see my endocrinologist, my endocrine surgeon bulk bills for office consultations but decidedly not for the surgery itself, and my imaging can run to a few hundred dollars. However I’m lucky enough to be a bit price-insensitive: I could have had the surgery for free in a public hospital by the surgeon’s registrar, and I could get cheaper imaging in a few other places.

Billing is usually quite predictable to the practitioners and they (and especially their receptionists) can usually state it entirely accurately in advance. There are esoteric exceptions, the main one that’s happened to me was a couple of genetic tests where the exact price was uncertain.

Holders of 457 visas and student visas and similar will need to buy health insurance, both in case they get sick but also as a condition of the visa. A quick look places it at between $20 a week for singles to $60–$100 a week for families. Private health insurance in Australia, both the kind citizens and residents can buy to afford care in the private system, and the kind that visa holders need to get access to the public system, has strong regulatory restrictions avoiding much health risk discrimination; it’s group risk. The major form of restriction they can and do apply is waiting periods; usually six to twelve months for pre-existing conditions to be covered. I am not sure how this applies to visa-holders who need care for a chronic condition, or preventative care to prevent a pre-existing condition worsening; this would obviously be something you’d need to seek advice on.

As for the private system, there is a parallel health system of non-emergency care with some benefits, such as choice of doctor and ability to be on shorter waiting lists. Public benefits apply to procedures but not in-patient stays in the private system; many Australians carry optional additional health insurance against such stays. Honestly, it’s a complicated and weird system and I won’t get into it here.

I like our medical system a lot, and I’ve been its reluctant guest several times. However it is of course not all bright side. Some downsides:

  • It’s completely possible for all the little gaps to not be so little to you, and for this to be too expensive.
  • Non-emergency care for public patients is accessed in order of urgency; as a public patient, you can wait months or years for a procedure that would substantially improve your quality of life but is not putting your life at risk.
  • Just as the MBS and PBS spare you detailed arguments with your insurer about a procedure or drug, they deny you arguments. If a procedure or drug isn’t on the schedule, it isn’t on there. You or your doctor may be part of a group making a case for it to be on there, but in the meantime, you’re buying the drug out of pocket; there’s no individual consideration. For some newer cancer therapies for example, this can cost tens of thousands.
  • New drugs tend to be accepted for coverage by the PBS later than they are by, say, good US medical insurers, and the alternative is out of pocket. I’ve only twice in my life encountered this situation, once was for the Nuvaring contraceptive which I bought out of pocket for about $1 a day, and the other, unfortunately, is potentially far more impactful but it’s a thyroid cancer specific case.

Risks: this system has never been beloved of our conservative (currently governing) Liberal-National coalition. They developed an active policy a few years ago to begin charging $7 gap fees on all medical care (if applied to all GP visits, and all blood tests ordered, and all imaging ordered, this adds up; trust me, I’m a cancer patient with regular lifetime monitoring requirements) and I assume that was an opening salvo in a move towards a much more user-pays health system. It was a deeply unpopular proposal and failed. It was popular with neither doctors nor the public. However, I can’t see very far into the future on this one, and I’m not assuming that the current system will substantially survive into my old age.

Trans care

Briefly, I researched this and it seems that top surgery is sometimes covered under MBS codes for mastectomies and similar breast surgeries. Other affirming surgeries often have no MBS coverage, and hormones also have patchy if any coverage under the PBS. Here’s a 2014 statement calling for change from the National LGBTI Health Alliance.

Movement on this seems generally slightly towards improved coverage. Eg, in 2013, several procedures related to eg uteruses stopped being restricted by gender on the MBS. There’s a long way to go.

In terms of papers, for federal government paperwork see Australian Government Guidelines on the Recognition of Sex and Gender. In very very short form, there’s an ‘F’, ‘M’, and ‘X’ designation and the preference is to collect identity unless your assignment at birth is considered specifically relevant. (Note: there’s the fairly common distinction between sex and gender in those guidelines, which I know does not capture the experience of many people.)

Updating birth certificates is a state-based issue, and some states, including NSW, require affirmation surgery as a prerequisite.

Personal opinion: this sucks badly, I’m sorry.

Reproductive choice

Contraception is widely available in Australia and many medical methods are covered under the PBS. For example, the Mirena IUD costs around $40 for the device plus (potentially) any private fee to have it inserted by a privately billing gynaecologist if you don’t or can’t wait for a public clinic. (Family Planning Australia also trains GPs to insert them but I’ve only ever met one who has done the training; I’ve known quite a few who can do Implanon insertion.) Many common formulations of the contraceptive pill are covered on the PBS, resulting in a cost of around $0.30 a day. Condoms are available in pharmacies and supermarkets.

Risks: Denying or restricting contraceptive access is not a topic of regular political debate; I can recall it arising once in my adulthood. I don’t fear loss of access to contraceptives absent a major change in public opinion or national politics. (Obviously, that’s not zero risk.)

Doctors and pharmacists can refuse to issue or fill prescriptions. (See a 2015 news story.) This has never happened to me, and in major cities there’s a lot of ability to switch practitioner if this happened. In isolated rural areas it can be a problem, as can access to medical care at all without considerable travel and cost.

Abortion availability is governed by state law, because the states inherited the English Crimes Act which forbade it. At the present time, abortion is fully legal in several Australian states up to a certain week of pregnancy, some time between week 14 and 24; state-by-state details here. In some states doctors who personally refuse to perform or refer for abortions must at least provide a list of willing doctors to patients. Abortion remains illegal in NSW and Queensland. In practice in NSW at least there’s case law which gives a fairly wide definition of “harm to the mother” that includes social and economic factors and abortion can be accessed in NSW but it’s more expensive, more tightly overseen by doctors and ethics committees, than it would be if it were decriminalised. Several years ago I transcribed a detailed talk by a lawyer about the NSW situation.

In general, the legality of abortion is supported by a reasonably sized majority of the Australian voting population (albeit increasingly less so in late pregnancy) and it is not a central political issue. This has some cons in that legalising it in NSW and Queensland is not perceived as an urgent issue. In NSW Upper House member Mehreen Faruqi is championing the decriminalisation of abortion, you can learn more at #end12.

Risks: Aggressive restriction of abortion is not something I see looming or worry about but it’s possible and more likely than aggressive restriction of contraceptive access. There have been attempts to establish fetal personhood under law in several Australian states, notionally aimed at injuries to the fetus incurred when the mother is harmed, but championed by politicians who are anti-abortion and presumably therefore ultimately aimed at (further) criminalising abortion. To date they have not become law but it remains a risk. In addition, my sense is that there is some complacency that the current status quo is good enough, even though Queensland criminally tried a woman for an alleged home abortion in 2009 and abortions stopped throughout the state for periods of time due to the legal danger to doctors.

I won’t deal with reproductive rights of people who are pregnant and plan to continue in as much detail, but Australian birthing largely takes place in hospitals, with access to midwifery care and especially homebirth often not available or based on very strict medical criteria (eg, most or all of: normal BMI, no prior birth over 4kg, at least one prior full term birth, no diabetes or blood pressure issues, singleton…). Caesarean section rates are around 30% of births; choice-wise I believe requests for maternal-choice Caesareans are frequently denied, especially in the public system.

Disability resources

Could be vastly improved, although I am not myself disabled or experienced with navigating the system so cannot speak to it in great detail. One major issue disability advocates talk about is a continuing political focus on “return to work” if at all possible, including if returning to (or starting) work is technically possible for you but would leave you unable to do anything else.

If disability resources and caretaking are part of what you need to consider, you should carefully evaluate the National Disability Insurance Scheme rollout, its scope, and the political threats to it. A small sample of writers and activists you could learn more from are:

Mental health care

A limited amount of outpatient mental health care is available under the MBS, for more details see the Department of Health. Private health insurance often has some cover for additional therapy.

I have some limited experience of this process, and it was that MBS funded therapy tends to be focused on whether you have a DSM diagnosis, and on discharge if and when it appears that you don’t. Most folks I know have had slightly better experiences although the number of sessions funded per year is very low for a lot of people.

Acute mental health care is somewhat available through the public hospital system, but my understanding is that the availability of acute care hospital beds has basically never met demand.

Education

There is publicly funded primary and secondary education in Australia for permanent residents. In NSW, schooling is Monday to Friday, 9am to 3pm, roughly 40 weeks of the year.

Primary and secondary schooling are funded by the states (recall though: we only have six states and two territories). The states also set the curriculum. My belief is that this somewhat evens out inequality relative to a local funding and curriculum model, but it’s not magical. There are seriously disadvantaged schools in Australia. There’s also the outsourcing of tuition fees to the housing market: schools perceived as desirable drive up local housing costs. And there’s increasing discussion of race-based moves away from local public schools. I have definitely had white Australians tell me (usually subtly) about their schooling and housing choices being driven by wanting their child to attend a majority-white school.

Free schooling is not necessarily available at all to children in families without permanent residency.

There is a competing private school system, which by and large adheres to the same curricula as public schools with the odd exception (mostly offering the International Baccalaureate). Many but not all of the system is run by religious organisations, and since religious organisations in Australia are allowed to discriminate, so too are their schools. Private schools also receive substantial public funding, but charge tuition fees ranging from nominal to astronomical.

Personal opinion: public funding of private schools should be abolished. I don’t expect to see this any time soon; I expect this would be exceptionally difficult both politically and in terms of planning (as there would be increased demand for public schooling), but, it should be.

Risks: means-testing of public education is on the table, and some members of the government are of the opinion that all education should be private. I think in the medium term this would only go as far as some kind of mandated but not large fee for wealthy children attending public schools (and a corresponding move of some of those families to equivalently priced private schools, which is probably the policy goal).

There is public funding of tertiary education in Australia, but tertiary education is not free; universities charge a regulated and often substantial amount. In addition, the public funding is attached to, you guessed it, Australian citizens and permanent residents; full tuition is charged to others and is usually in the multiple tens of thousands per year.

Australian citizens (only) admitted to eligible university places can borrow their tuition fees from the Australian government at (presently) only CPI-linked interest rates and with repayment through the tax system once your income is high enough.

Risks: I think there is a serious risk of tertiary tuition fees being fully deregulated in Australia in the next ten years, especially since some of the universities support deregulation. There is also serious risk of the loans scheme moving more towards a private model with market interest rates and the ability of the lender to, eg, have input into the jobs you choose. I don’t think our tuition would rise as high as the United States for two reasons: one is that the universities aren’t held in as high regard as some in the US, and the other is that there’s an entire generation of wealthy children whose parents have not been saving for their university tuition since birth, so there’s a medium-term limit to the fees that even rich people would accept.

Caretaking

There is only very limited fully publicly funded childcare in Australia, and most of it is educational in nature (ie, focuses on children at a preschool age). Childcare that is more designed for the benefit of adults in the household (ie, childcare so you can work) is privately provided, sometimes not-for-profit and sometimes for-profit. Centre daycare is pretty tightly regulated, daycare in the carers’ home increasingly regulated, nannies not very regulated. There is some public contribution to centre fees for permanent residents and citizens, particularly those on low incomes. Unfortunately, because the fees aren’t regulated, they have arguably simply risen to absorb the public contribution while keeping out of pocket costs the same, which is bad news for folks who aren’t eligible for the public contribution.

There is no universal daycare right recognised in Australia. Your ability to find care depends on a private market. My experience is that people usually can find it, but needing to alter your workdays or defer working to wait for a place, commuting out of your way to daycare, accepting a daycare place at a place neither you nor your child like, and an awful lot of anxiousness, are all very normal.

Out of school hours care for school-aged children (eg, 3pm to 6pm, school vacations) is similarly privately provided. Individual schools may or may not have an arrangement with a particular provider and that provider may or may not be able to accommodate demand.

Personal opinion: I think having a scheme involving public contributions to private unregulated fees are pretty silly.

Risks: there is no question that the funding for childcare is changing radically because policies are actively being worked on. I haven’t read them closely but some of the changes seemed progressive if anything: moving an already means-tested system towards supporting low income people. (I’m agnostic on whether means-testing for state benefits is a good thing, but when it exists it should be clearly progressive.)

I unfortunately have little insight into accessing and affording paid caretaking for young or old adults who need or want it.

Conclusion

As you can tell, there’s two big issues here: migration is by far the easiest if you are financially well-off and basically the same kind of person who is less at immediate risk of punitive economic policies and severe employment discrimination in your own country, and the other is that as in any country, Australia’s publicly funded medical and educational resources, and policies in general, are always at risk from our governments and economic conditions. I partly wrote this so that you know that.

In the next entry I will discuss how some issues that progressives may care about are dealt with in Australia.

Moving to Australia as a progressive in 2016: introduction

Many of my US friends are frightened of the Donald Trump presidency for very good reasons. I have no special insight (less so than them) but the bad and worst cases seem very very frightening to me too, far more so than for a typical Republican or generally conservative government. Some folks I know are considering or actively planning emigration and I greatly sympathise, although I don’t know what I would choose or when I would pursue my choice.

This has caused me to think over what I know about Australia, good, bad, and terrible, Hopefully if you are considering immigrating to Australia you have time and resources and are able to seek out many voices inside and outside Australia. Some of this may also be useful to people who are simply interested in Australia as a place to visit or in Australian news.

I am one person. More specifically I’m a white cis heterosexual partnered mother of young children who works in a well compensated job in the tech industry (in fact for Google, a US company), as does my spouse. I’m able-bodied but not strictly healthy; I have a few acute and chronic illnesses that aren’t disabling at present and I have some experience of being seriously and, once, life-threateningly ill in Australia. I’m Australian-born, I’m a citizen, and I’ve never lived in any other country. My insight is limited, the more so the less these are true of you too. I will try and link to a number of other voices and sources of information in these pieces from other perspectives. I’d be very interested in comparative pieces of all kinds and for many regions and countries!

I honour the Wongal people of the Eora nation, on whose land I live, and I pay my respects to elders both past and present.

Over the next few days, I will be publishing several articles with my best assessment of things you might want to know before you seriously consider moving to Australia as a progressive in 2016, for any reason.

Learning more about a remote working position

I’m in the process of wrapping up a long period of working remotely at least part-time from home, beginning in 2006 when I enrolled in a PhD program and continuing through my time at the Ada Initiative and at Stripe to this year.

My take on working remotely in future is really “it depends on the details” (and likely different details for different organizations). To that end, I contributed some suggested questions you could ask to Hypothesis’s Working remotely guide, which they’ve incorporated in a slightly edited form. Here’s my original questions; I’ve also added a few more at my end after some feedback from Andrew (himself a veteran of around seven years of remote work).

Introduction

Before you start working remotely at a new organization, you should explore how they structure remote working and if there are any expectations mismatches between you and the organization. A particular remote job may or may not be a match for a particular remote worker.

Important: I don’t think there is any one right answer to any of these questions. It’s a question of fit between your working style, the position itself, and the relationship of the position to the rest of the organization. But the answers are worth knowing so that you can evaluate your fit and make plans for effective remote working.

Sources of information

This entry has a lot of questions, too many for a “do you have any questions?” section of an interview. But you can use other sources of information to get most answers, especially about organization-wide questions:

  • the job description, and descriptions of similar roles
  • the organization’s website, particularly the About and Careers pages
  • the section of the employee handbook dealing with remote work
  • the LinkedIn pages or websites of your future manager and colleagues
  • longer, separate, conversations with your recruiter or hiring manager
  • your offer conversation or letter, or your contract

Some questions you also may only need to ask if you hear of concrete plans to make a change to the organization (eg, you learn that a new office is about to open near you).

Questions

How are you remote and who are you remote from? This post is using ‘remote’ to mean something like “most days, you are not in face to face contact with any colleagues.” But you should be aware of the details: will you be working without in person contact with teammates or with the wider organization almost all of the time? Do you have any colleagues in your team or your wider organization in your city or region, or who regularly visit? Will you work on any joint projects with them? Will you be able or be expected to sometimes work with them in person even if there’s not a permanent office space?

Separately, is in-person contact with vendors or customers part of the job?

Is your immediate team remote? Is your manager remote? Being a remote member of a team that is all working remotely from each other is different from a team which is mostly located in an office with each other. Likewise, being managed by someone who is in an office has some potential advantages (for example, access to information circulating through verbal grapevines, being able to access answers from colleagues for you quickly), as does being managed by someone who is themselves remote (a direct appreciation for experiences specific to remote workers, a personal interest in advocating for them).

How many remote workers are there at the rest of the organization? What percentage of teams you will work closely with are working remotely, and what percentage of employees overall are working remotely? Working as one of very few remote workers for an organization where most employees are in an office together is different from a mostly or entirely remote-working organization.

What’s the future of remote work at the organization? If the organization is mostly or entirely remote, are there any plans to change that? If the organization is mostly office-based, are there any plans to change that? If an office is likely to be founded in your city or region soon, will you be able or be expected to work from it?

You may be considering a job on the understanding that the remote work will be of very short duration (eg, an office is opening in your city in two months time). Is there any chance the time will be longer, and are you OK with that?

What is your manager’s approach to remote workers? How frequently will they speak with you and through what media? Will they expect you to travel to them? Will they sometimes travel to you? Have they managed remote workers before?

How long have there been remote workers for? Is the organization new to having remote workers or has it had remote workers for a long time and bedded down a remote working style?

What is the remote working culture like? Is most collaboration over email, text chat, phone, video conf, or some other means? Are there watercooler-equivalents like social IRC channels or video chats? How active are they? Are remote workers mainly working from home or from co-working spaces? Are there occasional team gatherings for remote workers to meet colleagues in person and are they optional or compulsory?

How flexible are the hours? Not all remote work has flexible hours; you may have mandated work hours, or core hours, or shifts, as in any other role.

Are the remote workers spread across multiple timezones? If so, are your team and closest collagues in your timezone or another one? Are you expected to adapt your working hours to overlap better with your colleagues? How are meetings and other commitments scheduled across timezones? Do they rotate through timezones or are they always held in a certain timezone? Are you ever expected to attend meetings well outside your working hours, and if so, how often is this expected and do your colleagues in other timezones face the same expectations?

What are the benefits for remote workers? Will the organization reimburse any of your remote working expenses, such as membership of a co-working space, home office furniture, or your home Internet connection costs? If you’re working in a different country from most of your colleagues, will you get equivalent benefits to your colleagues (eg, health insurance coverage)?

What are the travel expectations for remote workers? Are you expected to travel to headquarters or other offices or customers, and if so, how often and for how long? What are the travel policies and allowances for remote workers? How do these travel expectations compare to those of non-remote colleagues?

Sometimes you will be remote from an organization with an office or even headquarters in the same city as you. Will you be able or expected to visit the office? How often? Will there be resources for you (eg, hot desks, meal provisioning)?

What are the career progression possibilities for remote workers? As a remote worker in a partly non-remote organization, could you move into more senior positions over time, such as team leader, middle manager, or executive? Could you move into other teams in the organization, and if so, which ones? Are there some roles that are closed to remote workers? Match these answers to your own career goals.

What’s the training process like? Must you or can you spend a period of time in an office or visiting a colleague for training? Must you or can you do your training remotely using documentation, videos and similar? Will a trainer or colleague have some time assigned to remotely train you?

Is there support for first-time remote workers? If you haven’t worked remotely before, will the organization support you in learning how to work remotely, and if so, how?

See also

A very partial list of resources, focussing on individual remote workers and their experiences and strategies:

Creative Commons License
Learning more about a remote working position by Mary Gardiner is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

No more rock stars: how to stop abuse in tech communities

This was co-written with Leigh Honeywell and Valerie Aurora, and was originally published on hypatia.ca. It’s also available en français sur repeindre.info.

Content note for discussion of abuse and sexual violence.

In the last couple of weeks, three respected members of the computer security and privacy tech communities have come forward under their own names to tell their harrowing stories of sexual misconduct, harassment, and abuse committed by Jacob Appelbaum. They acted in solidarity with the first anonymous reporters of Jacob’s abuse. Several organizations have taken steps to protect their members from Appelbaum, including the Tor Project, Debian, and the Noisebridge hackerspace, with other responses in progress.

But Appelbaum isn’t the last – or the only – abuser in any of these communities. Many people are calling for long-term solutions to stop and prevent similar abuse. The authors of this post have recommendations, based on our combined 40+ years of community management experience in the fields of computer security, hackerspaces, free and open source software, and non-profits. In four words, our recommendation is:

No more rock stars.

What do we mean when we say “rock stars?” We like this tweet by Molly Sauter:

Seriously, “rock stars” are arrogant narcissists. Plumbers keep us all from getting cholera. Build functional infrastructure. Be a plumber.

You can take concrete actions to stop rock stars from abusing and destroying your community. But first, here are a few signs that help you identify when you have a rock star instead of a plumber:

A rock star likes to be the center of attention. A rock star spends more time speaking at conferences than on their nominal work. A rock star appears in dozens of magazine profiles – and never, ever tells the journalist to talk to the people actually doing the practical everyday work. A rock star provokes a powerful organization over minor issues until they crack down on the rock star, giving them underdog status. A rock star never says, “I don’t deserve the credit for that, it was all the work of…” A rock star humble-brags about the starry-eyed groupies who want to fuck them. A rock star actually fucks their groupies, and brags about that too. A rock star throws temper tantrums until they get what they want. A rock star demands perfect loyalty from everyone around them, but will throw any “friend” under the bus for the slightest personal advantage. A rock star knows when to turn on the charm and vulnerability and share their deeply personal stories of trauma… and when it’s safe to threaten and intimidate. A rock star wrecks hotel rooms, social movements, and lives.

Why are rock stars so common and successful? There’s something deep inside the human psyche that loves rock stars and narcissists. We easily fall under their spell unless we carefully train ourselves to detect them. Narcissists are skilled at making good first impressions, at masking abusive behavior as merely eccentric or entertaining, at taking credit for others’ work, at fitting our (often inaccurate) stereotypes of leaders as self-centered, self-aggrandizing, and overly confident. We tend to confuse confidence with competence, and narcissists are skilled at acting confident.

Sometimes rock stars get confused with leaders, who are necessary and good. What’s the difference between a rock star and a leader? We like the term “servant-leader” as a reminder that the ultimate purpose of a good leader is to serve the mission of their organization (though this feminist critique of the language around servant-leadership is worth reading). Having personal name recognition and the trust and support of many people is part of being an effective leader. This is different from the kind of uncritical worship that a rock star seeks out and encourages. Leaders push back when the adoration gets too strong and disconnected from achieving the mission (here is a great example from Anil Dash, pushing back after being held up as an example of positive ally for women in tech). Rock stars aren’t happy unless they are surrounded by unthinking adoration.

How do we as a community prevent rock stars?

If rock stars are the problem, and humans are susceptible to rock stars, how do we prevent rock stars from taking over and hijacking our organizations and movements? It turns out that some fairly simple and basic community hygiene is poisonous to rock stars – and makes a more enjoyable, inclusive, and welcoming environment for plumbers.

Our recommendations can be summarized as: decentralizing points of failure, increasing transparency, improving accountability, supporting private and anonymous communication, reducing power differentials, and avoiding situations that make violating boundaries more likely. This is a long blog post, so here is a table of contents for the rest of this post:

Have explicit rules for conduct and enforce them for everyone

Create a strong, specific, enforceable code of conduct for your organization – and enforce it, swiftly and without regard for the status of the accused violator. Rock stars get a kick out of breaking the rules, but leaders know they are also role models, and scrupulously adhere to rules except when there’s no alternative way to achieve the right thing. Rock stars also know that when they publicly break the little rules and no one calls them out on it, they are sending a message that they can also break the big rules and get away with it.

One of the authors of this post believed every first-person allegation of abuse and assault by Jacob Appelbaum – including the anonymous ones – immediately. Why? Among many other signs, she saw him break different, smaller rules in a way that showed his complete and total disregard for other people’s time, work, and feelings – and everyone supported him doing so. For example, she once attended a series of five minute lightning talks at the Noisebridge hackerspace, where speakers sign up in advance. Jacob arrived unannounced and jumped in after the first couple of talks with a forty-five minute long boring rambling slideshow about a recent trip he took. The person running the talks – someone with considerable power and influence in the same community – rolled his eyes but let Jacob talk for nine times the length of other speakers. The message was clear: rules don’t apply to Jacob, and even powerful people were afraid to cross him.

This kind of blatant disregard for the rules and the value of people’s time was so common that people had a name for it: “story time with Jake,” as described in Phoenix’s pseudonymous allegation of sexual harassment. Besides the direct harm, dysfunction, and disrespect this kind of rule-breaking and rudeness causes, when you allow people to get away with it, you’re sending a message that they can get away with outright harassment and assault too.

To solve this, create and adopt a specific, enforceable code of conduct for your community. Select a small expert group of people to enforce it, with provisions for what to do if one of this group is accused of harassment. Set deadlines for responding to complaints. Conduct the majority of discussion about the report in private to avoid re-traumatizing victims. Don’t make exceptions for people who are “too valuable.” If people make the argument that some people are too valuable to censure for violating the code of conduct, remove them from decision-making positions. If you ever find yourself in a situation where you are asking yourself if someone’s benefits outweigh their liabilities, recognize that they’ve already cost the community more than they can ever give to it and get to work on ejecting them quickly.

Start with the assumption that harassment reports are true and investigate them thoroughly

Over more than a decade of studying reports of harassment and assault in tech communities, we’ve noticed a trend: if things have gotten to the point where you’ve heard about an incident, it’s almost always just the tip of the iceberg. People argue a lot about whether to take one person’s word (the alleged victim) over another’s (the alleged harasser), but surprisingly often, this was not the first time the harasser did something harmful and it’s more likely a “one person said, a dozen other people said” situation. Think about it: what are the chances that someone had a perfect record of behavior, right up till the instant they stuck their hand in someone else’s underwear without consent – and that person actually complained about it – AND you heard about it? It’s far more likely that this person has been gradually ramping up their bad behavior for years and you just haven’t heard about it till now.

The vast majority of cases we know about fit one of these two patterns:

  1. A clueless person makes a few innocent, low-level mistakes and actually gets called on one of them fairly quickly. Signs that this is the likely case: the actual incident is extremely easy to explain as a mistake, the accused quickly understands what they did wrong, they appear genuinely, intensely embarrassed, they apologize profusely, and they offer a bunch of ways to make up for their mistake: asking the video of their talk to be taken down, writing a public apology explaining why what they did was harmful, or proposing that they stop attending the event for some period of time.
  2. A person who enjoys trampling on the boundaries of others has been behaving badly for a long time in a variety of ways, but everyone has been too afraid to say anything about it or do anything about other reports. Signs that this is the likely case: the reporter is afraid of retaliation and may try to stay anonymous, other people are afraid to talk about the incident for the same reason, the reported incident may be fairly extreme (e.g., physical assault with no question that consent was violated), many people are not surprised when they hear about it, you quickly gather other reports of harassment or assault of varying levels, the accused has plagiarized or stolen credit or falsified expense reports or done other ethically questionable things, the accused has consolidated a lot of power and attacks anyone who seems to be a challenge to their power, the accused tries to change the subject to their own grievances or suffering, the accused admits they did it but minimizes the incident, or the accused personally attacks the reporter using respectability politics or tone-policing.

In either case, your job is to investigate the long-term behavior of the accused, looking for signs of narcissism and cruelty, big and small. Rock stars leave behind a long trail of nasty emails, stolen credit, rude behavior, and unethical acts big and small. Go look for them.

Make it easy for victims to find and coordinate with each other

Rock stars will often make it difficult for people to talk or communicate without being surveilled or tracked by the rock star or their assistants, because private or anonymous communication allows people to compare their experiences and build effective resistance movements. To fight this, encourage and support private affinity groups for marginalized groups (especially people who identify as women in a way that is significant to them), create formal systems that allow for anonymous or pseudonymous reporting such as an ombudsperson or third-party ethics hotline, support and promote people who are trusted contact points and/or advocates for marginalized groups, and reward people for raising difficult but necessary problems.

Watch for smaller signs of boundary pushing and react strongly

Sometimes rock stars don’t outright break the rules, they just push on boundaries repeatedly, trying to figure out exactly how far they can go and get away with it, or make it so exhausting to have boundaries that people stop defending them. For example, they might take a little too much credit for shared work or other people’s work, constantly bring up the most disturbing but socially acceptable topic of conversation, resist de-escalation of verbal conflict, subtly criticize people, make passive-aggressive comments on the mailing list, leave comments that are almost but not quite against the rules, stand just a little too close to people on purpose, lightly touch people and ignore non-verbal cues to stop (but obey explicit verbal requests… usually), make comments which subtly establish themselves as superior or judges of others, interrupt in meetings, make small verbal put-downs, or physically turn away from people while they are speaking. Rock stars feel entitled to other people’s time, work, and bodies – signs of entitlement to one of these are often signs of entitlement to the others.

Call people out for monopolizing attention and credit

Is there someone in your organization who jumps on every chance to talk to a reporter? Do they attend every conference they can and speak at many of them? Do they brag about their frequent flyer miles or other forms of status? Do they jump on every project that seems likely to be high visibility? Do they “cookie-lick” – claim ownership of projects but fail to do them and prevent others from doing them either? If you see this happening, speak up: say, “Hey, we need to spread out the public recognition for this work among more people. Let’s send Leslie to that conference instead.” Insist that this person credit other folks (by name or anonymously, as possible) prominently and up front in every blog post or magazine article or talk. Establish a rotation for speaking to reporters as a named source. Take away projects from people if they aren’t doing them, no matter how sad or upset it makes them. Insist on distributing high status projects more evenly.

A negative organizational pattern that superficially resembles this kind of call-out can sometimes happen, where people who are jealous of others’ accomplishments and successes may attack effective, non-rock star leaders. Signs of this situation: people who do good, concrete, specific work are being called out for accepting appropriate levels of public recognition and credit by people who themselves don’t follow through on promises, fail at tasks through haplessness or inattention, or communicate ineffectively. Complaints about effective leaders may take the form of “I deserve this award for reasons even though I’ve done relatively little work” instead of “For the good of the organization, we should encourage spreading out the credit among the people who are doing the work – let’s talk about who they are.” People complaining may occasionally make minor verbal slips that reveal their own sense of entitlement to rewards and praise based on potential rather than accomplishments – e.g., referring to “my project” instead of “our project.”

Insist on building a “deep bench” of talent at every level of your organization

Your organization should never have a single irreplaceable person – it should have a deep bench. Sometimes this happens through a misplaced sense of excessive responsibility on the part of a non-abusive leader, but often it happens through deliberate effort from a “rock star.” To prevent this, constantly develop and build up a significant number of leaders at every level of your organization, especially near the top. You can do this by looking for new, less established speakers (keynote speakers in particular) at your events, paying for leadership training, creating official deputies for key positions, encouraging leaders to take ample vacation and not check email (or chat) while they are gone, having at least two people talk to each journalist, conducting yearly succession planning meetings, choosing board members who have strong opinions about this topic and a track record of acting on them, having some level of change or turnover every few years in key leadership positions, documenting and automating key tasks as much as possible, sharing knowledge as much as possible, and creating support structures that allow people from marginalized groups to take on public roles knowing they will have support if they are harassed. And if you need one more reason to encourage vacation, it is often an effective way to uncover financial fraud (one reason why abusive leaders often resist taking vacation – they can’t keep an eye on potential exposure of their misdeeds).

Flatten the organizational hierarchy as much as possible

Total absence of hierarchy is neither possible nor desirable, since “abolishing” a hierarchy simply drives the hierarchy underground and makes it impossible to critique (but see also the anarchist critique of this concept). Keeping the hierarchy explicit and making it as flat and transparent as possible while still reflecting true power relationships is both achievable and desirable. Ways to implement this: have as small a difference as possible in “perks” between levels (e.g., base decisions on flying business class vs. economy on amount of travel and employee needs, rather than position in the organization), give people ways to blow the whistle on people who have power over them (including channels to do this anonymously if necessary), and have transparent criteria for responsibilities and compensation (if applicable) that go with particular positions.

Build in checks for “failing up”

Sometimes, someone gets into a position of power not because they are actually good at their job, but because they turned in a mediocre performance in a field where people tend to choose people with proven mediocre talent over people who haven’t had a chance to demonstrate their talent (or lack thereof). This is called “failing up” and can turn otherwise reasonable people into rock stars as they desperately try to conceal their lack of expertise by attacking any competition and hogging attention. Or sometimes no one wants to take the hit for firing someone who isn’t capable of doing a good job, and they end up getting promoted through sheer tenacity and persistence. The solution is to have concrete criteria for performance, and a process for fairly evaluating a person’s performance and getting them to leave that position if they aren’t doing a good job.

Enforce strict policies around sexual or romantic relationships within power structures

Rock stars love “dating” people they have power over because it makes it easier to abuse or assault them and get away with it. Whenever we hear about an organization that has lots of people dating people in their reporting chain, it raises an automatic red flag for increased likelihood of abuse in that organization. Overall, the approach that has the fewest downsides is to establish a policy that no one can date within their reporting chain or across major differences in power, that romantic relationships need to be disclosed, and that if anyone forms a relationship with someone in the same reporting chain, the participants need to move around the organization until they no longer share a reporting chain. Yes, this means that if the CEO or Executive Director of an organization starts a relationship with anyone else in the organization, at least one of them needs to leave the organization, or take on some form of detached duty for the duration of the CEO/ED’s tenure. When it comes to informal power relationships, such as students dating prominent professors in their fields, they also need to be forbidden or strongly discouraged. These kinds of policies are extremely unattractive to a rock star, because part of the attraction of power for them is wielding it over romantic or sexual prospects.

Avoid organizations becoming too central to people’s lives

Having a reasonable work-life balance isn’t just an ethical imperative for any organization that values social justice, it’s also a safety mechanism so that if someone is forced to leave, needs to leave, or needs to take a step back, they can do so without destroying their entire support system. Rock stars will often insist on subordinates giving 100% of their available energy and time to the “cause” because it isolates them from other support networks and makes them more dependent on the rock star.

Don’t set up your community so that if someone has a breach with your community (e.g., is targeted for sustained harassment that drives them out), they are likely to also lose more than one of: their job, their career, their romantic relationships, their circle of friends, or their political allies. Encouraging and enabling people to have social interaction and support outside your organization or cause will also make it easier to, when necessary, exclude people behaving abusively or not contributing because you won’t need to worry that you’re cutting them off from all meaningful work or human contact.

You should discourage things like: semi-compulsory after hours socialising with colleagues, long work hours, lots of travel, people spending almost all their “intimacy points” or emotional labour on fellow community members, lots of in-group romantic relationships, everyone employs each other, or everyone is on everyone else’s boards. Duplication of effort (e.g., multiple activist orgs in the same area, multiple mailing lists, or whatever) is often seen as a waste, but it can be a powerfully positive force for allowing people some choice of colleagues.

Distribute the “keys to the kingdom”

Signs of a rock star (or occasionally a covert narcissist) may include insisting on being the single point of failure for one or more of: your technical infrastructure (e.g., domain name registration or website), your communication channels, your relationship with your meeting host or landlord, your primary source of funding, your relationship with the cops, etc. This increases the rock star’s power and control over the organization.

To prevent this, identify core resources, make sure two or more people can access/administer all of them, and make sure you have a plan for friendly but sudden, unexplained, or hostile departures of those people. Where possible, spend money (or another resource that your group can collectively offer) rather than relying on a single person’s largesse, specialized skills, or complex network of favours owed. Do things legally where reasonably possible. Try to be independent of any one critical external source of funding or resources. If there’s a particularly strong relationship between one group member and an external funder, advisor, or key organization, institutionalize it: document it, and introduce others into the relationship.

One exception is that it’s normal for contact with the press to be filtered or approved by a single point of contact within the organization (who should have a deputy). However, it should be possible to talk to the press as an individual (i.e., not representing your organization) and anonymously in cases of internal organizational abuse. At the same time, your organization should have a strong whistleblower protection policy – and board members with a strong public commitment and/or a track record of supporting whistleblowers in their own organizations.

Don’t create environments that make boundary violations more likely

Some situations are attractive to rock stars looking to abuse people: sexualized situations, normalization of drinking or taking drugs to the point of being unable to consent or enforce boundaries, or other methods of breaking down or violating physical or emotional boundaries. This can look like: acceptance of sexual jokes at work, frequent sexual liaisons between organization members, mocking people for not being “cool” for objecting to talking about sex at work, framing objection to sexualized situations as being homophobic/anti-polyamorous/anti-kink, open bars with hard alcohol or no limit on drinks, making it acceptable to pressure people to drink more alcohol than they want or violate other personal boundaries (food restrictions, etc.), normalizing taking drugs in ways that make it difficult to stay conscious or defend boundaries, requiring attendance at physically isolated or remote events, having events where it is difficult to communicate with the outside world (no phone service or Internet access), having events where people wear significantly less or no clothing (e.g. pool parties, saunas, hot tubs), or activities that require physical touching (massage, trust falls, ropes courses). It’s a bad sign if anyone objecting to these kinds of activities is criticized for being too uptight, puritanical, from a particular cultural background, etc.

Your organization should completely steer away from group activities which pressure people, implicitly or explicitly, to drink alcohol, take drugs, take off more clothing than is usual for professional settings in the relevant cultures, or touch or be touched. Drunkenness to the point of marked clumsiness, slurred speech, or blacking out should be absolutely unacceptable at the level of organizational culture. Anyone who seems to be unable to care for themselves as the result of alcohol or drug use should be immediately cared for by pre-selected people whose are explicitly charged with preventing this person from being assaulted (especially since they may have been deliberately drugged by someone planning to assault them). For tips on serving alcohol in a way that greatly reduces the chance of assault or abuse, see Kara Sowles’ excellent article on inclusive events. You can also check out the article on inclusive offsites on the Geek Feminism Wiki.

Putting this to work in your community

We waited too long to do something about it.

Odds are, your community already has a “missing stair” or three – even if you’ve just kicked one out. They are harming and damaging your community right now. If you have power or influence or privilege, it’s your ethical responsibility to take personal action to limit the harm that they are causing. This may mean firing or demoting them; it may mean sanctioning or “managing them out.” But if you care about making the world a better place, you must act.

If you don’t have power or influence or privilege, think carefully before taking any action that could harm you more and seriously consider asking other folks with more protection to take action instead. Their response is a powerful litmus test of their values. If no one is willing to take this on for you, your only option may be leaving and finding a different organization or community to join. We have been in this position – of being powerless against rock stars – and it is heartbreaking and devastating to give up on a cause, community, or organization that you care about. We have all mourned the spaces that we have left when they have become unlivable because of abuse. But leaving is still often the right choice when those with power choose not to use it to keep others safe from abuse.

Responses

While we are not asking people to “cosign” this post, we want this to be part of a larger conversation on building abuse-resistant organizations and communities. We invite others to reflect on what we have written here, and to write their own reflections. If you would like us to list your reflection in this post, please leave a comment or email us a link, your name or pseudonym, and any affiliation you wish for us to include, and we will consider listing it. We particularly invite survivors of intimate partner violence in activist communities, survivors of workplace harassment and violence, and people facing intersectional oppressions to participate in the conversation.

2016-06-21: The “new girl” effect by Lex Gill, technology law researcher & activist

2016-06-21: Patching exploitable communities by Tom Lowenthal, security technologist and privacy activist

2016-06-22: Tyranny of Structurelessness? by Gabriella Coleman, anthropologist who has studied hacker communities

We would prefer that people not contact us to disclose their own stories of mistreatment. But know this: we believe you. If you need emotional support, please reach out to people close to you, a counselor in your area, or to the trained folks at RAINN or Crisis Text Line.

Credits

This post was written by Valerie Aurora (@vaurorapub), Mary Gardiner (@me_gardiner), and Leigh Honeywell (@hypatiadotca), with grateful thanks for comments and suggestions from many anonymous reviewers.

Tech interviews, too much homework, and the motherhood question

There’s a fascinating discussion around technical interviews recently; would both candidate experience and hiring signal be improved by revising the current round of (basically Google-inspired) non-runnable algorithm-centric coding examples completed under time pressure?

I’ve been following Thomas Ptacek’s tweets about it for a few months, for example:

Then last week Julia Grace wrote A Walkthrough Guide to Finding an Engineering Job at Slack:

We’ve put a great deal of effort into designing our interview process so that it is comprehensive and consistent, and are working hard to remove as many points of bias as possible. To date we’ve found it successfully identifies people who will succeed here — those with a high degree of technical competence who also embody Slack’s values: empathy, courtesy, craftsmanship, solidarity, playfulness, and thriving[…]

We’d like to get an idea of how you write code in the real world, since we feel this is the best indicator of how you’d write code day to day here at Slack. Granted, the Slack codebase is larger and more complicated than any technical exercise, but we have found the technical exercise to be a good indicator of future performance on the job. There are great engineers at big name companies and at small ones, so this gives everyone a chance to shine independent of where they are now.

This varies by position, but generally you’ll have a week to complete a technical exercise and submit the code and working solution back to us.

Uncritical praise of take home exams started to ring alarm bells for me. I recall take home exams from university; one of my majors was philosophy, which tended to assign a long essay (eg, 4000 words) to be completed over 6 weeks or so, and a take-home exam (eg, 2 essays of 1000–2000 words) to be completed with a four day deadline. I moved out of a rural town to go to university and lived on my own. From age 19, I also financially supported myself. I loathed take home exams, because I was competing with people who would get the exam, go home, and work on it all week in the house they lived in with their parents. No job. No housework. (Admittedly, no self-imposed decision to take 125% of a normal course load every year for four years of university either, that one was on me.)

And that was before I had two children. I’m not at all excited about tech interviews moving to a model where I’m doing a huge amount of work in my own time, because I do not have a huge amount of free time. Anecdotally, I have already heard of people spending in excess of 20 hours on Slack’s coding exercise. Freeing 20 hours in a week is a non-starter for me, especially if I’m not a clear finalist for the job. Slack is administering these take home assignments prior to on-site interviews, and is a very sought after workplace; it’s quite possible their process will be widely copied and people will regularly be doing a couple of days of coding before in-person interviews, for many many jobs.

To be fair, I have also read through Steve Yegge’s Get that job at Google and estimate that, at my current levels of free time, it would probably take me a couple of years to complete the preparation he recommends. (I have an undergraduate degree in computer science and mathematics — the philosophy major was a separate degree — and a PhD in computing, but at this distance I am far from passing an exam in discrete maths.) But I also wouldn’t be required to submit work samples proving I’d spent that time.

I am also aware that other positions require extensive preparatory work for job interviews for senior candidates, such as preparing sample budgets or strategy presentations or similar, but it’s at least more common only to give such large amounts of work to later-stage candidates for the position.

Let’s not get uncritically excited about adding (yet another!) screen for “isn’t a mother of young children”. I am thrilled that Camille Fournier has made several similar points in Thoughts on Take Home Interviews (also available on her blog):

On twitter, a discussion ensued about whether asking people to spend time at home doing exercises didn’t itself cause bias, against those who did not have a lot of spare time to be doing take-home exercises. Julia mentioned that they expect it to take 2–4 hours, but admitted that some people got really into the project and spent far longer than that[…]

The creative take-home also seems likely to select for those with free time, because if it is really an exercise that some people want to overdo, they will overdo it and you will have a hard time not rewarding that enthusiasm (why shouldn’t you!). And while it’s ok to ask for a few hours, building something that rewards those who can spend far longer is likely to bias against those who have, say, kids to take care of after work and on weekends, or other activities that limit their free time.

Gaëtan Voyer-Perraul also notes in a reply:

If this thing catches on, then it’s going to become a gating mechanism for every developer job in existence. New grads will be faced with hundreds of hours of “take-home” work that goes into the same black hole as their resumés.

Also worth a read: Rod Begbie gives a postmortem of a take-home interview question he used to administer.

I’m excited about revising the technical interviewing process, which will require both experimentation and evidence. While experimenting, and as the tech industry actively seeks candidates from under-represented backgrounds, the ability of candidates to interview with your organisation without tens of hours of free time for take-homes in addition to time for on-site interviews should be a core design principle for your interview process.

Facts to definitely give when advertising your event, an incomplete list

The year. Otherwise your event for the 18th April might be in a few weeks, or it may be a stale webpage from your very successful and very over event in 2004.

The weekday. Otherwise I can’t intersect your event’s day and my (ridiculously complicated) personal calendar in my head and figure out if this is a Tuesday probably-I-could-swing-it event or a Wednesday nope-I’ll-be-in-Melbourne event without authenticating to some device and opening my calendar navigating to the day and… SQUIRREL.

If you are kind-hearted, you could add a few of very very many pieces of information suggested in the AdaCamp template lovingly brought to you by seven revisions of AdaCamps. But you can start off with the year and weekday.

Related: Terms not to use when negotiating meeting times, an incomplete list

The 92nd Down Under Feminists Carnival

This article originally appeared on Hoyden About Town.

In blue on a white background, the DUFC logo: in a square with rounded corners, there is the female/feminine symbol; with the Southern Cross inside, above which it says 'Down Under' and below 'Feminists Carnival'.

Welcome! This post is the 92nd monthly Down Under Feminists Carnival. This edition of the carnival gathers together December 2015 writing of feminist interest by writers living in Australia and New Zealand. Thanks to all the writers and submitters for making this carnival enraging, sorrowful, celebratory, and joyous in different ways and at different times.

Highlighted new(er) Down Under voices

I’ve highlighted posts that come from people who began been writing at their current home in 2015, such posts are marked with (new in 2015) after the link.

This carnival observes the rule that each writer may feature at most twice.

Race, ethnicity and racism

Celeste Liddle was angry that Andrew Bolt of all people will be centered by the ABC in the constitutional recognition of indigeonous people debate.

The inquest into the August 2014 death of Ms Dhu in custody in continued in early December (now to resume in March). December writing about Ms Dhu’s death and the inquest included:

Stephanie explored peak white person in travel writing about drug tourism to Colombia.

Bodies

Australian feminist bike zine 3rd Gear launched, with Issue #1 available and Issue #2 calling for submissions (new in 2015).

Catherine Womack swam at McIver’s Baths in Sydney; a women-and-children space.

Ashleigh Witt asked why private health insurers in Australia won’t pay for contraception?

Jo Tamar detected classist overtones in the reporting of bulk-billed IVF treatment in Australia.

Kath asked for marketing of plus-sized clothes that is unashamed and aspirational, using models in the size range of the clothes.

Rebecca shared educational information about breast cancer after another treatment.

Workplace

Stephanie made fun of the silly IBM #hackahairdryer campaign.

Deborah observed that there are more men named David running NZX-listed firms than there are women.

Harassment and abuse

Brydie Lee-Kennedy discussed her experience in the Australian comedy community as a domestic abuse survivor.

On December 1, Clementine Ford shared abusive messages she’s received online. In the followup Kerri Sackville kicked off a Twitter campaign sharing the names of men who send abusive messages on the #EndViolenceAgainstWomen hashtag. Other writeups include:

Clementine Ford, Van Badham, Lou Heinrich and Hoyden‘s own Viv Smythe spoke to Tanya Ashworth about optimism in the face of online abuse and Viv followed up about her feminist burnout.

Lauredhel invited people to resolve to oppose rape culture in 2016.

Deborah Russell condemned NZ PM John Key’s participation in a prison rape joke.

Relationships

Emily wrote about the myth of “spoiling” children by being kind and compassionate (new in 2015).

Celeste Liddle celebrated seven years of singledom.

Jo Qualmann reflected on her experiences being aromantic and asexual in a relationship.

Sky Croeser collected intersectional and anti-capitalist resources on solidarity and healing.

Media and culture

Doctor Who Season 9 wrapped up and Liz Barr mostly but not entirely liked the final three episodes.

Daily Life announced their Women of the Year finalists, with the eventual awardee being Australian Human Rights Commission President Gillian Triggs.

Scarlett Harris looked at women’s friendships in two media phenomenons: Taylor Swift’s performed-friendships and in Grey’s Anatomy.

Ju wrapped up her 2015 Australian Women Writers Challenge reading and reviewing.

Anna Kamaralli drew out less-recognised abusive parenting themes in King Lear.

Year end

2015 retrospectives included: Emily (new in 2015), A.C. Buchanan, Avril E Jean, and Rebecca.

New sites

Blogs and sites started in 2015 featured in this carnival were:

Next carnival

The 93rd carnival will follow at Zero at the Bone. Submissions to chally.zeroatthebone [at] gmail [dot] com by 2nd February 2016.

Volunteers are needed to host carnivals from April onwards. Volunteer via the contact form.

Remembering Telsa Gwynne

Telsa Gwynne, whom I knew through my time in the LinuxChix community between 2000 and around 2007, died this week:

Telsa is the direct inspiration for the entire 15 years of content on this website, especially the personal diary. Before joining LinuxChix, I first knew Telsa through her online diary (its archival title, “This was a diary, once”, is painful to read now), which I heard about through someone who read Alan Cox’s diary, and I was struck by how striking daily life could be in written form. Telsa’s diary was full of personality and snark, and singlehandedly inspired me to begin writing about my life online too.

I thought of her as a net celebrity, although not in the usual way of “married to Alan Cox”, but as “writer of one of my favourite websites”. I was therefore a little bit shy about directly interacting with her when I initially joined the LinuxChix lists in 2000, but I first met her in person in 2001 at linux.conf.au when she and Malcolm Tredinnick were hanging around debriefing and complaining about CVS, on which he was teaching a tutorial that year which Telsa later wrote up. She was grumpy and kind and normal, even if she did know CVS.

Andrew saw her again at LCA in 2003, but I didn’t go and I think I only met her one more time, in Wales in 2004 when we visited their house and due to poor planning with trains, ended up staying the night. Telsa and Alan were kind hosts and we enjoyed Telsa’s huge knowledge of local history as we walked all around Swansea.

Telsa’s final diary entry in 2006 says she “plain[ly] and simpl[y] los[t] interest in running to stand still just to understand how to use anything mechanical.” However hard she worked for it, I remember her as profoundly technically knowledgeable and an excellent teacher. A great deal of my initial learning about both CSS and character encodings came from her, and she was well known as a high level user of DocBook. A friend shared one of her posts to a private LinuxChix technical list today, walking through the differences between library packages and -devel packages in Linux distributions, and their implications for compiling software.

I hadn’t been in contact with Telsa since she or I variously withdrew from our common online communities, so since 2007 or before. I kept an eye on the very occasional updates to her website, and was pleased to think that she had found a more satisfying life outside her Free Software community volunteering. I still find this a happy thought.

Telsa was also a critical inspiration to me as an activist: in the early 2000s (and still) it was hugely controversial to either believe that open source communities could still work if they were more civil (the entire LinuxChix project was partly an experiment with that), and even more so to insist that they should be. Telsa is the earliest person I can think of who stood up in an open source development community and asked it to change its norms in the direction of civility. I don’t know how heavily her online harassment experiences played a part in her departing Free Software and some online communities — I hope it wasn’t a large part — but I’m sorry it happened and I’m angry.

Telsa was a brilliant and kind and strong person, and I am sorrier than I can say that we will never be in contact again. To Alan, Debbie and others who loved her: my profound sympathies for the loss of an amazing person.

Other memorials:

Telsa online:

Creative Commons License
Remembering Telsa Gwynne by Mary Gardiner is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

Quick link: decriminalise abortion in NSW

This article originally appeared on Hoyden About Town.

In 2013 and 2014 there was a push to introduce legislation which incorporated fetal personhood into law in NSW: Crimes Amendment (Zoe’s Law) Bill (No. 2) 2013. See for example Julie Hamblin’s commentary at the time on how such legislation could be used to further restrict access to abortion in NSW, even when the stated purpose is to allow for abusive violence to fetuses to be punished. The bill passed the Lower House of NSW Parliament but was never put to the Upper House, and thus lapsed in November 2014 when the 55th Parliament ended. It never became law.

Leslie Cannold, speaking to a Greens forum in September 2013 (video here, not subtitled) called on NSW to not only fight a rear-guard action in defending pregnant people seeking abortions from further rights being granted to fetuses, but to follow Victoria (and later Tasmania) in decriminalising abortion entirely. And now Greens MLC Dr Mehreen Faruqi, is campaigning for the decriminalisation of abortion in NSW. Here are some of the facts about abortion access in NSW her flyer gives:

The laws surrounding access to abortion in NSW are very confusing. Abortion is currently in the Crimes Act (Sections 82-84), although court decisions have established that abortion will not be unlawful if a doctor reasonably believes it is necessary to save the woman from serious danger to her life, or mental or physical health[…]

In NSW, an abortion is unlawful unless a doctor deems that a woman’s physical, psychological and/or mental health is in serious danger. The criterion of ‘mental health’ can include economic and/or social factors[…]

Any amendments to the Crimes Act, such as those proposed by supporters of foetal personhood laws risks changing that interpretation. By removing abortion from the Crimes Act, it will no longer be a criminal offence and women and their doctors will no longer have to rely on the interpretation of the law by a court in each case in order to avoid criminal liability.

Learn more about the campaign at the Decriminalise Abortion page on Faruqi’s website. You can help by signing the online petition in support of decriminalisation or collecting signatures offline.


Featured image credit:
Pro_Choice_March-Texas_State_Capitol-2013_07_01-9378.jpg
by ann harkness on Flickr.

Unhappy data retention day

This article originally appeared on Hoyden About Town.

This morning, Australia’s mandatory 2 year data retention regime began. Internet activity through Australian ISPs (including mobile phone providers) is now recorded. Australians, according to Crikey, here is what is likely to be retained about your accessing this link today:

  • your name and similar identifying details on your Internet account
  • the Internet address of where you accessed Hoyden About Town from
  • the Internet address of Hoyden About Town itself
  • the date and time you accessed this site
  • how long you accessed it for (quickly, in the case of websites, no doubt, but what if you were Skyping with us?)
  • what technical services you used (HTTP over ADSL or mobile or cable or …)

If you are accessing this over a mobile device, your location is also stored, to quite a high degree of accuracy. This data is also by far the hardest to conceal using any method, since it’s revealed as a core part of your phone’s communication with cell towers.

At least the actual specific page you accessed would not (or at least need not) be retained, if I am interpreting the information at Allens and Crikey correctly.

Surveillance cameras attached to a building exterior
Surveillance, by Jonathan McIntosh CC BY-SA

Further reading:


Image credit: Surveillance by Jonathan McIntosh, Creative Commons Attribution-Sharealike.