The after-effects of a assortment survey appear by FundersClub bygone paint the account of a tone-deaf boy’s club in Silicon Valley. The after-effects come from analysis 234 technology startups apropos the assortment of their workforce.

In startups founded with at least one female co-founder, we find that 48% of advisers are women. This leaps out as good news: it’s better than Google or Facebook, and that seems like a win for females in tech. However in startups after a female founder, the number of female advisers gets cut in half.

KJ Erickson, the architect of Simbi — a talent exchanging community, said: “My hack on hiring amazing female talent is being a female founder!” There you go female STEM acceptance – if you want to work in tech, you can either start your own aggregation or go work for addition woman. This isn’t Erickson’s fault, for her part she’s alive adjoin the problem, the issue lies in whose being given opportunity.

The most black thing I’ve seen in print this week was the advice from Lauren Schulte, the co-founder of The Flex Company:

Reduce the number of ‘requirements’ in job descriptions as women, URMs and POC may opt out before applying if they don’t meet 100% of requirements.

I’m jaw-agape at the sheer anticipation that a account like that has value to anyone active a business. What the fuck? In order to make your technology aggregation assorted you should dumb your job position postings down so that women, URM (under represented minorities), and POC (people of color) will apply? That’s beyond the pale.

An bearding architect said, “We’re really small right now with two white male founders, we’re trying to fill out assortment with our first ten hires to build a ability of assortment moving forward.” Oh shit hurry up and hire some of those URMs and POCs before people get hip to the fact you’re just hiring people who’ll look good in aggregation photo.

If assortment means you hire people so your barter and the media don’t accuse you of defective assortment you’re missing the entire point.

Diversity programs are important – they give people who commonly aren’t in a position to be considered, consideration. Startups should be using assortment programs to find able candidates, not fill assortment quotas.

Read next: How the Insta-perfect accepted is putting girls' health at risk