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Who Defended Kpcb Agains Ellen Pao

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Gender discrimination lawsuit

Pao 5. Kleiner Perkins

Ellen Pao v. Kleiner Perkins Caufield & Byers LLC and DOES i-twenty is a lawsuit filed in 2012 in San Francisco County Superior Courtroom under the police of California by executive Ellen Pao for gender bigotry against her employer, the venture capital business firm Kleiner Perkins. Overlapping with a number of studies condemning the representation of women in venture uppercase, the case was followed closely past reporters, advocacy groups and Silicon Valley executives.[1] Given the tendency for like cases to reach settlements out of court, coverage of Pao five. Kleiner Perkins described it as a landmark trial once it began in February 2015.[2] [iii] On March 27, 2015 the jury found in favor of Kleiner Perkins on all counts.

Groundwork [edit]

Ellen Pao [edit]

Ellen Pao is a Taiwanese-American woman from New Jersey.[4] [five] [6] [vii] She has a bachelor'southward degree in electrical technology from Princeton University, a juris doctor from Harvard Law School and an MBA from Harvard Business School.[4] [6]

From 1994 to 1996, Pao worked as a corporate attorney at Cravath, Swaine & Moore. In 1998, Pao worked at WebTV.[viii] Pao worked at several companies in Silicon Valley including BEA Systems as Senior Managing director, Corporate Business concern Evolution from 2001 until 2005.[6]

In 2005 Pao joined Kleiner Perkins as technical primary of staff for John Doerr, a senior partner, a job that required degrees in engineering, law, and business, and experience in enterprise software.[six] In 2007 she became a junior investing partner with Ted Schlein every bit her boss[9] [10] only was somewhen passed over for a senior partner position. Co-ordinate to Pao, she had the job title of junior partner from her date of hiring[11] and was promised an opportunity to move into an investing role.[12] Doerr, who has expressed awareness of the gender gap at venture uppercase firms, mentored Pao, liberally providing feedback, but, in the end, agreed with the other senior partners who had made negative evaluations of her piece of work at the firm. It was Pao'southward contention that men with similar profiles were, nevertheless, promoted.[xiii]

On May x, 2012, Pao filed a gender bigotry lawsuit against her employer[14] alleging workplace retaliation by a married inferior partner, Ajit Nazre, with whom she had an affair.[fifteen] She planned to keep working at the firm but left on Oct 1 claiming that she was terminated.[16] [17] Her lawyer said she was fired in retaliation for her lawsuit and the complaint was amended to add that cause of activeness.[17]

Pao joined Reddit in 2013 and became acting CEO in November 2014 later Yishan Wong resigned.[xviii]

Kleiner Perkins [edit]

Kleiner Perkins Caufield & Byers is a venture capital firm located in Menlo Park in Silicon Valley. The Wall Street Journal and other media have called information technology 1 of the "largest and most established" venture capital firms[19] and it has been called "1 of Silicon Valley'south summit venture capital providers" by Dealbook.[xx]

The firm specializes in investments in incubation and early stage companies.[21] Since its founding in 1972, Kleiner Perkins Caufield & Byers has backed entrepreneurs in more than 500 ventures including AOL, Amazon.com, Navigenics, Citrix, Compaq, Electronic Arts, Genentech, Genomic Health, Geron Corporation,[22] Google, Intuit, Juniper Networks, Nebula,[23] Netscape, Sun Microsystems, Symantec, Verisign, WebMD and Zynga. KPCB focuses its global investments in 3 practice areas – digital, green tech and life sciences.[24]

Although there are fewer women than men in both inferior and senior positions employed past Kleiner Perkins, its gender gap is smaller than that of virtually other venture capital firms and its virtually prominent female person partner, Mary Meeker, has called it "the best place to be for a woman in the business organization."[25]

Representatives for Kleiner Perkins stated that they had offered Pao a five-calendar month transition, with pay, to an operating function,[26] and only fired her effective October 31, 2012 when she rejected the offer.[27] They claimed that the determination to reassign her was made for functioning reasons unrelated to the lawsuit.[6] [28] [29]

Causes of action [edit]

The original example was filed under the California Off-white Employment and Housing Act and contained three causes of action:[17]

  • Employment discrimination based on gender:

12940. Information technology is an unlawful employment exercise, unless based upon a bona fide occupational qualification, or, except where based upon applicable security regulations established by the United States or the Country of California: (a) For an employer, because of the race, religious creed, color, national origin, beginnings, physical disability, mental disability, medical condition, genetic information, marital condition, sex, gender, gender identity, gender expression, historic period, sexual orientation, or military and veteran status of any person, to refuse to hire or employ the person or to refuse to select the person for a grooming plan leading to employment, or to bar or to discharge the person from employment or from a training program leading to employment, or to discriminate against the person in compensation or in terms, conditions, or privileges of employment.[30]

  • Workplace retaliation:

(h) For whatever employer, labor organization, employment agency, or person to belch, expel, or otherwise discriminate against any person because the person has opposed any practices forbidden under this part or considering the person has filed a complaint, testified, or assisted in whatsoever proceeding under this role.[30]

  • Failure to take reasonable steps to prevent gender discrimination:

(thou) For an employer, labor arrangement, employment bureau, apprenticeship grooming plan, or any training program leading to employment, to fail to take all reasonable steps necessary to prevent discrimination and harassment from occurring.[30]

Following her termination the complaint was amended and a second count of retaliation, termination, was added.[17] The actual damages demanded by the accommodate totalled $16 million. This is approximately the amount that Pao floated in a conversation with COO Eric Keller when asked what information technology would have to change her mind about staying at the visitor. Pao explained that she "wanted my payment to be enough so it was a meaningful corporeality to Kleiner Perkins, so they saw it would be painful to not fix issues."[31] The plaintiff also made a plea for punitive damages.[32] Although Judge Harold Kahn initially leaned toward denying this movement, he approved information technology on March 21, 2015.[33]

Trial [edit]

The matter went to trial in late Feb 2015 with jury selection on Monday, Feb 23, and opening statements on Tuesday, Feb 24.[34] The trial, lasting 24 days, resulted in a verdict for Kleiner Perkins.[35] It was covered by the national media and elicited broad comment regarding the issues raised.[36] The example was live blogged and tweeted, to the bespeak that the abiding coverage provided both humorous and serious feedback to lawyers and witnesses.[37]

The trial was heard before a jury[38] of half-dozen women and six men drawn from diverse employment and ethnic backgrounds[39] and Judge Harold Eastward. Kahn[40] at San Francisco Superior Court.[41] [42] Kleiner Perkins was principally represented by Lynne Hermle of Orrick, Herrington & Sutcliffe. It was also supported by Jessica Perry of the same firm and by its ain counsel Paul Vronsky.[43] Pao was represented by Alan Exelrod of Rudy Exelrod Zieff & Lowe[44] and by Therese Lawless of Lawless & Lawless.[45]

It was a trial to a jury of 12 who, nether the rules of the courtroom, were permitted to submit written questions to witnesses. The gauge was also permitted to question witnesses. Witnesses were disclosed and deposed prior to the trial and transcripts of their depositions were available to counsel for the opposing sides and could be compared to the testimony of the witness in the court. At that place were hundreds of exhibits consisting of documents and emails which the court had audio-visual equipment to brandish to the witness, jury, and audience.

Plaintiff'southward example [edit]

The plaintiff presented her instance first, arguing that men were promoted alee of women, that ideas coming from women were more quickly dismissed and that women who experienced sexual harassment received little support. Pao claimed that Ajit Nazre, the partner who initiated a sexual relationship with her, was responsible for much of this harassment. Pao said that he began excluding her from important meetings and emails afterwards she ended the relationship.[46] To characterize the company's response, her case explained that $22,000 was deducted from his paycheck once and that there was no strong desire to reprimand him until an outside investigation was able to link him to multiple instances of harassment.[47] Additionally Pao said that she felt the need to movement from greenish tech to the digital partitioning to avoid him. Pao was asked if she objected to having Nazre'due south office moved to the same corridor as her own. Withal, she claimed that when she said "aye", the company responded by trying to move her office rather than cancelling the move of Nazre'due south.[8]

It was explained that Pao sourced an investment in RPX Corporation, a company designed to fight patent trolls, which led to an IPO. While arguing that this was adequate reason for a promotion, her side disputed KPCB's rationale for keeping her off the board of directors.[48] They argued that the policies for how many investments and how many board seats could involve junior partners were unevenly applied between women and men. Functioning reviews were raised to evidence contradictory evaluations such every bit "too bold" and "too repose".[49] Every bit further evidence that Pao'southward work for the visitor was non appreciated, they pointed to potential investments in Twitter and The Climate Corporation which were turned downwardly after Pao proposed them, both of which were seen to exist profitable later on.[fifty] [51]

A number of incidents were described in the plaintiff'southward case including a Valentine's 24-hour interval gift that she considered inappropriate, a conversation in a company jet that she felt objectified women, a dinner in Al Gore's apartment to which no women were invited and a ski trip which invited one woman on a technicality.[52] [53] Pao stated that she did not speak out most these when they occurred because she did not desire a "reputation as a complainer".[54] Issues with her last year at Kleiner Perkins concerned a memorandum she sent on January 4, 2012 and an alleged absence of preparation and policies to prevent bigotry. The plaintiff argued that the defendant took several steps to cover up aspects that reflected poorly on its tape of gender equality.[55]

Accused'due south example [edit]

The defendant's case placed emphasis on its big ratio of women compared to other venture capital letter firms. An example statistic was that it had xi female partners and a 20% female person staff compared to the average of 7-eleven% based on studies in 2011 and 2013.[56] [57] A 2014 study found that this number dropped to four% when but senior partners were considered.[1] The defense also argued that Pao was paid more than most of her male colleagues. While salaries had previously been redacted from legal documents, the trial revealed that Pao's salary after bonuses eventually reached a superlative of $560,000.[58] They as well pointed to several opportunities that were afforded to Pao including a spoken communication passenger vehicle, mentorship from John Doerr and a longer career than that of many other inferior partners.[59] To argue that Pao's firing was justified, they presented several negative performance reviews that she received and often described her as "entitled" and "not a team player".[52]

Kleiner Perkins contended that Pao's job description had been by and large managerial and that limiting her involvement in investing was non a sign of discrimination.[sixty] They also said that promotions to the senior partner position were rare with xx of the 25 people previously in Pao'due south position likewise being passed over.[61] The defense brought in emails to show that Pao expected to be fired and suggested that some of them provided evidence that she was plotting a lawsuit.[62] They as well argued over whether her acceptance of severance pay constituted a tacit approval that the company was inside its rights to burn down her. The package was potentially valued at $400,000 but Pao did non receive the full amount on account of finding a job within less than a year.[26] There are also reports that she turned it down entirely.[63] Stating that many of the plaintiff's claims were dried, KPCB's side offered some explanations for the incidents she described and alleged that she saw discrimination where none existed.[64] They claimed that this provided further evidence that she was an unpleasant coworker.

The defendant tried to introduce another line of statement based on Pao having a financial motive for filing the lawsuit. They stated in a sidebar that she may accept done this to aid convalesce the financial troubles of her married man Buddy Fletcher, a hedge fund manager who filed for defalcation in 2012. However, Judge Harold Kahn ruled out this defence stating that information technology would identify undue scrutiny on the plaintiff'southward personal life.[65] Additionally, Pao maintained that their coin had always been separate due to a prenuptial agreement.[66] At the time, Fletcher was reading news about the trial and not making courtroom appearances, on the advice of Pao and her lawyers.[67]

Witnesses [edit]

While most of the witnesses had some affiliation with Kleiner Perkins, many of them had left the house by the time the trial took place. Some witnesses, such as John Doerr, were called by both the plaintiff and defense lawyers.[68] Exelrod began by showing pictures of three male person witnesses, Amol Deshpande, Chi-Hua Chien and Wen Hsieh, saying that they were promoted ahead of Pao despite joining the business firm later and not investing in any companies that went public.[69] Hermle countered that other men not shown were not promoted and that those three were seen as assets considering they had started businesses before being hired.

The showtime witness called was Tracy "Trae" Vassallo who agreed to bear witness despite remembering a conversation in which Pao chosen her "untrustworthy". Her appearance was described as a surprise.[lxx] Having received a promotion to senior partner subsequently Pao's termination, Vassallo testified that she all the same enjoyed working for KPCB but had bug with Chien and Nazre. About Nazre, she said he accosted her while in a bathroom robe and propositioned her at a dinner after lying that information technology would involve other contacts of theirs. She testified that her boss Ray Lane told her that she "should exist flattered" past his advances and asked her to "talk to her married man" before deciding what to do. Lane denied making the onetime annotate.[71] Along with explaining that she confided in Pao and filed the complaint which eventually led to Nazre's termination, Vassallo mentioned the seating plan of a coming together in which she and Pao were told to sit in the back. Her description was "it sounds petty, but people were bundled in the room around how much input they'd have in the discussion."[69]

The 2nd witness was Chi-Hua Chien who confirmed that he organized the ski trip and the Al Gore dinner, both of which had but male guests. For the ski trip, he said this was washed to ease the logistics of condo sharing and that if the trip were repeated in some other yr, it would have involved more women to make up for this. He denied the plaintiff's claim that he said "women kill the buzz." Regarding the dinner, a deposition video was brought up in which Aileen Lee testified that she and John Doerr complained about the lack of women.[72] Pao said she felt humiliated because she lived in the building where the effect was being held and had to explain to the guests passing by that she was non one of them.[48] Pao's side presented emails that showed Chien complaining nearly her in a vulgar way. Chien stated that he was collegial at first and but developed issues with Pao after on. The defence likewise argued that Chien would non have been named equally a trustee of Lee's firm Cowboy Ventures if his respect for women had been doubted.[53]

Kleiner Perkins' testimony [edit]

Kleiner Perkins CFO Susan Biglieri testified that Mary Meeker and Beth Seidenberg were the start 2 women in the firm's history to reach its highest rank of "managing member". Pao's legal team argued that these promotions in 2011 and 2012 were made to salve face in the wake of Pao'southward discrimination complaints.[73] Biglieri also testified that the business firm'due south anti-discrimination policy, though distributed internally, was non posted on the website until after Ellen Pao filed her lawsuit. The plaintiff also showed that an Equal Opportunity Employment policy had to be written in 2012 after COO Eric Keller failed to find one.[74]


Rejecting claims that she was hired into an operating role, Pao explained that she initially turned downwards the chore offer from Kleiner Perkins merely bundled with John Doerr to make information technology "more senior".[75] Some of Pao's duties included reviewing 1,800 iFund applications, writing part of Mary Meeker'southward USA Inc study and ghostwriting many of Doerr'due south speeches including a TED Talk.[eight] [l] Doerr testified that he praised Pao'southward writing skills from her date of hiring but only learned that she resented this work much later.[76] Doerr also recalled that before convincing her to stay, Pao wanted to go out in 2007 due to frustration with Ajit Nazre. Another of Pao'due south attempts to leave was protested by Ted Schlein, her dominate after Doerr. Although Schlein testified that he "reluctantly" hired Pao, he besides said that he convinced her to stay at the firm when she was being considered for ane of the original jobs in Google Ventures. Schlein'south testimony covered reviews that were oft critical of Pao, using "entitled", "passive" and "territorial" to describe her. He was criticized for a comment that venture capital skills were "non part of Ellen's genetic makeup."[77] Doerr claimed that he oft dedicated Pao and advocated for the reviews to be rewritten until eventually supporting her termination. He said "the junior partner is an upward-or-out role. We take no lifetime inferior partners." When Hermle presented a list of female partners to Doerr, he described playing a function in all of their careers. Nonetheless, Exelrod argued that Doerr was responsible for some sexism as well by playing a video where he stated that "white male nerds" were a safe investment.[76] Although Pao spoke positively of Doerr, she commented that he oftentimes raised issues of pregnancy and suggested that her iii-calendar month maternity leave was the existent reason she did not receive a board seat at RPX.[78] Doerr stated that having junior partners sit on only one board was a guideline, not a rule.[79] Pao contended that Chien had "five or half dozen" board seats as a junior[54] but the defense replied that he may have shortened "lath observer seat" to "board seat" as a form of bragging and stated that Matt White potato took five years to join a board.[64]

Pao's testimony [edit]

Testimony of the plaintiff occupied near of the second week. She described mentoring Wen Hsieh and recalled hearing virtually three administrative assistants who were harassed by Nazre. When questioned about this, Pao knew only that one of their first names was Tina, inviting theories that the women had settled with Kleiner Perkins and signed non-disclosure agreements.[80] On cantankerous-examination, Hermle constitute an inconsistency with Pao's deposition video on the question of whether she asked to encounter an Equal Opportunity Employment policy.[10] She also sought to testify evidence of plotting in 2011 and 2012 by bringing upward emails in which Pao discussed her options with friend and Google engineer Lori Park. These revealed that Pao had applied for jobs at YouTube and Menlo Ventures and was considering starting her own firm.[39] Some problems with how Pao responded to termination were too raised. Pao said that information technology made sense for her to break the news to the CEOs of the three companies in her immediate network merely revealed that Ted Schlein chastised her for doing and so.[26] On the stand, Pao objected to the fashion Employment Police force Alliance investigator Stephen Hirschfeld responded to the discrimination complaints by Trae Vassallo and herself. She alleged that the reports used biased language, softened the plane incident by changing the name of a pornographic bear witness to Entourage and focused on eliminating KPCB's liability rather than addressing the concerns of employees.[81] When Hirschfeld was questioned by Lawless, he revealed that his reports did non include a matrix which Vassallo used to tabulate discrepancies between male and female partners.[82] This criticism was repeated by Allison Westward of Employment Practices Specialists who testified that the firm'due south investigation of gender issues was insufficient. She also commented that it was circular for the accused to rely heavily on functioning reviews to discredit Pao'southward allegations confronting the people writing them.[83]

Kleiner Perkins' witnesses testify [edit]

Contrasting Pao's statement that she discussed gender bias with Aileen Lee and Trae Vassallo, the defendant named three female witnesses who stated that they never felt discriminated against: Mary Meeker, Beth Seidenberg and Juliet de Baubigny.[84] Private man resources consultant Rhoma Young dedicated the attention to particular in KPCB'south review process and Harvard Business Schoolhouse professor Paul Gompers spoke favorably of its commitment to diversity.[85] [86] Another professor testifying for Kleiner Perkins, David Lewin of UCLA, alleged that Pao's claim to $16 one thousand thousand was invalid considering she could accept secured a lucrative bacon with a more thorough task search.[87] When Mary Meeker testified, she described Pao as "insecure" and "placidity" and recalled existence invited to a second Al Gore dinner.[l] Beth Seidenberg compared venture capital to her background in the medical field and said she was optimistic that it would see an influx of female talent as well.[88] Juliet de Baubigny testified more directly about Ellen Pao and condemned her habit of making complaints against coworkers.[89] She besides denied using the word "sexual activity addict" to describe Ajit Nazre, something that the plaintiff cited as evidence that his hostility was mutual knowledge.[80]

Final week testimony [edit]

Testifying in the last calendar week was an investor witness from outside Kleiner Perkins named Andrew Jody Gessow, a passenger of the private flight that Pao described as offensive. He claimed that there was no discussion of pornography but Lawless pressed that his memory may take lapsed due to medication he was taking.[ninety] Senior partner Randy Komisar also testified that week about why he received the board seat at RPX despite his investment in it being a joint effort with Ellen Pao. He stated that Pao described her respect for John Doerr'due south decision in an email and interpreted that as meaning she agreed with information technology.[91] Komisar said that his friendship with Pao deteriorated over the word "detest" when she wrote in a later email that the board of RPX "hated him". He too testified that a book described every bit making Pao feel uneasy was a Valentine'due south day gift from him. Specifically it was the Volume of Longing by Leonard Cohen with whom Pao claimed to be unfamiliar.[62] Ane of the last people to show was senior partner Matt White potato who described Pao equally "pushy" and "aggressive".[92] He also recalled being embarrassed when Pao brutal asleep at a board meeting. Although admitting that he began taking detailed notes near Pao four days after her suit was filed, he maintained that he had wanted to burn her for years and that simply resistance from Doerr stood in the style.[93] Discussing a negative performance review, Exelrod asked Irish potato to explain why Pao was able to receive high praise from Mike McCue. Irish potato'south response was that McCue was known for proverb overly positive things.[94]

Jury instructions [edit]

The jury was reminded of the plaintiff'south claims in which number one had to be proven before number 3 could be considered:[64]

  1. Kleiner Perkins discriminated confronting Ellen Pao because of her gender.
  2. Kleiner Perkins retaliated against her considering of conversations in December 2011 and her memorandum in Jan 2012.
  3. Kleiner Perkins failed to take all reasonable steps to prevent bigotry against her.
  4. Kleiner Perkins retaliated by firing her after her conversations and memorandum.

There were no sexual harassment claims.[64] The standard of proof was preponderance of the bear witness,[64] met if a proposition is more probable to be true than non.

Despite the title of "junior partner," Ellen Pao was an at-volition employee who could be fired without alarm at any time for any reason or for no reason just not for the wrong reasons such every bit a statutory exception where "actions or inactions were essentially motivated by gender bigotry and/or retaliation". "Substantial motivating reasons and factors are more than remote or fiddling motivating reasons and factors."[64]

Information technology was explained that compensatory damages are an judge of the plaintiff'southward by and future lost earnings. Other, more than complicated and technical, compensatory damages were reserved for future decision in the event of a favorable verdict for plaintiff.[64]

If the jury felt the accused's actions involved malice, fraud and oppression they could have considered castigating damages after the initial verdict was returned. There was a vii-page verdict grade.[64]

Endmost arguments [edit]

Alan Exelrod made the closing argument for plaintiff, saying that the accused's leaders "ran Kleiner Perkins like a boys' club." Lynne Hermle made the closing argument for accused, focusing on the issues of the numbers of women employed and the allegedly discriminatory events.[64] Co-ordinate to her, the plaintiff was fired considering, while she is an excellent executive, she was non able to perform in venture capital at a senior level. Therese Lawless presented the rebuttal on behalf of the plaintiff, saying "women volition be judged in one way and men in another. That'south not how information technology works in this land."[43] She also thanked an bearding fellow member of the jury whose question revealed that an evaluation, accounted to be negative based on its long comments from Matt Murphy and Ted Schlein, really received input from seven people, 5 of whom reviewed Pao positively.[43]

Submission and verdict [edit]

The case was submitted to the jury about noon on March 25, 2015.[43] A unanimous verdict was not required, but support of 9 of the 12 jurors, 75%.[82] Information technology was reported that when deliberations began, impressions of the jurors were 8 siding with Kleiner Perkins, 2 siding with Ellen Pao and 2 undecided with all groups split evenly by gender.[95]

The initial verdict was announced presently after 2 p.1000. on Friday, March 27. The jury found 10-2 in favor of Kleiner Perkins on the start three claims. The jury, which found 8 to 4 in favor of Kleiner Perkins on the 4th claim of retaliation by termination, was directed to go on to deliberate as the finding did not come across the required threshold of 75%. The jury deliberated for well-nigh two hours then returned a final verdict in favor of Kleiner Perkins on all claims every bit one juror changed his vote from yes to no on the quaternary claim.[96] Co-ordinate to the three jurors who talked to the media the jury focused on Pao's operation reviews in arriving at their verdict.[97]

On the aforementioned day, jurors Steve Sammut and Marshallette Ramsey revealed what their votes had been. Ramsey supported the plaintiff and said that she encouraged other women in Pao'due south situation to stand up up for themselves. Her reason was that information technology "seemed that the men, with the aforementioned character flaws that Ellen was cited with, were able to propel and go along."[98] Although Sammut was not convinced that what Pao experienced was gender discrimination, he expressed a hope that Kleiner Perkins would still be punished for how it treated employees in general.[95]

Costs and appeal [edit]

The accused requested costs of $972,814, 90% of which was for expert witness fees. Kleiner Perkins stated that the fee would be waived if the plaintiff chose not to appeal.[97] On June 18, 2015[99] the court awarded $275,966 to Kleiner Perkins, stating that the disparity in economic resource between the parties was too swell to justify the original amount.[100] Pao'southward side claimed that this was an unfair response to a loss in a discrimination case and filed a observe of appeal on June 1, 2015, 7 days before the deadline.[101] The appeal, which would accept been held in the Starting time Commune Court of Appeal, was to focus on the verdict since nigh procedural rulings by the estimate were made in favor of the plaintiff.[102]

On September 10, 2015, sources reported that Pao was dropping her appeal, citing an inability to afford further litigation.[103] [104] In a Re/lawmaking post on the topic, Pao wrote near the importance of discussing gender bias publicly and stated that she was rejecting requests from KPCB to sign a non-disparagement agreement. She stated that this would make her responsible for court costs after the appeal was dropped.[105] However, on September 17, Kleiner Perkins accepted the dropping of Pao's appeal without the $276,000 cost reimbursement.[106]

Significance [edit]

Following the example, a number of other people filed discrimination suits against high-contour companies, every bit with Chia Hong v. Facebook and Tina Huang five. Twitter.[107] A number of publications credited Pao and her case with focusing attention on the outcome of gender discrimination and workplace sexism, especially in the venture upper-case letter and technology industries, and for inspiring others to act.[ii] [35] [108] The affect of Pao and the case became known every bit "the Pao event".[109] [110] [111] [112] [113] [114] [115] After, Pao v. Kleiner Perkins was again credited with inspiring a discrimination case when security researcher Katie Moussouris filed a suit against Microsoft.[116]

See as well [edit]

  • Sexism in the technology industry
  • Women in computing

References [edit]

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  3. ^ Gannes, Liz (2015-02-eighteen). "What's at Pale in the Ellen Pao Case". Recode. Retrieved 2015-10-xvi .
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External links [edit]

  • "Silicon Valley Reacts To Ellen Pao Gender Discrimination Verdict" NPR "Here and Now"
  • "Ellen Pao Has Some Things to Say (Full Video)" interview by Kara Swisher of Re/code

Documents [edit]

  • Kleiner Discrimination Case Documents
  • Pao v. Kleiner Perkins verdict form

hugheshoser1971.blogspot.com

Source: https://en.wikipedia.org/wiki/Pao_v._Kleiner_Perkins

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