syswsi

If anyone here is interested in learning more about Neurotechnology, I co-founded an organization called NeuroTechX which brings together neurotechnology enthusiasts from across the world. You can find out more about us at http://neurotechx.com/

Is this a common thing in the infosec industry? Personally I have known two people who were sexually harassed who work in security. I've also hung out with some and they do seem to have an unrealistic view on the opposite sex.

Some examples I've found of documented cases: https://motherboard.vice.com/en_us/article/female-hackers-st... https://www.the-parallax.com/2015/10/26/how-myth-of-meritocr...

I'm curious if it's actually worth keeping high performing people on your company if they create a lot of internal conflict and employee turnover. Have there been studies that have looked into this? Are there HR tools that track this?

This situation reminds me of the Jeremy Clarkson Effect (https://blog.vanillaforums.com/help/how-to/dealing-with-toxi...) where you keep people on board because they are high performers/popular until the point where the amount of damage they cause versus value they provide is too high and must let them go. If, for example, you lose 5 good tech people because of one amazing tech person, is it still worth to have that one amazing person? I feel like if you could quantify something like this, it would be easier to get rid of toxic people.

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As a Concordia University Comp Sci student (Located in Montreal) I'm glad to see that they did so well despite the fact that they only attended the MIT hackathon throughout the whole season (and they were only a team of three).

I hope in the future that more Canadian Universities students get involved in events like this as we have an abundance of talented people who have something to prove.

Problem being is that most of these events are hard to get to since they are located in the United States.