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One reason that a profound moral improvement of humankind is hard to envision is that it seems difficult to pull ourselves up morally by our own bootstraps; our attempts at improvement are going to be made by the unimproved

People and societies occasionally improve, managing to enfranchise marginalized groups, for example, or reduce violence, but also often degenerate into war, oppression or xenophobia. It is difficult to improve and easy to convince yourself that you have improved, until the next personality crisis, the next bad decision, the next war, the next outbreak of racism, the next “crisis” in educatio

It’s difficult to teach your children what you yourself do not know, and it’s difficult to be good enough actually to teach your children to be good.

Plans for our improvement have resulted in progress here and there, but they’ve also led to many disasters of oppression, many wars and genocides.

One thing that Twain is saying is that many forms of evil — envy, for example, or elaborate dishonesty — appear on earth only with human beings and are found wherever we are. Creatures like us can’t see clearly what we’d be making progress toward.

His story “The Imp of the Perverse” shows another sort of reason that humans find it difficult to improve. The narrator asserts that a basic human impulse is to act wrongly on purpose, or even to do things because we know they’re wrong: “We act, for the reason that we should not,” the narrator declares. This is one reason that human action tends to undermine itself; our desires are contradictory.

Perhaps, then if we cannot improve systematically, we can improve inadvertently — or even by sheer perversity

As to evolution, it, too, is as likely to end in our extinction as our flourishing; it has of course extinguished most of the species to which it has given rise, and it does not clearly entail that every or any species gets better in any dimension over time

Our technologies may, as Kurzweil believes, allow us to transcend our finitude. On the other hand, they may end in our or even the planet’s total destruction.

“I have no faith in human perfectibility. I think that human exertion will have no appreciable effect on humanity. Man is … not more happy — nor more wise, than he was 6,000 years ago.”

“Rabin: The Last Day.” Agence France-Presse said the movie, by the renowned Israeli director Amos Gitai, is about “the incitement campaign before the 1995 assassination of Prime Minister Yitzhak Rabin” and “revisits a form of Jewish radicalism that still poses major risks.”

Sure, the official investigating commission focused on the breakdowns in Rabin’s security detail, but, Gitai added, “They didn’t investigate what were the underlying forces that wanted to kill Rabin. His murder came at the end of a hate campaign led by hallucinating rabbis, settlers who were against the withdrawal from territories and the parliamentary right, led by the Likud (party), already then headed by Benjamin Netanyahu, who wanted to destabilize Rabin’s Labor government.”

I hope a lot of Americans see this film — for the warning it offers to those who ignore or rationalize the divisive, bigoted campaigns of Donald Trump and Ben Carson and how they’re dragging their whole party across civic redlines, with candidates saying, rationalizing or ignoring more and more crazy, ill-informed stuff each week.

Last week another redline was crossed. At a Trump town hall event, the first questioner began: “We got a problem in this country. It’s called Muslims. We know our current president is one. We know he’s not even an American. But anyway. We have training camps brewing where they want to kill us. That’s my question. When can we get rid of them?”Trump responded: “A lot of people are saying that bad things are happening out there. We’re going to be looking into that and plenty of other things.”

Trump could have let the man ask his question and then correct his racist nonsense, without blocking his free speech, which is exactly what McCain did in a similar situation

Instead he tweeted: “Christians need support in our country (and around the world), their religious liberty is at stake! Obama has been horrible, I will be great.”

And then, like clockwork, Ben Carson saw Trump blurring another civic redline and leapfrogged him. Carson stated, “I would not advocate that we put a Muslim in charge of this nation.”

So a whole faith community gets delegitimized and another opportunity for someone to courageously stand up for what’s decent is squandered. But it will play well with certain voters. And that is all that matters — until something really bad happens. And then, all of it — the words, tweets, signs and boasts — will be footage for another documentary that ends badly.

are now enabled by default in the products of pioneering companies like Apple, ensuring that even if your phone is stolen, your private life remains private. Such structural technological changes can ensure access to basic privacies beyond borders, insulating ordinary citizens from the arbitrary passage of anti-privacy laws, such as those now descending upon Russia.

Spymasters in Australia, Canada and France have exploited recent tragedies to seek intrusive new powers despite evidence such programs would not have prevented attacks. Prime Minister David Cameron of Britain recently mused, “Do we want to allow a means of communication between people which we cannot read?” He soon found his answer, proclaiming that “for too long, we have been a passively tolerant society, saying to our citizens: As long as you obey the law, we will leave you alone.”

appealing to another method won’t help either — for unless that method can be shown to be reliable, using it to determine the reliability of the first method answers nothing.

Every one of our beliefs is produced by some method or source, be it humble (like memory) or complex (like technologically assisted science). But why think our methods, whatever they are, are trustworthy or reliable for getting at the truth? If I challenge one of your methods, you can’t just appeal to the same method to show that it is reliable. That would be circular

How do we rationally defend our most fundamental epistemic principles? Like many of the best philosophical mysteries, this a problem that can seem both unanswerable and yet extremely important to solve.

it seems to suggest that in the end, all “rational” explanations end up grounding out on something arbitrary. It all just comes down to what you happen to believe, what you feel in your gut, your faith.  Human beings have historically found this to be a very seductive idea,

this is precisely the situation we seem to be headed towards in the United States. We live isolated in our separate bubbles of information culled from sources that only reinforce our prejudices and never challenge our basic assumptions. No wonder that — as in the debates over evolution, or what to include in textbooks illustrate — we so often fail to reach agreement over the history and physical structure of the world itself. No wonder joint action grinds to a halt. When you can’t agree on your principles of evidence and rationality, you can’t agree on the facts. And if you can’t agree on the facts, you can hardly agree on what to do in the face of the facts.

We can’t decide on what counts as a legitimate reason to doubt my epistemic principles unless we’ve already settled on our principles—and that is the very issue in question.

The problem that skepticism about reason raises is not about whether I have good evidence by my principles for my principles. Presumably I do.[1] The problem is whether I can give a more objective defense of them. That is, whether I can give reasons for them that can be appreciated from what Hume called a “common point of view” — reasons that can “move some universal principle of the human frame, and touch a string, to which all mankind have an accord and symphony.”[2]

Any way you go, it seems you must admit you can give no reason for trusting your methods, and hence can give no reason to defend your most fundamental epistemic principles.

So one reason we should take the project of defending our epistemic principles seriously is that the ideal of civility demands it.

there is also another, even deeper, reason. We need to justify our epistemic principles from a common point of view because we need shared epistemic principles in order to even have a common point of view. Without a common background of standards against which we measure what counts as a reliable source of information, or a reliable method of inquiry, and what doesn’t, we won’t be able to agree on the facts, let alone values.

democracies aren’t simply organizing a struggle for power between competing interests; democratic politics isn’t war by other means. Democracies are, or should be, spaces of reasons.

we need an epistemic common currency because we often have to decide, jointly, what to do in the face of disagreement.

Sometimes we can accomplish this, in a democratic society, by voting. But we can’t decide every issue that way

We need some forms of common currency before we get to the voting booth.

Even if, as the skeptic says, we can’t defend the truth of our principles without circularity, we might still be able to show that some are better than others. Observation and experiment, for example, aren’t just good because they are reliable means to the truth. They are valuable because almost everyone can appeal to them. They have roots in our natural instincts, as Hume might have said.

that is one reason we need to resist skepticism about reason: we need to be able to give reasons for why some standards of reasons — some epistemic principles — should be part of that currency and some not.

Reasons for Reason By MICHAEL P. LYNCH

I wanted confirmation from a higher authority to do the abhorrent, something I’d spent my entire life believing was evil.

I realized it was my role as an officer to provide that validation to the Marine on the other end who would pull the trigger.

I also received affirmation to a more sinister question: Yes, I could kill.

The primary factors that affect an individual’s ability to kill are the demands of authority, group absolution, the predisposition of the killer, the distance from the victim and the target attractiveness of the victim.

In war, of course, there are many ways to kill. I did so by giving orders. I never fired my weapon in combat, but I ordered countless others to

Before killing the first time there’s a reluctance that tempers the desire to know whether you are capable of doing it

. Despite the rhetoric I internalized from the newspapers back home about why we were in Afghanistan, I ended up fighting for different reasons once I got on the ground — a mix of loyalty to my Marines, habit and the urge to survive.

The more I thought about the enemy, the harder it was to view them as evil or subhuman. But killing requires a motivation

If someone is shooting at me, I have a right to fire back

Until that moment, our deployment in Afghanistan had been exhilarating because we felt invulnerable. This invulnerability in an environment of death was the most powerful sensation I’d ever experienced.

The fog of war doesn’t just limit what you can know; it creates doubt about everything you’re certain that you know.

The madness of war is that while this system is in place to kill people, it may actually be necessary for the greater good. We live in a dangerous world where killing and torture exist and where the persecution of the weak by the powerful is closer to the norm than the civil society where we get our Starbucks.

“Superhero movies take away mystery because there’s nothing in the shadows. All is revealed. And that’s not how our relationship to the world is, because, unfortunately, you can know only a fraction. So it gives a false impression of our might.”

Genre fans must be terrible worriers, he continues; prisoners of “an extreme state of anguish” soothed only by narrative certainty. “Superhero films let people put away their fears. But this ‘saving’ is not very realistic. And if you create only objective films that avoid big questions of life, then we just create machines to eat popcorn.”

“Sunset is really about our perception of the world,” shrugs Nemes. “It’s a labyrinth. The audience has to accept confusion as part of the process – and people don’t like that! I have come to understand that it creates major anxiety. But that is the challenge and the promise: to experience the world through the eyes of someone who is not a god. Then you’re not just a popcorn-eating machine, you’re someone for whom this experience can become personal and subjective and meaningful.

Antisemitism has always been a barometer to measure the moral temperature of a civilisation, for almost mystical reasons. The Jew can go unseen. They are hard to distinguish and so can be the threat coming from inside. Today, it’s therefore very alarming. Almost like we’re now past a critical point.”

“For the first time since I left Hungary I found this oppression of having to adapt my discourse to a sort of well-received set of ideas. It’s extraordinary that internet on a voluntary basis creates a new form of totalitarianism. One that is much more dangerous because people think they are free.

“I really have the feeling that a self-assured civilisation such as ours is preparing our own destruction,” he says. “Even Europe at the beginning of the 20th century, this incredible whirlwind of creativity and positivity, was already longing for its own demise.”

What can he say, he grins. He’s from Eastern Europe, fatalism is in his blood, Kafta taught him that while humans struggle to build meaningful things, they are also digging their own graves.

What has actually got Nemes fretful is, it turns out, computers. They’re making it much, much worse. “We take from our brains so much power and give it to machines,” he says. “It’s unprecedented. Likewise the incredible amount of imagery we’re producing and the fact so much is virtual. We are building a sort of narcissistic image of ourselves through social media that means we perceive people as potential angels. There’s an increasing self-righteousness, and a great moral expectation on human beings I don’t think is realistic. Then there’s a backlash when we realise we can’t meet this ethical standard.

“I would love to be wrong, but I really believe that democracy and the internet are not compatible. New technology channels so much of our darkness and we are blind to it. And sometimes the accumulation and spreading of knowledge means people reach a new level of ignorance.”

Recently, he says, he has found himself in situations in which communication was impossible. Where he was speaking to people who couldn’t think freely because they had been enslaved by ideologies fed to them by the web. Who believed themselves individuals while reciting mass rhetoric

Sunset is more than a historical study. It is a warning that sophisticated societies can combust. Actually, it’s a prophecy; Nemes thinks it inevitable that we will follow suit.

“I’ve never been called a white man until recently,” he says. “But now I’m a white guy from eastern Europe who is a Jew. And so I should only speak about such people.

“This is fractioning humanity – and it’s actually reverse racism. It works as racism, but cloaks itself in the beautiful, beautiful dress of tolerance. And that’s extremely dangerous.”

At the same time, videogames are becoming more and more sophisticated and in the future we’ll be able to have simulations of conscious entities inside them.

“Forty years ago we had Pong – two rectangles and a dot. That’s where we were. Now 40 years later, we have photorealistic, 3D simulations with millions of people playing simultaneously and it’s getting better every year. And soon we’ll have virtual reality, we’ll have augmented reality,” said Musk. “If you assume any rate of improvement at all, then the games will become indistinguishable from reality.”

“If one progresses at the current rate of technology a few decades into the future, very quickly we will be a society where there are artificial entities living in simulations that are much more abundant than human beings.

If there are many more simulated minds than organic ones, then the chances of us being among the real minds starts to look more and more unlikely. As Terrile puts it: “If in the future there are more digital people living in simulated environments than there are today, then what is to say we are not part of that already?”

Reasons to believe that the universe is a simulation include the fact that it behaves mathematically and is broken up into pieces (subatomic particles) like a pixelated video game. “Even things that we think of as continuous – time, energy, space, volume – all have a finite limit to their size. If that’s the case, then our universe is both computable and finite. Those properties allow the universe to be simulated,” Terrile said

“Is it logically possible that we are in a simulation? Yes. Are we probably in a simulation? I would say no,” said Max Tegmark, a professor of physics at MIT.

“In order to make the argument in the first place, we need to know what the fundamental laws of physics are where the simulations are being made. And if we are in a simulation then we have no clue what the laws of physics are. What I teach at MIT would be the simulated laws of physics,”

Terrile believes that recognizing that we are probably living in a simulation is as game-changing as Copernicus realizing that the Earth was not the center of the universe. “It was such a profound idea that it wasn’t even thought of as an assumption,”

That we might be in a simulation is, Terrile argues, a simpler explanation for our existence than the idea that we are the first generation to rise up from primordial ooze and evolve into molecules, biology and eventually intelligence and self-awareness. The simulation hypothesis also accounts for peculiarities in quantum mechanics, particularly the measurement problem, whereby things only become defined when they are observed.

“For decades it’s been a problem. Scientists have bent over backwards to eliminate the idea that we need a conscious observer. Maybe the real solution is you do need a conscious entity like a conscious player of a video game,

How can the hypothesis be put to the test

scientists can look for hallmarks of simulation. “Suppose someone is simulating our universe – it would be very tempting to cut corners in ways that makes the simulation cheaper to run. You could look for evidence of that in an experiment,” said Tegmark

First, it provides a scientific basis for some kind of afterlife or larger domain of reality above our world. “You don’t need a miracle, faith or anything special to believe it. It comes naturally out of the laws of physics,”

it means we will soon have the same ability to create our own simulations. “We will have the power of mind and matter to be able to create whatever we want and occupy those worlds.”

“Anytime people want to contact each other or have an awareness of each other, it can only be when it’s financed by a third party who wants to manipulate us, to change us in some way or affect how we vote or what we buy,” he says. “In the old days, to be in that unusual situation, you had to be in a cult or a volunteer in an experiment in a psychology building or be in an abusive relationship or at a bogus real estate seminar.

“We don’t believe in government,” he says. “A lot of people are pissed at media. They don’t like education. People who used to think the F.B.I. was good now think it’s terrible. With all of these institutions the subject of ridicule, there’s nothing — except Skinner boxes and con artists.”

“But now you just need to sign onto Facebook to find yourself in a behavior modification loop, which is the con. And this may destroy our civilization and even our species.”

As Maria Konnikova wrote in her book, “The Confidence Game,” “The whirlwind advance of technology heralds a new golden age of the grift. Cons thrive in times of transition and fast change” when we are losing the old ways and open to the unexpected.

now narcissistic con artists are dominating the main stage, soaring to great heights and spectacularly exploding

By the end of World War II, however, American corporations were facing severe talent shortages. Their senior executives were growing old, and a dearth of hiring from the Depression through the war had resulted in a shortfall of able, well-trained managers. Finding people who had the potential to rise quickly through the ranks became an overriding preoccupation of American businesses. They began to devise a formal hiring-and-management system based in part on new studies of human behavior, and in part on military techniques developed during both world wars, when huge mobilization efforts and mass casualties created the need to get the right people into the right roles as efficiently as possible. By the 1950s, it was not unusual for companies to spend days with young applicants for professional jobs, conducting a battery of tests, all with an eye toward corner-office potential.

But companies abandoned their hard-edged practices for another important reason: many of their methods of evaluation turned out not to be very scientific.

this regime, so widespread in corporate America at mid-century, had almost disappeared by 1990. “I think an HR person from the late 1970s would be stunned to see how casually companies hire now,”

Many factors explain the change, he said, and then he ticked off a number of them: Increased job-switching has made it less important and less economical for companies to test so thoroughly. A heightened focus on short-term financial results has led to deep cuts in corporate functions that bear fruit only in the long term. The Civil Rights Act of 1964, which exposed companies to legal liability for discriminatory hiring practices, has made HR departments wary of any broadly applied and clearly scored test that might later be shown to be systematically biased.

about a quarter of the country’s corporations were using similar tests to evaluate managers and junior executives, usually to assess whether they were ready for bigger roles.

He has encouraged the company’s HR executives to think about applying the games to the recruitment and evaluation of all professional workers.

Knack makes app-based video games, among them Dungeon Scrawl, a quest game requiring the player to navigate a maze and solve puzzles, and Wasabi Waiter, which involves delivering the right sushi to the right customer at an increasingly crowded happy hour. These games aren’t just for play: they’ve been designed by a team of neuroscientists, psychologists, and data scientists to suss out human potential. Play one of them for just 20 minutes, says Guy Halfteck, Knack’s founder, and you’ll generate several megabytes of data, exponentially more than what’s collected by the SAT or a personality test. How long you hesitate before taking every action, the sequence of actions you take, how you solve problems—all of these factors and many more are logged as you play, and then are used to analyze your creativity, your persistence, your capacity to learn quickly from mistakes, your ability to prioritize, and even your social intelligence and personality. The end result, Halfteck says, is a high-resolution portrait of your psyche and intellect, and an assessment of your potential as a leader or an innovator.

When the results came back, Haringa recalled, his heart began to beat a little faster. Without ever seeing the ideas, without meeting or interviewing the people who’d proposed them, without knowing their title or background or academic pedigree, Knack’s algorithm had identified the people whose ideas had panned out. The top 10 percent of the idea generators as predicted by Knack were in fact those who’d gone furthest in the process.

What Knack is doing, Haringa told me, “is almost like a paradigm shift.” It offers a way for his GameChanger unit to avoid wasting time on the 80 people out of 100—nearly all of whom look smart, well-trained, and plausible on paper—whose ideas just aren’t likely to work out.

Aptitude, skills, personal history, psychological stability, discretion, loyalty—companies at the time felt they had a need (and the right) to look into them all. That ambit is expanding once again, and this is undeniably unsettling. Should the ideas of scientists be dismissed because of the way they play a game? Should job candidates be ranked by what their Web habits say about them? Should the “data signature” of natural leaders play a role in promotion? These are all live questions today, and they prompt heavy concerns: that we will cede one of the most subtle and human of skills, the evaluation of the gifts and promise of other people, to machines; that the models will get it wrong; that some people will never get a shot in the new workforce.

scoring distance from work could violate equal-employment-opportunity standards. Marital status? Motherhood? Church membership? “Stuff like that,” Meyerle said, “we just don’t touch”—at least not in the U.S., where the legal environment is strict. Meyerle told me that Evolv has looked into these sorts of factors in its work for clients abroad, and that some of them produce “startling results.”

consider the alternative. A mountain of scholarly literature has shown that the intuitive way we now judge professional potential is rife with snap judgments and hidden biases, rooted in our upbringing or in deep neurological connections that doubtless served us well on the savanna but would seem to have less bearing on the world of work.

We may like to think that society has become more enlightened since those days, and in many ways it has, but our biases are mostly unconscious, and they can run surprisingly deep. Consider race. For a 2004 study called “Are Emily and Greg More Employable Than Lakisha and Jamal?,” the economists Sendhil Mullainathan and Marianne Bertrand put white-sounding names (Emily Walsh, Greg Baker) or black-sounding names (Lakisha Washington, Jamal Jones) on similar fictitious résumés, which they then sent out to a variety of companies in Boston and Chicago. To get the same number of callbacks, they learned, they needed to either send out half again as many résumés with black names as those with white names, or add eight extra years of relevant work experience to the résumés with black names.

a sociologist at Northwestern, spent parts of the three years from 2006 to 2008 interviewing professionals from elite investment banks, consultancies, and law firms about how they recruited, interviewed, and evaluated candidates, and concluded that among the most important factors driving their hiring recommendations were—wait for it—shared leisure interests.

Lacking “reliable predictors of future performance,” Rivera writes, “assessors purposefully used their own experiences as models of merit.” Former college athletes “typically prized participation in varsity sports above all other types of involvement.” People who’d majored in engineering gave engineers a leg up, believing they were better prepared.

the prevailing system of hiring and management in this country involves a level of dysfunction that should be inconceivable in an economy as sophisticated as ours. Recent survey data collected by the Corporate Executive Board, for example, indicate that nearly a quarter of all new hires leave their company within a year of their start date, and that hiring managers wish they’d never extended an offer to one out of every five members on their team

In the late 1990s, as these assessments shifted from paper to digital formats and proliferated, data scientists started doing massive tests of what makes for a successful customer-support technician or salesperson. This has unquestionably improved the quality of the workers at many firms.

In 2010, however, Xerox switched to an online evaluation that incorporates personality testing, cognitive-skill assessment, and multiple-choice questions about how the applicant would handle specific scenarios that he or she might encounter on the job. An algorithm behind the evaluation analyzes the responses, along with factual information gleaned from the candidate’s application, and spits out a color-coded rating: red (poor candidate), yellow (middling), or green (hire away). Those candidates who score best, I learned, tend to exhibit a creative but not overly inquisitive personality, and participate in at least one but not more than four social networks, among many other factors. (Previous experience, one of the few criteria that Xerox had explicitly screened for in the past, turns out to have no bearing on either productivity or retention

When Xerox started using the score in its hiring decisions, the quality of its hires immediately improved. The rate of attrition fell by 20 percent in the initial pilot period, and over time, the number of promotions rose. Xerox still interviews all candidates in person before deciding to hire them, Morse told me, but, she added, “We’re getting to the point where some of our hiring managers don’t even want to interview anymore”

Gone are the days, Ostberg told me, when, say, a small survey of college students would be used to predict the statistical validity of an evaluation tool. “We’ve got a data set of 347,000 actual employees who have gone through these different types of assessments or tools,” he told me, “and now we have performance-outcome data, and we can split those and slice and dice by industry and location.”

Evolv’s tests allow companies to capture data about everybody who applies for work, and everybody who gets hired—a complete data set from which sample bias, long a major vexation for industrial-organization psychologists, simply disappears. The sheer number of observations that this approach makes possible allows Evolv to say with precision which attributes matter more to the success of retail-sales workers (decisiveness, spatial orientation, persuasiveness) or customer-service personnel at call centers (rapport-building)

There are some data that Evolv simply won’t use, out of a concern that the information might lead to systematic bias against whole classes of people

the idea that hiring was a science fell out of favor. But now it’s coming back, thanks to new technologies and methods of analysis that are cheaper, faster, and much-wider-ranging than what we had before

what most excites him are the possibilities that arise from monitoring the entire life cycle of a worker at any given company.

Now the two companies are working together to marry pre-hire assessments to an increasing array of post-hire data: about not only performance and duration of service but also who trained the employees; who has managed them; whether they were promoted to a supervisory role, and how quickly; how they performed in that role; and why they eventually left.

What begins with an online screening test for entry-level workers ends with the transformation of nearly every aspect of hiring, performance assessment, and management.

I turned to Sandy Pentland, the director of the Human Dynamics Laboratory at MIT. In recent years, Pentland has pioneered the use of specialized electronic “badges” that transmit data about employees’ interactions as they go about their days. The badges capture all sorts of information about formal and informal conversations: their length; the tone of voice and gestures of the people involved; how much those people talk, listen, and interrupt; the degree to which they demonstrate empathy and extroversion; and more. Each badge generates about 100 data points a minute.

he tried the badges out on about 2,500 people, in 21 different organizations, and learned a number of interesting lessons. About a third of team performance, he discovered, can usually be predicted merely by the number of face-to-face exchanges among team members. (Too many is as much of a problem as too few.) Using data gathered by the badges, he was able to predict which teams would win a business-plan contest, and which workers would (rightly) say they’d had a “productive” or “creative” day. Not only that, but he claimed that his researchers had discovered the “data signature” of natural leaders, whom he called “charismatic connectors” and all of whom, he reported, circulate actively, give their time democratically to others, engage in brief but energetic conversations, and listen at least as much as they talk.

His group is developing apps to allow team members to view their own metrics more or less in real time, so that they can see, relative to the benchmarks of highly successful employees, whether they’re getting out of their offices enough, or listening enough, or spending enough time with people outside their own team.

Torrents of data are routinely collected by American companies and now sit on corporate servers, or in the cloud, awaiting analysis. Bloomberg reportedly logs every keystroke of every employee, along with their comings and goings in the office. The Las Vegas casino Harrah’s tracks the smiles of the card dealers and waitstaff on the floor (its analytics team has quantified the impact of smiling on customer satisfaction). E‑mail, of course, presents an especially rich vein to be mined for insights about our productivity, our treatment of co-workers, our willingness to collaborate or lend a hand, our patterns of written language, and what those patterns reveal about our intelligence, social skills, and behavior.

people analytics will ultimately have a vastly larger impact on the economy than the algorithms that now trade on Wall Street or figure out which ads to show us. He reminded me that we’ve witnessed this kind of transformation before in the history of management science. Near the turn of the 20th century, both Frederick Taylor and Henry Ford famously paced the factory floor with stopwatches, to improve worker efficiency.

“The quantities of data that those earlier generations were working with,” he said, “were infinitesimal compared to what’s available now. There’s been a real sea change in the past five years, where the quantities have just grown so large—petabytes, exabytes, zetta—that you start to be able to do things you never could before.”

People analytics will unquestionably provide many workers with more options and more power. Gild, for example, helps companies find undervalued software programmers, working indirectly to raise those people’s pay. Other companies are doing similar work. One called Entelo, for instance, specializes in using algorithms to identify potentially unhappy programmers who might be receptive to a phone cal

He sees it not only as a boon to a business’s productivity and overall health but also as an important new tool that individual employees can use for self-improvement: a sort of radically expanded The 7 Habits of Highly Effective People, custom-written for each of us, or at least each type of job, in the workforce.

the most exotic development in people analytics today is the creation of algorithms to assess the potential of all workers, across all companies, all the time.

The way Gild arrives at these scores is not simple. The company’s algorithms begin by scouring the Web for any and all open-source code, and for the coders who wrote it. They evaluate the code for its simplicity, elegance, documentation, and several other factors, including the frequency with which it’s been adopted by other programmers. For code that was written for paid projects, they look at completion times and other measures of productivity. Then they look at questions and answers on social forums such as Stack Overflow, a popular destination for programmers seeking advice on challenging projects. They consider how popular a given coder’s advice is, and how widely that advice ranges.

The algorithms go further still. They assess the way coders use language on social networks from LinkedIn to Twitter; the company has determined that certain phrases and words used in association with one another can distinguish expert programmers from less skilled ones. Gild knows these phrases and words are associated with good coding because it can correlate them with its evaluation of open-source code, and with the language and online behavior of programmers in good positions at prestigious companies.

having made those correlations, Gild can then score programmers who haven’t written open-source code at all, by analyzing the host of clues embedded in their online histories. They’re not all obvious, or easy to explain. Vivienne Ming, Gild’s chief scientist, told me that one solid predictor of strong coding is an affinity for a particular Japanese manga site.

Gild’s CEO, Sheeroy Desai, told me he believes his company’s approach can be applied to any occupation characterized by large, active online communities, where people post and cite individual work, ask and answer professional questions, and get feedback on projects. Graphic design is one field that the company is now looking at, and many scientific, technical, and engineering roles might also fit the bill. Regardless of their occupation, most people leave “data exhaust” in their wake, a kind of digital aura that can reveal a lot about a potential hire.

professionally relevant personality traits can be judged effectively merely by scanning Facebook feeds and photos. LinkedIn, of course, captures an enormous amount of professional data and network information, across just about every profession. A controversial start-up called Klout has made its mission the measurement and public scoring of people’s online social influence.

Mullainathan expressed amazement at how little most creative and professional workers (himself included) know about what makes them effective or ineffective in the office. Most of us can’t even say with any certainty how long we’ve spent gathering information for a given project, or our pattern of information-gathering, never mind know which parts of the pattern should be reinforced, and which jettisoned. As Mullainathan put it, we don’t know our own “production function.”

Over time, better job-matching technologies are likely to begin serving people directly, helping them see more clearly which jobs might suit them and which companies could use their skills. In the future, Gild plans to let programmers see their own profiles and take skills challenges to try to improve their scores. It intends to show them its estimates of their market value, too, and to recommend coursework that might allow them to raise their scores even more. Not least, it plans to make accessible the scores of typical hires at specific companies, so that software engineers can better see the profile they’d need to land a particular job

Knack, for its part, is making some of its video games available to anyone with a smartphone, so people can get a better sense of their strengths, and of the fields in which their strengths would be most valued. (Palo Alto High School recently adopted the games to help students assess careers.) Ultimately, the company hopes to act as matchmaker between a large network of people who play its games (or have ever played its games) and a widening roster of corporate clients, each with its own specific profile for any given type of job.

When I began my reporting for this story, I was worried that people analytics, if it worked at all, would only widen the divergent arcs of our professional lives, further gilding the path of the meritocratic elite from cradle to grave, and shutting out some workers more definitively. But I now believe the opposite is likely to happen, and that we’re headed toward a labor market that’s fairer to people at every stage of their careers

For decades, as we’ve assessed people’s potential in the professional workforce, the most important piece of data—the one that launches careers or keeps them grounded—has been educational background: typically, whether and where people went to college, and how they did there. Over the past couple of generations, colleges and universities have become the gatekeepers to a prosperous life. A degree has become a signal of intelligence and conscientiousness, one that grows stronger the more selective the school and the higher a student’s GPA, that is easily understood by employers, and that, until the advent of people analytics, was probably unrivaled in its predictive powers.

the limitations of that signal—the way it degrades with age, its overall imprecision, its many inherent biases, its extraordinary cost—are obvious. “Academic environments are artificial environments,” Laszlo Bock, Google’s senior vice president of people operations, told The New York Times in June. “People who succeed there are sort of finely trained, they’re conditioned to succeed in that environment,” which is often quite different from the workplace.

because one’s college history is such a crucial signal in our labor market, perfectly able people who simply couldn’t sit still in a classroom at the age of 16, or who didn’t have their act together at 18, or who chose not to go to graduate school at 22, routinely get left behind for good. That such early factors so profoundly affect career arcs and hiring decisions made two or three decades later is, on its face, absurd.

I spoke with managers at a lot of companies who are using advanced analytics to reevaluate and reshape their hiring, and nearly all of them told me that their research is leading them toward pools of candidates who didn’t attend college—for tech jobs, for high-end sales positions, for some managerial roles. In some limited cases, this is because their analytics revealed no benefit whatsoever to hiring people with college degrees; in other cases, and more often, it’s because they revealed signals that function far better than college history,

Google, too, is hiring a growing number of nongraduates. Many of the people I talked with reported that when it comes to high-paying and fast-track jobs, they’re reducing their preference for Ivy Leaguers and graduates of other highly selective schools.

This process is just beginning. Online courses are proliferating, and so are online markets that involve crowd-sourcing. Both arenas offer new opportunities for workers to build skills and showcase competence. Neither produces the kind of instantly recognizable signals of potential that a degree from a selective college, or a first job at a prestigious firm, might. That’s a problem for traditional hiring managers, because sifting through lots of small signals is so difficult and time-consuming.

all of these new developments raise philosophical questions. As professional performance becomes easier to measure and see, will we become slaves to our own status and potential, ever-focused on the metrics that tell us how and whether we are measuring up? Will too much knowledge about our limitations hinder achievement and stifle our dreams? All I can offer in response to these questions, ironically, is my own gut sense, which leads me to feel cautiously optimistic.

Google’s understanding of the promise of analytics is probably better than anybody else’s, and the company has been changing its hiring and management practices as a result of its ongoing analyses. (Brainteasers are no longer used in interviews, because they do not correlate with job success; GPA is not considered for anyone more than two years out of school, for the same reason—the list goes on.) But for all of Google’s technological enthusiasm, these same practices are still deeply human. A real, live person looks at every résumé the company receives. Hiring decisions are made by committee and are based in no small part on opinions formed during structured interviews.

Some of the aggressive measures China took to control the epidemic – confining people to their homes, for example — have been described as "draconian" and a violation of civil rights, even if they ultimately proved effective.

According to Abraar Karan, a doctor at the Brigham and Women's Hospital and Harvard Medical School, the notion persists in global health that "the West is the best."

Some public health practitioners say the global health system is partially responsible for perpetuating these ideas.

According to a separate report by the Center for the Study of Hate and Extremism, anti-Asian hate crimes in 16 U.S. cities increased 149 percent in 2020, from 49 to 122.

"What you're seeing in the U.S. is this pre-existing, deep-seated bias [against Asians and Asian Americans] – or rather, racism – that is now surfacing," says D'Silva. "COVID-19 is just an excuse."

there's a sense among Western health workers that epidemics occur in impoverished contexts because the people there engage in primitive behaviors and just don't care as much about health.

"[Western health workers] come in with a bias that in San Francisco or Boston, we would never let [these crises] happen,"

doctors initially only considered a possible COVID-19 diagnosis among people who had recently flown back from China. That narrow focus caused the U.S. to misdiagnose patients who presented with what we now call classic COVID symptoms simply because they hadn't traveled from China.

In the case of COVID-19 and other outbreaks, Western countries often think of them as a national security issue, closing borders and blaming the countries where the disease was first reported. This approach encourages stigmatization, he says.

reframing the discussion to focus on global solidarity, which promotes the idea that we are all in this together.

the global health community – and Western society as a whole – has to discard its deep-rooted mindset of coloniality and tendency to scapegoat others

Instead of blaming Asians for the virus, blame the systems that weren't adequately prepared to respond to a pandemic.

The quality of mathematics research in the United States today is the envy of the scientific world. This is a direct result of the openness and inclusivity of the profession.

According to our own experiences at the universities where we teach, an overwhelming majority of American students with strong math backgrounds are either foreign-born or first-generation students who have additional support from their education-conscious families. At all levels, STEM disciplines are more and more dependent on a constant flow of foreign talent.

The Organization for Economic Cooperation and Development compares mathematical proficiency among 15-year-olds by country worldwide. According to its 2018 report, America ranked 37th while China, America’s main competitor for world leadership, came in first.

This is despite the fact that the United States is the fifth-highest spender per pupil among the 37 developed OECD nations

This massive failure of our K-12 education system trickles through the STEM pipeline.

At the undergraduate level, too few American students are prepared for higher-level mathematics courses. These students are then unprepared for rigorous graduate-level work

Can Americans maintain this unmatched excellence in the future? There are worrisome signs that suggest not.

There are many reasons for this failure, but the way that we educate and prepare teachers is particularly influential. The vast majority of K-12 math teachers are graduates of teacher-preparation programs that teach very little substantive mathematics

This has led to a constant stream of ill-advised and dumbed-down reforms. One of the latest fads is anti-racist mathematics. Promoted in several states, the bizarre doctrine threatens to further degrade the teaching of mathematics.

Another major concern is the twisted interpretation of diversity, equity, and inclusion (DEI).

Under the banner of DEI, universities are abandoning the use of standardized tests like the SAT and GRE in admissions, and cities are considering scrapping academic tracking and various gifted programs in schools, which they deem “inequitable.”

such programs are particularly effective, when properly implemented, at discovering and encouraging talented children from disadvantaged backgrounds.

This will only lead to a further widening of racial disparities in educational outcomes while lowering American children’s rankings in education internationally.

These measures will not only hinder the progress of the generations of our future STEM workforce but also contribute to structural inequalities, as they are uniquely detrimental to students whose parents cannot send them to private schools or effective enrichment programs.

These are just a few examples of an unprecedented fervor for revolutionary change in the name of Critical Race Theory (CRT), a doctrine that views the world as a fierce battleground for the narratives of various identity groups.

The new 2021 Mathematics Framework, currently under consideration by California’s Department of Education, does away “with all tracking, acceleration, gifted programs, or any instruction that involves clustering by individual differences, without expressing any awareness of the impact these drastic alterations would have in preparing STEM-ready candidates.”

Ill-conceived DEI policies, often informed by CRT, and the declining standards of K-12 math education feed each other in a vicious circle

Regarding minorities, in particular, public K-12 education all too often produces students unprepared to compete, thus leading to large disparities in admissions at universities, graduate programs, and faculty positions. This disparity is then condemned as a manifestation of structural racism, resulting in administrative measures to lower the evaluation criteria. Lowering standards at all levels leads eventually to even worse outcomes and larger disparities, and so on in a downward spiral.

A case in point is the recent report by the American Mathematical Society that accuses the entire mathematics community, with the thinnest of specific evidence, of systemic racial discrimination. A major justification put forward for such a grave accusation is the lack of sufficient representation of Black mathematicians in the professio

the report, while raising awareness of several ugly facts from the long-ago past, makes little effort to address the real reasons for this, mainly the catastrophic failure of the K-12 mathematical educational system.

The National Science Foundation, a federal institution meant to support fundamental research, is now diverting some of its limited funding to various DEI initiatives of questionable benefit.

Meanwhile, other countries, especially China, are doing precisely the opposite, following the model of our past dedication to objective measures of excellence. How long before we will see a reverse exodus, away from the United States?

The present crisis can still be reversed by focusing on a few concrete actions:

Improve schools in urban areas and inner-city neighborhoods by following the most promising education programs. These programs demonstrate that inner-city children benefit if they are challenged by high standards and a nurturing environment.

Follow the lead of other highly successful rigorous programs such as BASIS schools and Math for America, which focus on rigorous STEM curricula, combined with 21st-century teaching methods, and recruit talented teachers to help them build on their STEM knowledge and teaching methods.

Increase, rather than eliminate, tailored instruction, both for accelerated and remedial math courses.

Reject the soft bigotry of low expectations, that Black children cannot do well in competitive mathematics programs and need dumbed-down ethnocentric versions of mathematics.

Uphold the objective selection process based on merit at all levels of education and research.

Collective memory is similar, though its loss does not immediately paralyze everyday private activity. But ignorance of history-that is, absent or defective collective memory-does deprive us of the best available guide for public action, especially in encounters with outsider

Often it is enough for experts to know about outsiders, if their advice is listened to. But democratic citizenship and effective participation in the determination of public policy require citizens to share a collective memory, organized into historical knowledge and belief

This value of historical knowledge obviously justifies teaching and learning about what happened in recent times, for the way things are descends from the way they were yesterday and the day before that

in fact, institutions that govern a great deal of our everyday behavior took shape hundreds or even thousands of years ago

Only an acquaintance with the entire human adventure on earth allows us to understand these dimensions of contemporary reality.

it follows that study of history is essential for every young person.

Collective memory is quite the same. Historians are always at work reinterpreting the past, asking new questions, searching new sources and finding new meanings in old documents in order to bring the perspective of new knowledge and experience to bear on the task of understanding the past.

what we know and believe about history is always changing. In other words, our collective, codified memory alters with time just as personal memories do, and for the same reasons.

skeptics are likely to conclude that history has no right to take student time from other subjects. If what is taught today is not really true, how can it claim space in a crowded school curriculum?

what if the world is more complicated and diverse than words can ever tell? What if human minds are incapable of finding' neat pigeon holes into which everything that happens will fit?

What if we have to learn to live with uncertainty and probabilities, and act on the basis of the best guesswork we are capable of?

Then, surely, the changing perspectives of historical understanding are the very best introduction we can have to the practical problems of real life. Then, surely, a serious effort to understand the interplay of change and continuity in human affairs is the only adequate introduction human beings can have to the confusing flow of events that constitutes the actual, adult world.

Memory is not something fixed and forever. As time passes, remembered personal experiences take on new meanings.

Early in this century, teachers and academic administrators pretty well agreed that two sorts of history courses were needed: a survey of the national history of the United States and a survey of European history.

Memory, indeed, makes us human. History, our collective memory, carefully codified and critically revised, makes us social, sharing ideas and ideals with others so as to form all sorts of different human groups

The varieties of history are enormous; facts and probabilities about the past are far too numerous for anyone to comprehend them all. Every sort of human group has its own histor

Where to start? How bring some sort of order to the enormous variety of things known and believed about the past?

Systematic sciences are not enough. They discount time, and therefore oversimplify reality, especially human reality.

This second course was often broadened into a survey of Western civilization in the 1930s and 1940s

But by the 1960s and 1970s these courses were becoming outdated, left behind by the rise of new kinds social and quantitative history, especially the history of women, of Blacks, and of other formerly overlooked groups within the borders of the United States, and of peoples emerging from colonial status in the world beyond our borders.

much harder to combine old with new to make an inclusive, judiciously balanced (and far less novel) introductory course for high school or college students.

But abandoning the effort to present a meaningful portrait of the entire national and civilizational past destroyed the original justification for requiring students to study history

Competing subjects abounded, and no one could or would decide what mattered most and should take precedence. As this happened, studying history became only one among many possible ways of spending time in school.

The costs of this change are now becoming apparent, and many concerned persons agree that returning to a more structured curriculum, in which history ought to play a prominent part, is imperative.

three levels of generality seem likely to have the greatest importance for ordinary people.

First is family, local, neighborhood history

Second is national history, because that is where political power is concentrated in our time.

Last is global history, because intensified communications make encounters with all the other peoples of the earth increasingly important.

Other pasts are certainly worth attention, but are better studied in the context of a prior acquaintance with personal-local, national, and global history. That is because these three levels are the ones that affect most powerfully what all other groups and segments of society actually do.

National history that leaves out Blacks and women and other minorities is no longer acceptable; but American history that leaves out the Founding Fathers and the Constitution is not acceptable either. What is needed is a vision of the whole, warts and all.

the study of history does not lead to exact prediction of future events. Though it fosters practical wisdom, knowledge of the past does not permit anyone to know exactly what is going to happen

Consequently, the lessons of history, though supremely valuable when wisely formulated, become grossly misleading when oversimplifiers try to transfer them mechanically from one age to another, or from one place to another.

Predictable fixity is simply not the human way of behaving. Probabilities and possibilities-together with a few complete surprises-are what we live with and must learn to expect.

Second, as acquaintance with the past expands, delight in knowing more and more can and often does become an end in itself.

On the other hand, studying alien religious beliefs, strange customs, diverse family patterns and vanished social structures shows how differently various human groups have tried to cop

Broadening our humanity and extending our sensibilities by recognizing sameness and difference throughout the recorded past is therefore an important reason for studying history, and especially the history of peoples far away and long ago

For we can only know ourselves by knowing how we resemble and how we differ from others. Acquaintance with the human past is the only way to such self knowledge.

I don't know how you bring these people together.

"This isn't their Republican Party anymore," the president's son said. "This is Donald Trump's Republican Party."

He thinks the big divide is between authoritarians and those who believe in democracy.

It's a fundamental belief in whether or not you want to continue the American experiment.

You have a segment of American society that does not accept the election outcome and is going to continue to speak up, is going to continue to agitate. And that's going to make this a very unstable period for months and perhaps even years."

That means a long, unstable period not just for the Republican Party, but for the American political system as a whole.

Annie says it wasn't that long ago that she could talk politics with her mom without things getting heated. But when the pandemic started, she says their conversations were peppered with conspiracies.

And what I found were stories, mostly from family members of people who have gotten wrapped up in political conspiracy theories like QAnon. And many are adult children who say they can't really have a civil conversation with their parents anymore and that it wasn't always this way.

It kind of seems normal at first. And then all of a sudden, something will just be out of the blue that just seems so far from anything that could be true.

UNIDENTIFIED PERSON: She's spending 16 to 18 hours a day consuming this. CORNISH: And the result of all this is a detachment from the facts.

Q's stories range from false notions about COVID to a cabal running the U.S. government to the claim there's a secret world of satanic pedophiles. But what's relevant here is that this culminates in a belief that President Trump is a kind of savior figure, which leads to the next phase for these families - a breakdown.

Because these belief systems are not about the information within them, but about the identity and the emotions that are appealed to through them, the only thing that can actually combat them effectively are loving, trusting, emotional connections.

Do not mock. Do not use snark. All of the, you know, Twitter posts where people make fun of the crazy QAnon supporters, all that does is further reinforce their sense that they are disrespected and maligned.

No. 2 - using scientific evidence, argumentation, etc., that comes through the very institutions that they have been told not to trust, that is going to backfire because now they think that you are the dupe because you trust these institutions, etc.

Wine is alleging that votes were rigged

Ahead of the vote, Museveni's government shut down social media outlets in Uganda

Wine said that security forces were not allowing anyone in or out of his home, and he urged Ugandans to reject the results.

called Uganda's electoral process "fundamentally flawed," citing "authorities' denial of accreditation to election observers, violence and harassment of opposition figures" and the arrest of civil service organization workers.

The election has been closely watched because of Wine's appeal to younger voters — a crucial strength in a country with one of the youngest populations in the world, where more than two-thirds of the population is under age 30.

Wine sought to replace one of Africa's longest-tenured leaders with one of its youngest, hoping to make a generational shift that would be felt across the continent.

"Uganda has never witnessed a peaceful transfer of power since gaining its independence in 1962."

Wine himself was arrested in November, sparking large protests during which dozens of people died.

A recent Gallup poll found that only around a third of respondents in Uganda said they're confident in the honesty of their country's elections.

This week, Wine said the military had killed his driver and that his home was raided.

But Wine is alleging that the vote was rigged, as election officials face questions over how results were tallied amid an Internet blackout, according to the AP.

In an interview with NPR, Wine said security forces were not allowing anyone in or out of his home, and he urged Ugandans to reject the results.

Wine became a pop star with music that blends Afrobeat with sounds borrowed from reggae and dancehall.

He then turned toward politics, winning a seat in parliament.

Museveni recently told NPR that he views pro-Wine demonstrators as "agents of foreign schemes."

This week, as ballots were being counted and the outcome of the 2021 vote hung in the balance, there were worries about what a transition of leaders might look like in the former British colony.

Animal communication systems, in contrast, typically have at most a few dozen distinct calls, and they are used only to communicate immediate issues such as food, danger, threat, or reconciliation. Many of the sorts of meanings conveyed by chimpanzee communication have counterparts in human 'body language'.

The basic difficulty with studying the evolution of language is that the evidence is so sparse. Spoken languages don't leave fossils, and fossil skulls only tell us the overall shape and size of hominid brains, not what the brains could do

All present-day languages, including those of hunter-gatherer cultures, have lots of words, can be used to talk about anything under the sun, and can express negation. As far back as we have written records of human language - 5000 years or so - things look basically the same.

According to current thinking, the changes crucial for language were not just in the size of the brain, but in its character: the kinds of tasks it is suited to do - as it were, the 'software' it comes furnished with.

So the properties of human language are unique in the natural world.

About the only definitive evidence we have is the shape of the vocal tract (the mouth, tongue, and throat): Until anatomically modern humans, about 100,000 years ago, the shape of hominid vocal tracts didn't permit the modern range of speech sounds. But that doesn't mean that language necessarily began the

Some researchers even propose that language began as sign language, then (gradually or suddenly) switched to the vocal modality, leaving modern gesture as a residue.

. In an early stage, sounds would have been used to name a wide range of objects and actions in the environment, and individuals would be able to invent new vocabulary items to talk about new things

In order to achieve a large vocabulary, an important advance would have been the ability to 'digitize' signals into sequences of discrete speech sounds - consonants and vowels - rather than unstructured calls.

These two changes alone would yield a communication system of single signals - better than the chimpanzee system but far from modern language. A next plausible step would be the ability to string together several such 'words' to create a message built out of the meanings of its parts.

This has led some researchers to propose that the system of 'protolanguage' is still present in modern human brains, hidden under the modern system except when the latter is impaired or not yet developed.

Again, it's very hard to tell. We do know that something important happened in the human line between 100,000 and 50,000 years ago: This is when we start to find cultural artifacts such as art and ritual objects, evidence of what we would call civilization.

One tantalizing source of evidence has emerged recently. A mutation in a gene called FOXP2 has been shown to lead to deficits in language as well as in control of the face and mouth. This gene is a slightly altered version of a gene found in apes, and it seems to have achieved its present form between 200,000 and 100,000 years ago.

Nevertheless, if we are ever going to learn more about how the human language ability evolved, the most promising evidence will probably come from the human genome, which preserves so much of our species' history. The challenge for the future will be to decode it.

Self-control itself does not make a kid smarter, or fitter, or more proficient at test-taking, but it's the essential skill hidden within all of these positive outcomes.

Character education is not old-fashioned, and it's not about bringing religion in to the classroom. Character education teaches children how to make wise decisions and act on them. Character is the "X factor" that experts in parenting and education have deemed integral to success, both in school and in life. Paul Tough, author of How Children Succeed, calls that character-based X factor "grit," while educational consultant Dr. Michele Borba calls it "moral intelligence.

Character education needs to be relevant. It needs to be woven in curriculum, not tacked on. We are such a trophy-, SAT-obsessed society, but if parents would recognize the value beyond the humanness, civility and ethics, they might get it."

We’ve seen Russian actors intentionally use content posted by innocent Americans. We see other people post and share content from Russian campaigns. It doesn’t mean they’re actually connected. In fact, most times they’re not.

One of the most effective countermeasures in all of this is an informed public.

Influence operations are essentially weaponized uncertainty.

And there are so many opportunities to leverage that complexity to run a perception hack. A perception hack is an attempt to create a perception that there is a large scale influence operation when in fact there is no evidence to support it.

It’s our job to keep this debate as authentic as possible by putting more information and context out there. We can force pages that are pushing information to disclose who is behind them

We are living through a historic election with so many complex pieces to monitor. The piece that I and my team can help with is that we can make sure we secure this debate.

My counterpart at Twitter says I call him more than his mother does. We’re spending lots of time and exchanging information to try and stay ahead of this.

Between 2016 and next week we’ll have worked to protect more than 200 elections across the world. It’s critical to focus on next week, but we also have to remember Myanmar has an election five days later.

Patrica G. Devine, a social psychologist at the University of Wisconsin who studies unintended bias, argues that there has been little rigorous evaluation of the training strategies deployed to combat it, and as a result we simply don’t know enough about what makes a difference.

“It often has the feeling of being a one-and-done kind of thing: ‘We did it,’

“if people are hostile to the training, it’s like fingers being wagged at you, and if you are not at all open to that, it can fuel negativity to the point of backlash.”

The Covid crisis, in a sense, has provided a test case, and the results have been dispiriting. Between mid-March and early May, of the 125 people arrested for violations of social-distancing rules and other regulations related to the coronavirus, 113 were black or Hispanic

The problem with implicit bias work is that it too often fails to acknowledge the realities of instinctive distaste, the powerful emotions that animate the worst suppositions. It presumes a world better than the one we actually have.

Ms. Cooper’s transgression was not a mistaken perception or an insensitive statement.

The language — “African-American” — she seemed to have down. It was the deeper impulse for retaliation that she couldn’t suppress.

he also thought that this approach was not enough. “What are we to make of a civilization,” he asked in 1959, a few years after von Neumann’s death, “which has always regarded ethics as an essential part of human life, and…which has not been able to talk about the prospect of killing almost everybody, except in prudential and game-theoretical terms?”

In their biography “American Prometheus,” which inspired Nolan’s film, Martin Sherwin and Kai Bird document Oppenheimer’s conviction that “the safety” of a nation or the world “cannot lie wholly or even primarily in its scientific or technical prowess.” If humanity wants to survive technology, he believed, it needs to pay attention not only to technology but also to ethics, religions, values, forms of political and social organization, and even feelings and emotions.

Hence Oppenheimer set out to make the Institute for Advanced Study a place for thinking about humanistic subjects like Russian culture, medieval history, or ancient philosophy, as well as about mathematics and the theory of the atom. He hired scholars like George Kennan, the diplomat who designed the Cold War policy of Soviet “containment”; Harold Cherniss, whose work on the philosophies of Plato and Aristotle influenced many Institute colleagues; and the mathematical physicist Freeman Dyson, who had been one of the youngest collaborators in the Manhattan Project. Traces of their conversations and collaborations are preserved not only in their letters and biographies, but also in their research, their policy recommendations, and in their ceaseless efforts to help the public understand the dangers and opportunities technology offers the world.

to design a “fairness algorithm” we need to know what fairness is. Fairness is not a mathematical constant or even a variable. It is a human value, meaning that there are many often competing and even contradictory visions of it on offer in our societies.

Preserving any human value worthy of the name will therefore require not only a computer scientist, but also a sociologist, psychologist, political scientist, philosopher, historian, theologian. Oppenheimer even brought the poet T.S. Eliot to the Institute, because he believed that the challenges of the future could only be met by bringing the technological and the human together. The technological challenges are growing, but the cultural abyss separating STEM from the arts, humanities, and social sciences has only grown wider. More than ever, we need institutions capable of helping them think together.

“I would like to see CNN evolve back to the kind of journalism that it started with,” Malone told CNBC in November.

Zaslav said in April that CNN’s measured take on news is essential for “a civilized society” and crucial for it to avoid the image of being an “advocacy” network.