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In a memo to Snap staff on Sunday, the company's CEO, Evan Spiegel, wrote, "we simply cannot promote accounts in America that are linked to people who incite racial violence, whether they do so on or off our platform. Our Discover content platform is a curated platform, where we decide what we promote. We have spoken time and again about working hard to make a positive impact, and we will walk the talk with the content we promote on Snapchat. We may continue to allow divisive people to maintain an account on Snapchat, as long as the content that is published on Snapchat is consistent with our community guidelines, but we will not promote that account or content in any way."

"There are plenty of debates to be had about the future of our country and the world. But there is simply no room for debate in our country about the value of human life and the importance of a constant struggle for freedom, equality, and justice. We are standing with all those who stand for peace, love, and justice and we will use our platform to promote good rather than evil."

Last week, Twitter for the first time affixed a fact-check label to multiple Trump tweets about mail-in ballots and days later put a warning label on a tweet from Trump about the protest, in which he warned: "when the looting starts, the shooting starts." Facebook chose not to act on identical posts that appeared on its platform.

Following what it described as Meta’s unsatisfactory response to its complaints, Match began canceling Meta advertising for some of its apps, such as Tinder, in October. It has since halted all Reels advertising and stopped promoting its major brands on any of Meta’s platforms. “We have no desire to pay Meta to market our brands to predators or place our ads anywhere near this content,” said Match spokeswoman Justine Sacco.

The Journal set up the test accounts after observing that the thousands of followers of such young people’s accounts often include large numbers of adult men, and that many of the accounts who followed those children also had demonstrated interest in sex content related to both children and adults

The Journal also tested what the algorithm would recommend after its accounts followed some of those users as well, which produced more-disturbing content interspersed with ads.

The Canadian Centre for Child Protection, a child-protection group, separately ran similar tests on its own, with similar results.

Meta said the Journal’s tests produced a manufactured experience that doesn’t represent what billions of users see. The company declined to comment on why the algorithms compiled streams of separate videos showing children, sex and advertisements, but a spokesman said that in October it introduced new brand safety tools that give advertisers greater control over where their ads appear, and that Instagram either removes or reduces the prominence of four million videos suspected of violating its standards each month. 

The Journal reported in June that algorithms run by Meta, which owns both Facebook and Instagram, connect large communities of users interested in pedophilic content. The Meta spokesman said a task force set up after the Journal’s article has expanded its automated systems for detecting users who behave suspiciously, taking down tens of thousands of such accounts each month. The company also is participating in a new industry coalition to share signs of potential child exploitation.

“Our systems are effective at reducing harmful content, and we’ve invested billions in safety, security and brand suitability solutions,” said Samantha Stetson, a Meta vice president who handles relations with the advertising industry. She said the prevalence of inappropriate content on Instagram is low, and that the company invests heavily in reducing it.

Even before the 2020 launch of Reels, Meta employees understood that the product posed safety concerns, according to former employees.

Robbie McKay, a spokesman for Bumble, said it “would never intentionally advertise adjacent to inappropriate content,” and that the company is suspending its ads across Meta’s platforms.

Meta created Reels to compete with TikTok, the video-sharing platform owned by Beijing-based ByteDance. Both products feed users a nonstop succession of videos posted by others, and make money by inserting ads among them. Both companies’ algorithms show to a user videos the platforms calculate are most likely to keep that user engaged, based on his or her past viewing behavior

The Journal reporters set up the Instagram test accounts as adults on newly purchased devices and followed the gymnasts, cheerleaders and other young influencers. The tests showed that following only the young girls triggered Instagram to begin serving videos from accounts promoting adult sex content alongside ads for major consumer brands, such as one for Walmart that ran after a video of a woman exposing her crotch. 

When the test accounts then followed some users who followed those same young people’s accounts, they yielded even more disturbing recommendations. The platform served a mix of adult pornography and child-sexualizing material, such as a video of a clothed girl caressing her torso and another of a child pantomiming a sex act.

Experts on algorithmic recommendation systems said the Journal’s tests showed that while gymnastics might appear to be an innocuous topic, Meta’s behavioral tracking has discerned that some Instagram users following preteen girls will want to engage with videos sexualizing children, and then directs such content toward them.

Instagram’s system served jarring doses of salacious content to those test accounts, including risqué footage of children as well as overtly sexual adult videos—and ads for some of the biggest U.S. brands.

Preventing the system from pushing noxious content to users interested in it, they said, requires significant changes to the recommendation algorithms that also drive engagement for normal users. Company documents reviewed by the Journal show that the company’s safety staffers are broadly barred from making changes to the platform that might reduce daily active users by any measurable amount.

The test accounts showed that advertisements were regularly added to the problematic Reels streams. Ads encouraging users to visit Disneyland for the holidays ran next to a video of an adult acting out having sex with her father, and another of a young woman in lingerie with fake blood dripping from her mouth. An ad for Hims ran shortly after a video depicting an apparently anguished woman in a sexual situation along with a link to what was described as “the full video.”

Current and former Meta employees said in interviews that the tendency of Instagram algorithms to aggregate child sexualization content from across its platform was known internally to be a problem. Once Instagram pigeonholes a user as interested in any particular subject matter, they said, its recommendation systems are trained to push more related content to them.

Part of the problem is that automated enforcement systems have a harder time parsing video content than text or still images. Another difficulty arises from how Reels works: Rather than showing content shared by users’ friends, the way other parts of Instagram and Facebook often do, Reels promotes videos from sources they don’t follow

In an analysis conducted shortly before the introduction of Reels, Meta’s safety staff flagged the risk that the product would chain together videos of children and inappropriate content, according to two former staffers. Vaishnavi J, Meta’s former head of youth policy, described the safety review’s recommendation as: “Either we ramp up our content detection capabilities, or we don’t recommend any minor content,” meaning any videos of children.

At the time, TikTok was growing rapidly, drawing the attention of Instagram’s young users and the advertisers targeting them. Meta didn’t adopt either of the safety analysis’s recommendations at that time, according to J.

Stetson, Meta’s liaison with digital-ad buyers, disputed that Meta had neglected child safety concerns ahead of the product’s launch. “We tested Reels for nearly a year before releasing it widely, with a robust set of safety controls and measures,” she said. 

After initially struggling to maximize the revenue potential of its Reels product, Meta has improved how its algorithms recommend content and personalize video streams for users

Among the ads that appeared regularly in the Journal’s test accounts were those for “dating” apps and livestreaming platforms featuring adult nudity, massage parlors offering “happy endings” and artificial-intelligence chatbots built for cybersex. Meta’s rules are supposed to prohibit such ads.

The Journal informed Meta in August about the results of its testing. In the months since then, tests by both the Journal and the Canadian Centre for Child Protection show that the platform continued to serve up a series of videos featuring young children, adult content and apparent promotions for child sex material hosted elsewhere. 

As of mid-November, the center said Instagram is continuing to steadily recommend what the nonprofit described as “adults and children doing sexual posing.”

Meta hasn’t offered a timetable for resolving the problem or explained how in the future it would restrict the promotion of inappropriate content featuring children. 

The Journal’s test accounts found that the problem even affected Meta-related brands. Ads for the company’s WhatsApp encrypted chat service and Meta’s Ray-Ban Stories glasses appeared next to adult pornography. An ad for Lean In Girls, the young women’s empowerment nonprofit run by former Meta Chief Operating Officer Sheryl Sandberg, ran directly before a promotion for an adult sex-content creator who often appears in schoolgirl attire. Sandberg declined to comment. 

Through its own tests, the Canadian Centre for Child Protection concluded that Instagram was regularly serving videos and pictures of clothed children who also appear in the National Center for Missing and Exploited Children’s digital database of images and videos confirmed to be child abuse sexual material. The group said child abusers often use the images of the girls to advertise illegal content for sale in dark-web forums.

The nature of the content—sexualizing children without generally showing nudity—reflects the way that social media has changed online child sexual abuse, said Lianna McDonald, executive director for the Canadian center. The group has raised concerns about the ability of Meta’s algorithms to essentially recruit new members of online communities devoted to child sexual abuse, where links to illicit content in more private forums proliferate.

“Time and time again, we’ve seen recommendation algorithms drive users to discover and then spiral inside of these online child exploitation communities,” McDonald said, calling it disturbing that ads from major companies were subsidizing that process.

onic constipation, a functional bowel disorder, affects approximately 14% of adults worldwide [1]. Slow transit constipation (STC) is the major cause of chronic constipation which is characterized by markedly prolonged colonic transit time as a result of the colonic motility function disorde

Usually, patients with STC suffer from a common sense of abdominal pain, nausea, depression and sickness, which seriously influence their social ability and health-related quality of life [4–6

Current clinical treatments include cathartics, prokinetics and aggressive surgery which can increase bowel movement frequency to a certain degree.

However, pharmacological interventions is prone to drug dependency and relapse after drug withdrawal [3]

Surgical treatments such as subtotal colectomy and total colectomy in STC patients may adversely affect the quality of life due to the risk of postoperative diarrhea or incontinence, and result in a heavy healthcare burden

The enteric nervous system (ENS), located in the intestinal wall, regulates various functions including contraction of intestine, homeostasis and blood flow [10]. As the ‘second brain’, the ENS contains large amounts of neurons working independently from the central nervous system [11]. Researches have identified that STCs are mostly caused by disorders of the relevant nerves, especially the ENS [12,13].

McCallum et al. [35] found that gastric electrical stimulation in combination with pharmacological treatment could also enhance emptying in patients with gastroparesis. Especially, gastric electrical stimulation has been approved as a clinical therapy method for gastroparesis and obesity in European and American countries [36].

we employed pulse train stimulation and implanted electrodes at the proximal colon in dogs.

After CES treatment, we observed the colonic transit time of the sham treatment group was longer than that of CES treatment and control groups, and electrical stimulation significantly enhanced the colonic electromyogram (EMG) signal.

histopathology and TEM analysis showed increased ganglia and synaptic vesicles existing in the colon myenteric plexus of the CES treatment group as compared with that of the sham CES group

Our results suggested that CES might reduce the degeneration of the myenteric plexus neurons, thereby contributing to the therapeutic effect on STC beagles.

the defecating frequency and the feces characteristics of STC beagles returned to normal after CES treatment. The result indicated that CES could improve the symptoms of STC.

The colonic EMG signal was strongly promoted by CES

Especially, the colonic EMG signal of the beagles with STC was remarkably enhanced by CES (Figure 3), indicating that CES could not only improve the colonic content emptying, but also enhance the EMG signal to promote colonic motility.

Colonic electrical stimulation (CES), a valuable alternative for the treatment of STC, was reported to improve the colon motility by adjusting the bioelectrical activity in animal models or patients with STC [17]. However, little report focuses on the underlying nervous mechanism to normalize the delayed colonic emptying and relieve symptoms. We hypothesized that CES may also repair the disorders of the relevant nerves and then improve the colonic motility.

The first study regarding the CES to modulate colonic motility was performed by Hughes et al. [37]. Since then, many researchers employed short-pulse CES in canine descending colon or pig cecum [20,21,38]. Researchers also applied long-pulse CES to stimulate the colon of human or animals [39]

Recently, studies showed that the prokinetic effect of pulse train CES is better than that of short-pulse CES or long-pulse CES [25]

Our study indicated that CES could enhance the colonic motility, and then accelerate the colonic content emptying. Thereafter, we investigated the underlying mechanism and presumed that CES might improve the STC symptom through the repairment of the ENS.

The neuropathy in ENS is considered to be responsible for various kinds of disordered motility including STC and the related pathophysiologic symptoms [40]. In agreement with this view, our study discovered the decreased number of ganglia in the myenteric plexus, as well as the destruction of the enteric nerve axon terminals and synaptic vesicles in the sham CES group beagles

The present study proves that CES with pulse trains has curative effects on the colonic motility and content emptying in STC beagles. The up-regulation of intestinal nerve related proteins such as SYP, PGP9.5, CAD and S-100B in the colonic myenteric plexus suggests that CES might reduce the degeneration of the myenteric plexus neurons, thereby producing the therapeutic effect on STC beagles. Further investigation for the underlying mechanism of nerve regeneration is necessary to better understand how CES promotes the recovery of delayed colonic motility induced by STC.

These cognitive errors, which distract leaders from optimal policy making and citizens from taking steps to promote their own and others’ interests, cannot merely be ascribed to repudiations of science.

The first error that thwarts effective policy making during crises stems from what economists have called the “identifiable victim effect.” Humans respond more aggressively to threats to identifiable lives, ie, those that an individual can easily imagine being their own or belonging to people they care about (such as family members) or care for (such as a clinician’s patients) than to the hidden, “statistical” deaths reported in accounts of the population-level tolls of the crisis

Yet such views represent a second reason for the broad endorsement of policies that prioritize saving visible, immediately jeopardized lives: that humans are imbued with a strong and neurally mediated3 tendency to predict outcomes that are systematically more optimistic than observed outcomes

A third driver of misguided policy responses is that humans are present biased, ie, people tend to prefer immediate benefits to even larger benefits in the future.

Even if the tendency to prioritize visibly affected individuals could be resisted, many people would still place greater value on saving a life today than a life tomorrow.

Similar psychology helps explain the reluctance of many nations to limit refrigeration and air conditioning, forgo fuel-inefficient transportation, and take other near-term steps to reduce the future effects of climate change

The fourth contributing factor is that virtually everyone is subject to omission bias, which involves the tendency to prefer that a harm occur by failure to take action rather than as direct consequence of the actions that are taken

Although those who set policies for rationing ventilators and other scarce therapies do not intend the deaths of those who receive insufficient priority for these treatments, such policies nevertheless prevent clinicians from taking all possible steps to save certain lives.

An important goal of governance is to mitigate the effects of these and other biases on public policy and to effectively communicate the reasons for difficult decisions to the public. However, health systems’ routine use of wartime terminology of “standing up” and “standing down” intensive care units illustrate problematic messaging aimed at the need to address immediate danger

Second, had governments, health systems, and clinicians better understood the “identifiable victim effect,” they may have realized that promoting flattening the curve as a way to reduce pressure on hospitals and health care workers would be less effective than promoting early restaurant and retail store closures by saying “The lives you save when you close your doors include your own.”

Third, these leaders’ routine use of terms such as “nonpharmaceutical interventions”9 portrays public health responses negatively by labeling them according to what they are not. Instead, support for heavily funding contact tracing could have been generated by communicating such efforts as “lifesaving.

Fourth, although errors of human cognition are challenging to surmount, policy making, even in a crisis, occurs over a sufficient period to be meaningfully improved by deliberate efforts to counter untoward biases

People cumulatively watch more than a billion YouTube hours daily world-wide, a 10-fold increase from 2012

After the Journal this week provided examples of how the site still promotes deceptive and divisive videos, YouTube executives said the recommendations were a problem.

When users show a political bias in what they choose to view, YouTube typically recommends videos that echo those biases, often with more-extreme viewpoints.

Such recommendations play into concerns about how social-media sites can amplify extremist voices, sow misinformation and isolate users in “filter bubbles”

Unlike Facebook Inc. and Twitter Inc. sites, where users see content from accounts they choose to follow, YouTube takes an active role in pushing information to users they likely wouldn’t have otherwise seen.

“The editorial policy of these new platforms is to essentially not have one,”

“That sounded great when it was all about free speech and ‘in the marketplace of ideas, only the best ones win.’ But we’re seeing again and again that that’s not what happens. What’s happening instead is the systems are being gamed and people are being gamed.”

YouTube has been tweaking its algorithm since last autumn to surface what its executives call “more authoritative” news source

YouTube last week said it is considering a design change to promote relevant information from credible news sources alongside videos that push conspiracy theories.

The Journal investigation found YouTube’s recommendations often lead users to channels that feature conspiracy theories, partisan viewpoints and misleading videos, even when those users haven’t shown interest in such content.

YouTube engineered its algorithm several years ago to make the site “sticky”—to recommend videos that keep users staying to watch still more, said current and former YouTube engineers who helped build it. The site earns money selling ads that run before and during videos.

YouTube’s algorithm tweaks don’t appear to have changed how YouTube recommends videos on its home page. On the home page, the algorithm provides a personalized feed for each logged-in user largely based on what the user has watched.

There is another way to calculate recommendations, demonstrated by YouTube’s parent, Alphabet Inc.’s Google. It has designed its search-engine algorithms to recommend sources that are authoritative, not just popular.

Google spokeswoman Crystal Dahlen said that Google improved its algorithm last year “to surface more authoritative content, to help prevent the spread of blatantly misleading, low-quality, offensive or downright false information,” adding that it is “working with the YouTube team to help share learnings.”

In recent weeks, it has expanded that change to other news-related queries. Since then, the Journal’s tests show, news searches in YouTube return fewer videos from highly partisan channels.

YouTube’s recommendations became even more effective at keeping people on the site in 2016, when the company began employing an artificial-intelligence technique called a deep neural network that makes connections between videos that humans wouldn’t. The algorithm uses hundreds of signals, YouTube says, but the most important remains what a given user has watched.

Using a deep neural network makes the recommendations more of a black box to engineers than previous techniques,

“We don’t have to think as much,” he said. “We’ll just give it some raw data and let it figure it out.”

To better understand the algorithm, the Journal enlisted former YouTube engineer Guillaume Chaslot, who worked on its recommendation engine, to analyze thousands of YouTube’s recommendations on the most popular news-related queries

Mr. Chaslot created a computer program that simulates the “rabbit hole” users often descend into when surfing the site. In the Journal study, the program collected the top five results to a given search. Next, it gathered the top three recommendations that YouTube promoted once the program clicked on each of those results. Then it gathered the top three recommendations for each of those promoted videos, continuing four clicks from the original search.

The first analysis, of November’s top search terms, showed YouTube frequently led users to divisive and misleading videos. On the 21 news-related searches left after eliminating queries about entertainment, sports and gaming—such as “Trump,” “North Korea” and “bitcoin”—YouTube most frequently recommended these videos:

The algorithm doesn’t seek out extreme videos, they said, but looks for clips that data show are already drawing high traffic and keeping people on the site. Those videos often tend to be sensationalist and on the extreme fringe, the engineers said.

Repeated tests by the Journal as recently as this week showed the home page often fed far-right or far-left videos to users who watched relatively mainstream news sources, such as Fox News and MSNBC.

Searching some topics and then returning to the home page without doing a new search can produce recommendations that push users toward conspiracy theories even if they seek out just mainstream sources.

After searching for “9/11” last month, then clicking on a single CNN clip about the attacks, and then returning to the home page, the fifth and sixth recommended videos were about claims the U.S. government carried out the attacks. One, titled “Footage Shows Military Plane hitting WTC Tower on 9/11—13 Witnesses React”—had 5.3 million views.

science has changed in some worrying ways in recent decades — especially biomedical research, which consumes a larger and larger share of government science spending.

the journal Nature reported that published retractions had increased tenfold over the past decade, while the number of published papers had increased by just 44 percent.

because journals are now online, bad papers are simply reaching a wider audience, making it more likely that errors will be spotted.

The National Institutes of Health accepts a much lower percentage of grant applications today than in earlier decades. At the same time, many universities expect scientists to draw an increasing part of their salaries from grants, and these pressures have influenced how scientists are promoted.

Dr. Fang and Dr. Casadevall looked at the rate of retractions in 17 journals from 2001 to 2010 and compared it with the journals’ “impact factor,” a score based on how often their papers are cited by scientists. The higher a journal’s impact factor, the two editors found, the higher its retraction rate.

Each year, every laboratory produces a new crop of Ph.D.’s, who must compete for a small number of jobs, and the competition is getting fiercer. In 1973, more than half of biologists had a tenure-track job within six years of getting a Ph.D. By 2006 the figure was down to 15 percent.

Yet labs continue to have an incentive to take on lots of graduate students to produce more research. “I refer to it as a pyramid scheme,

In such an environment, a high-profile paper can mean the difference between a career in science or leaving the field. “It’s becoming the price of admission,”

To survive professionally, scientists feel the need to publish as many papers as possible, and to get them into high-profile journals. And sometimes they cut corners or even commit misconduct to get ther

“What people do is they count papers, and they look at the prestige of the journal in which the research is published, and they see how may grant dollars scientists have, and if they don’t have funding, they don’t get promoted,” Dr. Fang said. “It’s not about the quality of the research.”

Dr. Ness likens scientists today to small-business owners, rather than people trying to satisfy their curiosity about how the world works. “You’re marketing and selling to other scientists,” she said. “To the degree you can market and sell your products better, you’re creating the revenue stream to fund your enterprise.”

Universities want to attract successful scientists, and so they have erected a glut of science buildings, Dr. Stephan said. Some universities have gone into debt, betting that the flow of grant money will eventually pay off the loans.

“You can’t afford to fail, to have your hypothesis disproven,” Dr. Fang said. “It’s a small minority of scientists who engage in frank misconduct. It’s a much more insidious thing that you feel compelled to put the best face on everything.”

, Dr. Stephan points out that a number of countries — including China, South Korea and Turkey — now offer cash rewards to scientists who get papers into high-profile journals.

To change the system, Dr. Fang and Dr. Casadevall say, start by giving graduate students a better understanding of science’s ground rules — what Dr. Casadevall calls “the science of how you know what you know.”

They would also move away from the winner-take-all system, in which grants are concentrated among a small fraction of scientists. One way to do that may be to put a cap on the grants any one lab can receive.

Such a shift would require scientists to surrender some of their most cherished practices — the priority rule, for example, which gives all the credit for a scientific discovery to whoever publishes results first.

To ease such cutthroat competition, the two editors would also change the rules for scientific prizes and would have universities take collaboration into account when they decide on promotions.

Even scientists who are sympathetic to the idea of fundamental change are skeptical that it will happen any time soon. “I don’t think they have much chance of changing what they’re talking about,” said Dr. Korn, of Harvard.

“When our generation goes away, where is the new generation going to be?” he asked. “All the scientists I know are so anxious about their funding that they don’t make inspiring role models. I heard it from my own kids, who went into art and music respectively. They said, ‘You know, we see you, and you don’t look very happy.’ ”

In an effort to counter the Common Core push for detextualized skill-based instruction and assessment that has further marginalized social studies education, the NCSS is promoting what it calls “College, Career, and Civic Life (C3) Framework,”

through its choice of partners, its rigid adherence to Common Core lesson guidelines, and the sample material it is promoting, the NCSS has virtually abandoned not just meaningful social studies education, but education for democracy and citizenship as well.

My biggest problem with the C3 Framework as presented in this new document on instruction is its attempt to adopt a fundamentally flawed Common Core approach to social studies and history based on the close reading of text without exploring historical context

how Common Core as it is being implemented will mean the end of history.

In the C3 Framework inquiry approach, students start in Dimension 1 by “developing questions and planning inquiries,” however the inquiry is really already “planned” because material they use is pre-selected. It is also not clear what their questions will be based on since they do not necessarily have any background on the subject. In Dimension 3 students evaluate sources using evidence, but again, devoid of historical context. Dimension 4 is supposed to be C3’s chief addition to Common Core. In Dimension 4 students are supposed to plan activities and become involved in civic life, although of course their options have again already been pre-prescribed.

In Dimension 2, as they read the text, which sixth graders and many eighth graders will find difficult, students discuss “How was citizenship revolutionary in 1776?” The question requires them to assume that colonists had already formulated a concept of citizenship, which I do not believe they had, a concept of nation, which they definitely did not, and an understanding that somehow what they were doing was “revolutionary,” which was still being debated.

Some of the organizations involved in writing the C3 Frameworks have positions so politically skewed to the right that NCSS should be embarrassed about including them in the project. In this category I include Gilder Lehrman, The Bill of Rights Institute, and The Center for Economic Education and Entrepreneurship (CEEE).

Conspicuously missing from the group of contributors is the Zinn Education Project which would have provided a radically different point of view.

What we have in the C3 Framework is standard teaching at best but a lot of poor teaching and propaganda as well.

Instead of challenging Common Core, the NCSS begs to be included. Instead of presenting multiple perspectives, it sells advertising in the form of lessons to its corporate and foundation sponsors. But worst in their own terms, in a time of mass protest against police brutality by high school and college students across the United States, active citizenship in a democratic society is stripped of meaning and becomes little more than idle discussion and telling student to vote when they are eighteen.

One of her team's preliminary tasks—a sort of archeological literature review—was to pore through the written canons of Theravadin, Tibetan, and Zen Buddhism, as well as texts within Christianity, Judaism, and Sufism. "Not every text makes clear reference to a period of difficulty on the contemplative path," Britton says, "but many did." Related Story What Happens to the Brain During Spiritual Experiences?

the oscillations of spiritual life parallel the experience of learning to walk, very similar to the metaphor Saint John of the Cross uses in terms of a mother weaning a child … first you are held up by a parent and it is exhilarating and wonderful, and then they take their hands away and it is terrifying and the child feels abandoned."

while meditators can better avoid difficult experiences under the guidance of seasoned teachers, there are cases where such experiences are useful signs of progress in contemplative development. Distinguishing between the two, however, remains a challenge.

this widespread assumption—that meditation exists only for stress reduction and labor productivity, "because that's what Americans value"—narrows the scope of the scientific lens. When the time comes to develop hypotheses around the effects of meditation, the only acceptable—and fundable—research questions are the ones that promise to deliver the answers we want to hear.

"Does it promote good relationships? Does it reduce cortisol? Does it help me work harder?" asks Britton, referencing these more lucrative questions. Because studies have shown that meditation does satisfy such interests, the results, she says, are vigorously reported to the public. "But," she cautions, "what about when meditation plays a role in creating an experience that then leads to a breakup, a psychotic break, or an inability to focus at work?"

Given the juggernaut—economic and otherwise—behind the mindfulness movement, there is a lot at stake in exploring a shadow side of meditation. Upton Sinclair once observed how difficult it is to get a man to understand something when his salary depends on his not understanding it.

Among the nearly 40 dark night subjects her team has formally interviewed over the past few years, she says most were "fairly out of commission, fairly impaired for between six months [and] more than 20 years."

The Dark Night Project is young, and still very much in progress. Researchers in the field are just beginning to carefully collect and sort through the narratives of difficult meditation-related experiences. Britton has presented her findings at major Buddhist and scientific conferences, prominent retreat centers, and even to the Dalai Lama at the 24th Mind and Life Dialogue in 2012.

"There are parts of me that just want meditation to be all good. I find myself in denial sometimes, where I just want to forget all that I've learned and go back to being happy about mindfulness and promoting it, but then I get another phone call and meet someone who's in distress, and I see the devastation in their eyes, and I can't deny that this is happening. As much as I want to investigate and promote contemplative practices and contribute to the well-being of humanity through that, I feel a deeper commitment to what's actually true."

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.

Trump's administration has repeatedly attacked the rules-based multilateral system, on the basis that America has been shortchanged by unfair rules and a disproportionate burden of cost.

Ukraine.

. It remains an important country in an important region for the US, sitting as it does on the dangerous fault line between Putin's Russia and US-allied Europe.

Ukraine has been in crisis.

Ukraine needs American assistance

Trump has contradicted US policy.

"the people of Crimea, from what I've heard, would rather be with Russia than where they were."

If Biden wants to return to the source of all those ills, Ukraine is the place to start.

send an unambiguous signal to Putin that the US has Ukraine's back

The November election was anything but a mass repudiation of Trumpism and his America-first policies

Biden needs to act quickly to salvage America's reputation overseas, lest the void be filled by other world leaders less interested in the promotion of values we hold so dear.

Trump and his White House are mocking presumptive Democratic 2020 rival Joe Biden for wearing a mask in public as conservative commentators brand the practice as elite liberal fear-mongering. Biden, in his first in-person interview since the stay-at-home orders, lashed back at Trump in reply, telling CNN's Dana Bash that the President's "macho" and "falsely masculine" behavior was "stoking deaths" in comments that will only deepen national estrangement on the issue.

Many Republican governors who strongly support Trump in most areas are beseeching their fellow citizens to wear masks as they try to balance reopening with a desire to avoid a spike in Covid-19 cases.

The battle over masks may inject another heated note into Virginia politics. Democratic Gov. Ralph Northam said Tuesday that anyone within a public indoor space or who is on public transport in the state would be required to wear a mask.

Talk show titan Rush Limbaugh on Tuesday warned that masks have become a "required symbol on the left to promote fear, to promote indecision, to promote the notion that we're nowhere near out of this."

In a Quinnipiac University poll last week, 64% of Americans said everyone should be required to wear masks in public. But while 90% of Democrats said Trump should mask up, only 38% of Republicans agreed.

The Centers for Disease Control and Prevention recommends "wearing cloth face coverings in public settings where other social distancing measures are difficult to maintain (e.g., grocery stores and pharmacies) especially in areas of significant community-based transmission." It has not recommended Americans wear masks in their homes.

The overarching claims of the story were disingenuous and horrifying; the facts it included had been removed from all useful context and placed in a new, sinister one; its insinuating mention of “Muslim martyrs,” in proximity to mentions of Mr. Khan’s son, and its misleading and strategic mention of Shariah law, amounted to a repulsive smear. It was a story that appealed to bigoted ideas and that would clearly appeal to those who held them.

This was a story the likes of which was an enormous force in this election, clearly designed to function well within Facebook’s economy of sharing. And it probably would not run afoul of the narrow definition of “fake news.”

Stories like that one get to the heart of the rhetorical and strategic risk of holding up “fake news” as a broad media offensive position, especially after an election cycle characterized by the euphoric inversion of rhetoric by some of Mr. Trump’s supporters, and by the candidate himself

This tactic was used on the language of social justice, which was appropriated by opponents and redeployed nihilistically, in an open effort to sap its power while simultaneously taking advantage of what power it retained

Anti-racists were cast as the real racists. Progressives were cast as secretly regressive on their own terms

This was not a new tactic, but it was newly effective. It didn’t matter that its targets knew that it was a bad-faith maneuver, a clear bid for power rather than an attempt to engage or reason. The referees called foul, but nobody could hear them over the roar of the crowds. Or maybe they could, but realized that nobody could make them listen.

This wide formulation of “fake news” will be applied back to the traditional news media, which does not yet understand how threatened its ability is to declare things true, even when they are.

the worst identified defenders make their money outside Facebook anyway.

Another narrow response from Facebook could be to assert editorial control over external forces

Facebook is a place where people construct and project identities to friends, family and peers. It is a marketplace in which news is valuable mainly to the extent that it serves those identities. It is a system built on ranking and vetting and votin

Fake news operations are closely aligned with the experienced incentives of the Facebook economy

the outrage is at risk of being misdirected, and will be followed by the realization that the colloquial “fake news” — the newslike media, amateur and professional, for which truth is defined first in personal and political terms, and which must only meet the bar of not being obviously, inarguably, demonstrably false — will continue growing apace, gaining authority by sheer force

Media companies have spent years looking to Facebook, waiting for the company to present a solution to their mounting business concerns

Those who expect the operator of the dominant media ecosystem of our time, in response to getting caught promoting lies, to suddenly return authority to the companies it has superseded are in for a similar surprise.

it helped shift moral psychology away from rationalist models that dominated in the 1980s and 1990s. In its place Haidt offered an understanding of morality from an intuitive and automatic level. As Haidt says on his website, “we are just not very good at thinking open-mindedly about moral issues, so rationalist models end up being poor descriptions of actual moral psychology.”

“the mind is divided into parts that sometimes conflict. Like a rider on the back of an elephant, the conscious, reasoning part of the mind has only limited control of what the elephant does.”

In the last few decades psychology began to understand the unconscious mind not as dark and suppressed as Freud did, but as intuitive, highly intelligent and necessary for good conscious reasoning. “Elephants,” he reminded me, “are really smart, much smarter than horses.”

we are 90 percent chimp 10 percent bee. That is to say, though we are inherently selfish, human nature is also about being what he terms “groupish.” He explained to me like this:

they developed the idea that humans possess six universal moral modules, or moral “foundations,” that get built upon to varying degrees across culture and time. They are: Care/harm, Fairness/cheating, Loyalty/betrayal, Authority/subversion, Sanctity/degradation, and Liberty/oppression. Haidt describes these six modules like a “tongue with six taste receptors.” “In this analogy,” he explains in the book, “the moral matrix of a culture is something like its cuisine: it’s a cultural construction, influenced by accidents of environment and history, but it’s not so flexible that anything goes. You can’t have a cuisine based on grass and tree bark, or even one based primarily on bitter tastes. Cuisines vary, but they all must please tongues equipped with the same five taste receptors. Moral matrices vary, but they all must please righteous minds equipped with the same six social receptors.”

The questionnaire eventually manifested itself into the website www.YourMorals.org, and it has since gathered over two hundred thousand data points. Here is what they found:

This is the crux of the disagreement between liberals and conservatives. As the graph illustrates, liberals value Care and Fairness much more than the other three moral foundations whereas conservative endorse all five more or less equally. This shouldn’t sound too surprising, liberals tend to value universal rights and reject the idea of the United States being superior while conservatives tend to be less concerned about the latest United Nation declaration and more partial to the United States as a superior nation.

Haidt began reading political psychology. Karen Stenner’s The Authoritarian Dynamic, “conveyed some key insights about protecting the group that were particularly insightful,” he said. The work of the French sociologist Emile Durkheim was also vital. In contrast to John Stuart Mill, a Durkheimian society, as Haidt explains in an essay for edge.org, “would value self-control over self-expression, duty over rights, and loyalty to one’s groups over concerns for out-groups.”

He was motivated to write The Righteous Mind after Kerry lost the 2004 election: “I thought he did a terrible job of making moral appeals so I began thinking about how I could apply moral psychology to understand political divisions. I started studying the politics of culture and realized how liberals and conservatives lived in their own closed worlds.” Each of these worlds, as Haidt explains in the book, “provides a complete, unified, and emotionally compelling worldview, easily justified by observable evidence and nearly impregnable to attack by arguments from outsiders.” He describes them as “moral matrices,” and thinks that moral psychology can help him understand them.

“When I say that human nature is selfish, I mean that our minds contain a variety of mental mechanisms that make us adept at promoting our own interests, in competition with our peers. When I say that human nature is also groupish, I mean that our minds contain a variety of mental mechanisms that make us adept at promoting our group’s interests, in competition with other groups. We are not saints, but we are sometimes good team players.” This is what people who had studied morality had not realized, “that we evolved not just so I can treat you well or compete with you, but at the same time we can compete with them.”

At first, Haidt reminds us that we are all trapped in a moral matrix where

our “elephants” only look for what confirms its moral intuitions while our “riders” play the role of the lawyer; we team up with people who share similar matrices and become close-minded; and we forget that morality is diverse. But on the other hand, Haidt is offering us a choice: take the blue pill and remain happily delusional about your worldview, or take the red pill, and, as he said in his 2008 TED talk, “learn some moral psychology and step outside your moral matrix.”

The great Asian religions, Haidt reminded the crowd at TED, swallowed their pride and took the red pill millennia ago. And by stepping out of their moral matrices they realized that societies flourish when they value all of the moral foundations to some degree. This is why Ying and Yang aren’t enemies, “they are both necessary, like night and day, for the functioning of the world.” Or, similarly, why the two of the high Gods in Hinduism, Vishnu the preserver (who stands for conservative principles) and Shiva the destroyer (who stands for liberal principles) work together.

“It’s going to be publicly accessible to the people you date, the people you work for. It’s fast becoming mainstream.”

Audi would begin offering promotions to Facebook users based on their Klout score. Last year, Virgin America used the company to offer highly rated influencers in Toronto free round-trip flights to San Francisco or Los Angeles.

it’s not enough to attract Twitter followers — you must inspire those followers to take action.

focus your digital presence on one or two areas of interest. Don’t be a generalist. Most importantly: be passionate, knowledgeable and trustworthy.

As for influence in the offline world — it doesn’t count.

Klout “lacks sentiment analysis” — so a user who generates a lot of digital chatter might receive a high score even though what’s being said about the user is negative.

we are moving closer to creating “social media caste systems,” where people with high scores get preferential treatment by retailers, prospective employers, even prospective dates.

The Vaccine article contains a number of important insights. First, the anti-vaccination cohort likes to move the goal posts: As scientists debunked the link between autism and mercury (once present in some childhood inoculations but now found mainly in certain flu vaccines), most activists dropped their mercury theory and point instead to aluminum or said that kids received “too many too soon.”

Second, it isn't clear whether scientists can "discredit" the movement's false claims at all: Its members are skeptical of what scientists have to say—not least because they suspect hidden connections between academia and pharmaceutical companies that manufacture the vaccines.

mere exposure to the current state of the scientific consensus will not sway hard-core opponents of vaccination. They are too vested in upholding their contrarian theories; some have consulting and speaking gigs to lose while others simply enjoy a sense of belonging to a community, no matter how kooky

attempts to influence communities that embrace pseudoscience or conspiracy theories by having independent experts or, worse, government workers join them—the much-debated antidote of “cognitive infiltration” proposed by Cass Sunstein (who now heads the Office of Information and Regulatory Affairs in the White House)—w

perhaps, it's time to accept that many of these communities aren't going to lose core members regardless of how much science or evidence is poured on them. Instead, resources should go into thwarting their growth by targeting their potential—rather than existent—members.

Given that censorship of search engines is not an appealing or even particularly viable option, what can be done to ensure that users are made aware that all the pseudoscientific advice they are likely to encounter may not be backed by science?

One is to train our browsers to flag information that may be suspicious or disputed. Thus, every time a claim like "vaccination leads to autism" appears in our browser, that sentence woul

The second—and not necessarily mutually exclusive—option is to nudge search engines to take more responsibility for their index and exercise a heavier curatorial control in presenting search results for issues like "global warming" or "vaccination." Google already has a list of search queries that send most traffic to sites that trade in pseudoscience and conspiracy theories; why not treat them differently than normal queries? Thus, whenever users are presented with search results that are likely to send them to sites run by pseudoscientists or conspiracy theorists, Google may simply display a huge red banner asking users to exercise caution and check a previously generated list of authoritative resources before making up their minds.

In more than a dozen countries Google already does something similar for users who are searching for terms like "ways to die" or "suicidal thoughts" by placing a prominent red note urging them to call the National Suicide Prevention Hotline.

After 30 years of Mubarak rule and some $50 billion in U.S. aid, 33 percent of men and 56 percent of women in Egypt still can’t read or write.

What is her priority? Is it to end illiteracy? Is it to articulate a new vision about how Egypt can engage with the world and thrive in the 21st century? Is it to create a positive climate for foreign investors to create jobs desperately needed by young Egyptians? No, it’s to fall back on that golden oldie — that all of Egypt’s problems are the fault of outsiders who want to destabilize Egypt. So let’s jail some Western democracy consultants. That will restore Egypt’s dignity.

Not surprisingly, some members of the U.S. Congress are talking about cutting off the $1.3 billion in aid the U.S. gives Egypt’s army if these Americans are actually thrown in prison.