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because of our stuff. What kind of stuff? Who cares!

don’t do anything but take up space and look pretty for a season or two before being replaced by other, newer things – equally pretty and equally useless.

if you have more stuff than you do space to easily store it, your life will be spent a slave to your possessions.

We shop because we’re bored, anxious, depressed or angry, and we make the mistake of buying material goods and thinking they are treats which will fill the hole, soothe the wound, make us feel better. The problem is, they’re not treats, they’re responsibilities and what we own very quickly begins to own us.

when you buy something, you’re also taking on the task of disposing of it (responsibly or not) when you’re done with it. Our addiction to consumption is a vicious one, and it’s stressing us out.

A study published by UCLA showed that women’s stress hormones peaked during the times they were dealing with their possessions and material goods.

Our current solution to having too much stuff is as short-sighted as it is ineffective: when we run out of space, we simply buy a bigger house.

So if bigger homes aren’t the solution, what is? I suggest heading in the exact opposite direction: deliberately choose a life with less. Buy less and instantly you have less to store; you use less space. Eventually you can work less to pay for all of this stuff. Soon you will stress less too and, above all, your life will involve less waste.

wondering where to begin? Don’t. You know exactly where this journey starts. It starts with the stuff that makes you feel guilty, stressed or overwhelmed when you look at it.

Because when it comes to stuff, I promise you, you don’t need more labels or better systems or complicated Pinterest tutorials – all you need is less.

There is growing concern that as well as addicting users, technology is contributing toward so-called “continuous partial attention”, severely limiting people’s ability to focus, and possibly lowering IQ. One recent study showed that the mere presence of smartphones damages cognitive capacity – even when the device is turned off. “Everyone is distracted,” Rosenstein says. “All of the time.”

Drawing a straight line between addiction to social media and political earthquakes like Brexit and the rise of Donald Trump, they contend that digital forces have completely upended the political system and, left unchecked, could even render democracy as we know it obsolete.

Without irony, Eyal finished his talk with some personal tips for resisting the lure of technology. He told his audience he uses a Chrome extension, called DF YouTube, “which scrubs out a lot of those external triggers” he writes about in his book, and recommended an app called Pocket Points that “rewards you for staying off your phone when you need to focus”.

“One reason I think it is particularly important for us to talk about this now is that we may be the last generation that can remember life before,” Rosenstein says. It may or may not be relevant that Rosenstein, Pearlman and most of the tech insiders questioning today’s attention economy are in their 30s, members of the last generation that can remember a world in which telephones were plugged into walls.

One morning in April this year, designers, programmers and tech entrepreneurs from across the world gathered at a conference centre on the shore of the San Francisco Bay. They had each paid up to $1,700 to learn how to manipulate people into habitual use of their products, on a course curated by conference organiser Nir Eyal.

Eyal, 39, the author of Hooked: How to Build Habit-Forming Products, has spent several years consulting for the tech industry, teaching techniques he developed by closely studying how the Silicon Valley giants operate.

“The technologies we use have turned into compulsions, if not full-fledged addictions,” Eyal writes. “It’s the impulse to check a message notification. It’s the pull to visit YouTube, Facebook, or Twitter for just a few minutes, only to find yourself still tapping and scrolling an hour later.” None of this is an accident, he writes. It is all “just as their designers intended”

He explains the subtle psychological tricks that can be used to make people develop habits, such as varying the rewards people receive to create “a craving”, or exploiting negative emotions that can act as “triggers”. “Feelings of boredom, loneliness, frustration, confusion and indecisiveness often instigate a slight pain or irritation and prompt an almost instantaneous and often mindless action to quell the negative sensation,” Eyal writes.

The most seductive design, Harris explains, exploits the same psychological susceptibility that makes gambling so compulsive: variable rewards. When we tap those apps with red icons, we don’t know whether we’ll discover an interesting email, an avalanche of “likes”, or nothing at all. It is the possibility of disappointment that makes it so compulsive.

Finally, Eyal confided the lengths he goes to protect his own family. He has installed in his house an outlet timer connected to a router that cuts off access to the internet at a set time every day. “The idea is to remember that we are not powerless,” he said. “We are in control.

But are we? If the people who built these technologies are taking such radical steps to wean themselves free, can the rest of us reasonably be expected to exercise our free will?

Not according to Tristan Harris, a 33-year-old former Google employee turned vocal critic of the tech industry. “All of us are jacked into this system,” he says. “All of our minds can be hijacked. Our choices are not as free as we think they are.”

Harris, who has been branded “the closest thing Silicon Valley has to a conscience”, insists that billions of people have little choice over whether they use these now ubiquitous technologies, and are largely unaware of the invisible ways in which a small number of people in Silicon Valley are shaping their lives.

“I don’t know a more urgent problem than this,” Harris says. “It’s changing our democracy, and it’s changing our ability to have the conversations and relationships that we want with each other.” Harris went public – giving talks, writing papers, meeting lawmakers and campaigning for reform after three years struggling to effect change inside Google’s Mountain View headquarters.

He explored how LinkedIn exploits a need for social reciprocity to widen its network; how YouTube and Netflix autoplay videos and next episodes, depriving users of a choice about whether or not they want to keep watching; how Snapchat created its addictive Snapstreaks feature, encouraging near-constant communication between its mostly teenage users.

The techniques these companies use are not always generic: they can be algorithmically tailored to each person. An internal Facebook report leaked this year, for example, revealed that the company can identify when teens feel “insecure”, “worthless” and “need a confidence boost”. Such granular information, Harris adds, is “a perfect model of what buttons you can push in a particular person”.

Tech companies can exploit such vulnerabilities to keep people hooked; manipulating, for example, when people receive “likes” for their posts, ensuring they arrive when an individual is likely to feel vulnerable, or in need of approval, or maybe just bored. And the very same techniques can be sold to the highest bidder. “There’s no ethics,” he says. A company paying Facebook to use its levers of persuasion could be a car business targeting tailored advertisements to different types of users who want a new vehicle. Or it could be a Moscow-based troll farm seeking to turn voters in a swing county in Wisconsin.

It was Rosenstein’s colleague, Leah Pearlman, then a product manager at Facebook and on the team that created the Facebook “like”, who announced the feature in a 2009 blogpost. Now 35 and an illustrator, Pearlman confirmed via email that she, too, has grown disaffected with Facebook “likes” and other addictive feedback loops. She has installed a web browser plug-in to eradicate her Facebook news feed, and hired a social media manager to monitor her Facebook page so that she doesn’t have to.

Harris believes that tech companies never deliberately set out to make their products addictive. They were responding to the incentives of an advertising economy, experimenting with techniques that might capture people’s attention, even stumbling across highly effective design by accident.

It’s this that explains how the pull-to-refresh mechanism, whereby users swipe down, pause and wait to see what content appears, rapidly became one of the most addictive and ubiquitous design features in modern technology. “Each time you’re swiping down, it’s like a slot machine,” Harris says. “You don’t know what’s coming next. Sometimes it’s a beautiful photo. Sometimes it’s just an ad.”

The reality TV star’s campaign, he said, had heralded a watershed in which “the new, digitally supercharged dynamics of the attention economy have finally crossed a threshold and become manifest in the political realm”.

“Smartphones are useful tools,” he says. “But they’re addictive. Pull-to-refresh is addictive. Twitter is addictive. These are not good things. When I was working on them, it was not something I was mature enough to think about. I’m not saying I’m mature now, but I’m a little bit more mature, and I regret the downsides.”

All of it, he says, is reward-based behaviour that activates the brain’s dopamine pathways. He sometimes finds himself clicking on the red icons beside his apps “to make them go away”, but is conflicted about the ethics of exploiting people’s psychological vulnerabilities. “It is not inherently evil to bring people back to your product,” he says. “It’s capitalism.”

He identifies the advent of the smartphone as a turning point, raising the stakes in an arms race for people’s attention. “Facebook and Google assert with merit that they are giving users what they want,” McNamee says. “The same can be said about tobacco companies and drug dealers.”

McNamee chooses his words carefully. “The people who run Facebook and Google are good people, whose well-intentioned strategies have led to horrific unintended consequences,” he says. “The problem is that there is nothing the companies can do to address the harm unless they abandon their current advertising models.”

But how can Google and Facebook be forced to abandon the business models that have transformed them into two of the most profitable companies on the planet?

McNamee believes the companies he invested in should be subjected to greater regulation, including new anti-monopoly rules. In Washington, there is growing appetite, on both sides of the political divide, to rein in Silicon Valley. But McNamee worries the behemoths he helped build may already be too big to curtail.

Rosenstein, the Facebook “like” co-creator, believes there may be a case for state regulation of “psychologically manipulative advertising”, saying the moral impetus is comparable to taking action against fossil fuel or tobacco companies. “If we only care about profit maximisation,” he says, “we will go rapidly into dystopia.”

James Williams does not believe talk of dystopia is far-fetched. The ex-Google strategist who built the metrics system for the company’s global search advertising business, he has had a front-row view of an industry he describes as the “largest, most standardised and most centralised form of attentional control in human history”.

It is a journey that has led him to question whether democracy can survive the new technological age.

He says his epiphany came a few years ago, when he noticed he was surrounded by technology that was inhibiting him from concentrating on the things he wanted to focus on. “It was that kind of individual, existential realisation: what’s going on?” he says. “Isn’t technology supposed to be doing the complete opposite of this?

That discomfort was compounded during a moment at work, when he glanced at one of Google’s dashboards, a multicoloured display showing how much of people’s attention the company had commandeered for advertisers. “I realised: this is literally a million people that we’ve sort of nudged or persuaded to do this thing that they weren’t going to otherwise do,” he recalls.

Williams and Harris left Google around the same time, and co-founded an advocacy group, Time Well Spent, that seeks to build public momentum for a change in the way big tech companies think about design. Williams finds it hard to comprehend why this issue is not “on the front page of every newspaper every day.

“Eighty-seven percent of people wake up and go to sleep with their smartphones,” he says. The entire world now has a new prism through which to understand politics, and Williams worries the consequences are profound.

g. “The attention economy incentivises the design of technologies that grab our attention,” he says. “In so doing, it privileges our impulses over our intentions.”

That means privileging what is sensational over what is nuanced, appealing to emotion, anger and outrage. The news media is increasingly working in service to tech companies, Williams adds, and must play by the rules of the attention economy to “sensationalise, bait and entertain in order to survive”.

It is not just shady or bad actors who were exploiting the internet to change public opinion. The attention economy itself is set up to promote a phenomenon like Trump, who is masterly at grabbing and retaining the attention of supporters and critics alike, often by exploiting or creating outrage.

All of which has left Brichter, who has put his design work on the backburner while he focuses on building a house in New Jersey, questioning his legacy. “I’ve spent many hours and weeks and months and years thinking about whether anything I’ve done has made a net positive impact on society or humanity at all,” he says. He has blocked certain websites, turned off push notifications, restricted his use of the Telegram app to message only with his wife and two close friends, and tried to wean himself off Twitter. “I still waste time on it,” he confesses, “just reading stupid news I already know about.” He charges his phone in the kitchen, plugging it in at 7pm and not touching it until the next morning.

He stresses these dynamics are by no means isolated to the political right: they also play a role, he believes, in the unexpected popularity of leftwing politicians such as Bernie Sanders and Jeremy Corbyn, and the frequent outbreaks of internet outrage over issues that ignite fury among progressives.

All of which, Williams says, is not only distorting the way we view politics but, over time, may be changing the way we think, making us less rational and more impulsive. “We’ve habituated ourselves into a perpetual cognitive style of outrage, by internalising the dynamics of the medium,” he says.

It was another English science fiction writer, Aldous Huxley, who provided the more prescient observation when he warned that Orwellian-style coercion was less of a threat to democracy than the more subtle power of psychological manipulation, and “man’s almost infinite appetite for distractions”.

If the attention economy erodes our ability to remember, to reason, to make decisions for ourselves – faculties that are essential to self-governance – what hope is there for democracy itself?

“The dynamics of the attention economy are structurally set up to undermine the human will,” he says. “If politics is an expression of our human will, on individual and collective levels, then the attention economy is directly undermining the assumptions that democracy rests on.”

When I speak of elite education, I mean prestigious institutions like Harvard or Stanford or Williams as well as the larger universe of second-tier selective schools, but I also mean everything that leads up to and away from them—the private and affluent public high schools; the ever-growing industry of tutors and consultants and test-prep courses; the admissions process itself, squatting like a dragon at the entrance to adulthood; the brand-name graduate schools and employment opportunities that come after the B.A.; and the parents and communities, largely upper-middle class, who push their children into the maw of this machine.

Our system of elite education manufactures young people who are smart and talented and driven, yes, but also anxious, timid, and lost, with little intellectual curiosity and a stunted sense of purpose: trapped in a bubble of privilege, heading meekly in the same direction, great at what they’re doing but with no idea why they’re doing it.

“Super People,” the writer James Atlas has called them—the stereotypical ultra-high-achieving elite college students of today. A double major, a sport, a musical instrument, a couple of foreign languages, service work in distant corners of the globe, a few hobbies thrown in for good measure: They have mastered them all, and with a serene self-assurance

Like so many kids today, I went off to college like a sleepwalker. You chose the most prestigious place that let you in; up ahead were vaguely understood objectives: status, wealth—“success.” What it meant to actually get an education and why you might want one—all this was off the table.

It was only after 24 years in the Ivy League—college and a Ph.D. at Columbia, ten years on the faculty at Yale—that I started to think about what this system does to kids and how they can escape from it, what it does to our society and how we can dismantle it.

I taught many wonderful young people during my years in the Ivy League—bright, thoughtful, creative kids whom it was a pleasure to talk with and learn from. But most of them seemed content to color within the lines that their education had marked out for them. Very few were passionate about ideas. Very few saw college as part of a larger project of intellectual discovery and development. Everyone dressed as if they were ready to be interviewed at a moment’s notice.

Look beneath the façade of seamless well-adjustment, and what you often find are toxic levels of fear, anxiety, and depression, of emptiness and aimlessness and isolation. A large-scale survey of college freshmen recently found that self-reports of emotional well-being have fallen to their lowest level in the study’s 25-year history.

So extreme are the admission standards now that kids who manage to get into elite colleges have, by definition, never experienced anything but success. The prospect of not being successful terrifies them, disorients them. The cost of falling short, even temporarily, becomes not merely practical, but existential. The result is a violent aversion to risk.

There are exceptions, kids who insist, against all odds, on trying to get a real education. But their experience tends to make them feel like freaks. One student told me that a friend of hers had left Yale because she found the school “stifling to the parts of yourself that you’d call a soul.”

What no one seems to ask is what the “return” is supposed to be. Is it just about earning more money? Is the only purpose of an education to enable you to get a job? What, in short, is college for?

The first thing that college is for is to teach you to think.

College is an opportunity to stand outside the world for a few years, between the orthodoxy of your family and the exigencies of career, and contemplate things from a distance.

it is only through the act of establishing communication between the mind and the heart, the mind and experience, that you become an individual, a unique being—a soul. The job of college is to assist you to begin to do that. Books, ideas, works of art and thought, the pressure of the minds around you that are looking for their own answers in their own ways.

College is not the only chance to learn to think, but it is the best. One thing is certain: If you haven’t started by the time you finish your B.A., there’s little likelihood you’ll do it later. That is why an undergraduate experience devoted exclusively to career preparation is four years largely wasted.

Elite schools like to boast that they teach their students how to think, but all they mean is that they train them in the analytic and rhetorical skills that are necessary for success in business and the professions.

Everything is technocratic—the development of expertise—and everything is ultimately justified in technocratic terms.

Religious colleges—even obscure, regional schools that no one has ever heard of on the coasts—often do a much better job in that respect.

At least the classes at elite schools are academically rigorous, demanding on their own terms, no? Not necessarily. In the sciences, usually; in other disciplines, not so much

professors and students have largely entered into what one observer called a “nonaggression pact.”

higher marks for shoddier work.

today’s young people appear to be more socially engaged than kids have been for several decades and that they are more apt to harbor creative or entrepreneurial impulses

they tend to be played out within the same narrow conception of what constitutes a valid life: affluence, credentials, prestige.

Experience itself has been reduced to instrumental function, via the college essay. From learning to commodify your experiences for the application, the next step has been to seek out experiences in order to have them to commodify

there is now a thriving sector devoted to producing essay-ready summers

To be a high-achieving student is to constantly be urged to think of yourself as a future leader of society.

what these institutions mean by leadership is nothing more than getting to the top. Making partner at a major law firm or becoming a chief executive, climbing the greasy pole of whatever hierarchy you decide to attach yourself to. I don’t think it occurs to the people in charge of elite colleges that the concept of leadership ought to have a higher meaning, or, really, any meaning.

The irony is that elite students are told that they can be whatever they want, but most of them end up choosing to be one of a few very similar things

As of 2010, about a third of graduates went into financing or consulting at a number of top schools, including Harvard, Princeton, and Cornell.

Whole fields have disappeared from view: the clergy, the military, electoral politics, even academia itself, for the most part, including basic science

It’s considered glamorous to drop out of a selective college if you want to become the next Mark Zuckerberg, but ludicrous to stay in to become a social worker. “What Wall Street figured out,” as Ezra Klein has put it, “is that colleges are producing a large number of very smart, completely confused graduates. Kids who have ample mental horsepower, an incredible work ethic and no idea what to do next.”

t almost feels ridiculous to have to insist that colleges like Harvard are bastions of privilege, where the rich send their children to learn to walk, talk, and think like the rich. Don’t we already know this? They aren’t called elite colleges for nothing. But apparently we like pretending otherwise. We live in a meritocracy, after all.

Visit any elite campus across our great nation, and you can thrill to the heart-warming spectacle of the children of white businesspeople and professionals studying and playing alongside the children of black, Asian, and Latino businesspeople and professionals

That doesn’t mean there aren’t a few exceptions, but that is all they are. In fact, the group that is most disadvantaged by our current admissions policies are working-class and rural whites, who are hardly present

The college admissions game is not primarily about the lower and middle classes seeking to rise, or even about the upper-middle class attempting to maintain its position. It is about determining the exact hierarchy of status within the upper-middle class itself.

This system is exacerbating inequality, retarding social mobility, perpetuating privilege, and creating an elite that is isolated from the society that it’s supposed to lead. The numbers are undeniable. In 1985, 46 percent of incoming freshmen at the 250 most selective colleges came from the top quarter of the income distribution. By 2000, it was 55 percent

The major reason for the trend is clear. Not increasing tuition, though that is a factor, but the ever-growing cost of manufacturing children who are fit to compete in the college admissions game

Wealthy families start buying their children’s way into elite colleges almost from the moment they are born: music lessons, sports equipment, foreign travel (“enrichment” programs, to use the all-too-perfect term)—most important, of course, private-school tuition or the costs of living in a place with top-tier public schools.

s there anything that I can do, a lot of young people have written to ask me, to avoid becoming an out-of-touch, entitled little shit? I don’t have a satisfying answer, short of telling them to transfer to a public university. You cannot cogitate your way to sympathy with people of different backgrounds, still less to knowledge of them. You need to interact with them directly, and it has to be on an equal footing

Elite private colleges will never allow their students’ economic profile to mirror that of society as a whole. They can’t afford to—they need a critical mass of full payers and they need to tend to their donor base—and it’s not even clear that they’d want to.

Elite colleges are not just powerless to reverse the movement toward a more unequal society; their policies actively promote it.

The SAT is supposed to measure aptitude, but what it actually measures is parental income, which it tracks quite closely

U.S. News and World Report supplies the percentage of freshmen at each college who finished in the highest 10 percent of their high school class. Among the top 20 universities, the number is usually above 90 percent. I’d be wary of attending schools like that. Students determine the level of classroom discussion; they shape your values and expectations, for good and ill. It’s partly because of the students that I’d warn kids away from the Ivies and their ilk. Kids at less prestigious schools are apt to be more interesting, more curious, more open, and far less entitled and competitive.

The best option of all may be the second-tier—not second-rate—colleges, like Reed, Kenyon, Wesleyan, Sewanee, Mount Holyoke, and others. Instead of trying to compete with Harvard and Yale, these schools have retained their allegiance to real educational values.

Not being an entitled little shit is an admirable goal. But in the end, the deeper issue is the situation that makes it so hard to be anything else. The time has come, not simply to reform that system top to bottom, but to plot our exit to another kind of society altogether.

The education system has to act to mitigate the class system, not reproduce it. Affirmative action should be based on class instead of race, a change that many have been advocating for years. Preferences for legacies and athletes ought to be discarded. SAT scores should be weighted to account for socioeconomic factors. Colleges should put an end to résumé-stuffing by imposing a limit on the number of extracurriculars that kids can list on their applications. They ought to place more value on the kind of service jobs that lower-income students often take in high school and that high achievers almost never do. They should refuse to be impressed by any opportunity that was enabled by parental wealth

More broadly, they need to rethink their conception of merit. If schools are going to train a better class of leaders than the ones we have today, they’re going to have to ask themselves what kinds of qualities they need to promote. Selecting students by GPA or the number of extracurriculars more often benefits the faithful drudge than the original mind.

reforming the admissions process. That might address the problem of mediocrity, but it won’t address the greater one of inequality

The problem is the Ivy League itself. We have contracted the training of our leadership class to a set of private institutions. However much they claim to act for the common good, they will always place their interests first.

I’ve come to see that what we really need is to create one where you don’t have to go to the Ivy League, or any private college, to get a first-rate education.

High-quality public education, financed with public money, for the benefit of all

Everybody gets an equal chance to go as far as their hard work and talent will take them—you know, the American dream. Everyone who wants it gets to have the kind of mind-expanding, soul-enriching experience that a liberal arts education provides.

We recognize that free, quality K–12 education is a right of citizenship. We also need to recognize—as we once did and as many countries still do—that the same is true of higher education. We have tried aristocracy. We have tried meritocracy. Now it’s time to try democracy.

Live Nation Rules Music Ticketing, Some Say With Threats

To the Stoics, contributing to public affairs was a critical duty of the philosopher. Could Seneca decline to serve because he disagreed with the emperor? Could he leave a deranged Nero unsupervised? In time, Seneca would also come to the conclusion that when “the state is so rotten as to be past helping, if evil has entire dominion over it, the wise man will not labor in vain or waste his strength in unprofitable efforts.”

My own early career involved some questionable service to businesspeople. Employed and paid by them, I planned and carried out controversial publicity stunts, and used dishonest tactics with the public and the media. When I finally left those roles, I found a knowledge of Stoic philosophy integral to my ability to assess my past actions, and set a more honorable course going forward.

Seneca seemed to realize only belatedly that one can contribute to his fellow citizens in ways other than through the state — for instance, by writing or simply by being a good man at home.

In 65 A.D., Seneca would again find that philosophy did not exist only in the ethereal world. Conspirators began to plot against Nero’s life, and Seneca, finally accepting that the monster he had helped create needed to be stopped, appears to have participated — or covered for those who did.

The effort failed but provided Seneca an opportunity: His life up to that point had contradicted many of his own teachings, but now when Nero’s guards came and demanded his life, he would be brave and wise. The man who had written much about learning how to die and facing the end without fear would comfort his friends, finish an essay he was writing and distribute some finished pieces for safekeeping. Then, he slit his veins, took hemlock and succumbed to the suffocating steam of a bath.

We’ve known for a while that Facebook enables online communication with friends and family—but also a sharply targeted form of bullying. That it wastes our time. That, whatever relationships it nurtures, it kills off others entirely.

We registered as Facebook users imagining ourselves vacationing at a new resort, but it turned out to be a nudist colony

The Cambridge Analytica scandal came on like a slap, the kind that breaks the spell and makes you wonder what on earth you’ve been doing. How had we given so much away? We squandered assets we may never regain—privacy, dignity—and for what?

But privacy is also a shield, and it protects subject and observer alike

Mr. Zuckerberg’s promise to protect our data is laughable because exploiting our data is precisely his business.

Over the years, Facebook pushed us to share more of ourselves. “What are you doing right now?” became “What’s on your mind, Abigail?” It jiggered the order of posts to keep our navels and our friends’ well-gazed, all the while rendering us more vulnerable to abuse

When we discovered our pockets had been picked, Facebook suddenly seemed more hustler than host; its endless party, one great confidence scheme.

And now, Congress is calling on Mr. Zuckerberg to fix the problem as if the problem weren’t Facebook itself

Is there any piece of data about us that, on principle, Mr. Zuckerberg wouldn’t monetize

But we’re not happier.

Technology alone is not to blame, as in many ways our uneasiness with our condition seems an old trait.

Given how few we encounter on a regular basis, this threat detection system has been co-opted by the luxury of security, causing Harari to realize that: The most common reaction of the human mind to achievement is not satisfaction, but craving for more.

The Buddha actually warned against such a chase, deciding contentment was more worthwhile (and saner). The pursuit of pleasure is the root of suffering.

As Trentmann points out, the Latin consumere meant a “physical exhaustion of matter.” For example, the wasting disease, tuberculosis, was referred to as consumption. While we’ve redefined that word in modern times the original intention seems destined to win out.

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.

The findings suggest that a lot of the time, energy, and money poured into traditional campaigning methods is wasted, and that the campaign operatives hawking tried-and-true tactics don’t have the evidence to back up their claims.

It also casts doubt on the theory of the swing voter who can be persuaded with enough flyers, ad exposure, and conversations with earnest volunteers

In reality, Broockman and Kalla find, direct outreach is most effective at improving voter turnout, suggesting that campaigns should focus on getting their core supporters to the polls than reaching out to a mythical middle.

This new study suggests that intentionally curated, issue-specific persuasion campaigns may shift people’s views more easily than partisan political campaigns.

Emma Green: So, is political campaigning useless?Joshua Kalla: The short answer is ‘no.

There are lots of things that campaigning can accomplish. Two decades of research on voter registration and hundreds of field experiments show really cost-effective ways to increase turnout in the base.But on persuasion, yes, we find that on average, there are very small effects.

Kalla: A lot of campaign operatives think there’s this big pool of moderate, undecided voters that we can spend money on to persuade them to our side. That strategy is probably not the right strategy. And we should be skeptical of big claims of persuasion.

Kalla: All the money is being poured into the same time and the same place. It’s hard to imagine that the hundredth TV ad that a person views is really worth it from a monetary perspective, versus that same money spent in a different race or a lower race. There’s a case to be made that too much money is being spent in the same ways and on the same people.

But the takeaway from this paper should not be that campaigns should stop. Campaigns do a lot of work that is measurable in return on getting voters to vote, and persuading voters. It’s just a question of how the money is spent.

Kalla: The first order of understanding an election and how people vote is partisan identity. Most people vote based on whether there’s a D or an R next to their name. Unpacking that should be more the focus than the horserace.

We don’t see persuasive effects in general elections where a Democrat is talking to a Republican. But in ballot-measure campaigns and primaries and the transgender work, it seems that persuasion is possible.

Most Americans view themselves in a partisan lens. When it comes time to vote, it’s less a function of a person running for office than a person with a party label beside his or her name.

Green: But what about the roughly 39 percent of Americans who identify as independents?Kalla: A lot of independents tend to be what political scientists term as “closeted partisans.” They might not explicitly identify with a party, but if you ask them which party they lean toward, they’ll often give you an answer. Their behavior tends to look a lot like the behavior of people who explicitly identify as partisans.

Green: Our democracy is based on this romantic idea that encounters in the public square—conversations, essays, speeches, etc.— have the power to change how people view the world. If you’re saying that’s basically not true, where does that leave us? Are we all just destined to remain isolated in the prisons of our own convictions?

Kalla: I want to draw a distinction with the transgender canvassing work. That was very much focusing on getting people to be introspective and think about times that they or their loved ones have been discriminated against, and how that made them feel, and how that real, lived experience informs their views on non-discrimination laws and views toward LGBT people. That’s close to an ideal of how we want democracy to function.

That’s not the type of discourse you see in campaigns. I don’t think TV ads or every glossy postcard is really going to lead to enlightened discourse among the American public.

. In 2009, the researchers reported in the Journal of the American Medical Association that taking high doses of vitamin B12 along with folic acid (technically vitamin B9) was associated with greater risk of cancer and all-cause mortality.

There are legitimate and important uses for B-vitamin supplements, but the emerging evidence suggests we’re best to treat them more like pharmaceuticals than like panaceas to be shoveled into us in pursuit of energy, metabolic fortitude, “cardioprotection,” “bone wellness,” or whatever way in which we’d like to be better.

The research team is quick to note that the doses of B vitamins in question are enormous. The U.S. Recommended Dietary Allowance for B6 is 1.7 milligrams per day, and for B12 it’s 2.4 micrograms. The high-risk group in the study was taking around 20 times these amounts.That could seem nonsensical, except that these are the doses for sale at healthy-seeming places like Whole Foods and GNC. Many sellers offer daily 100-milligram B6 pills. B12 is available in doses of 5,000 micrograms.

Lung-cancer risk among men who took 20 milligrams of B6 daily for years was twice that of men who didn’t. Among people who smoke, the effect appeared to be synergistic, with B6 usage increasing risk threefold. The risk was even worse among smokers taking B12. Using more than 55 micrograms daily appeared to almost quadruple lung-cancer risk.

The current law gives consumers no reason to expect that risks will be listed on the labels of these products, or that health claims are accurate. A product like a high-dose B6 and B12 supplement hits shelves, and only decades later do researchers begin to understand the long-term health effects, who might benefit from taking it, and who might be harmed.  

Worse still, the practice also impacts the ocean’s ability to absorb atmospheric carbon: if the water is already saturated from sources down below, it will be unable to absorb human-caused emissions from above, hamstringing one of our best assets in the fight against climate change.

Technological innovations such as green power generation and battery storage are vital for reducing global greenhouse gas emissions. But we still need to reduce atmospheric carbon, and so far technology has not been able to do that affordably and at scale.

But that hasn’t happened yet. A study published March 10 by the U.N. Environment Program, in partnership with the University of Oxford, found that of the $14.6 trillion committed by governments of the world’s 50 largest economies in 2020, just 2.5% was on programs likely to decrease greenhouse-gas emissions, lower pollution or restoring degraded natural systems.

Based on proportion of GDP, Spain, South Korea, and the U.K. led on green spending during the pandemic—though that is partly because these countries have announced the allocations of greater shares of their recovery plans than most countries so far. But when considering green spending as a proportion of recovery funds so far announced, Denmark, Finland, Germany, France, Norway, and Poland led.

“Trillions in fiscal spending [still to be announced] provide the greatest opportunity in decades to reorient for the future,” it reads. “Citizens, businesses, policy makers, and politicians must hold each other to account to ensure that the opportunity is not wasted.”

I am optimistic about a favourable shift in the political wind. The youth climate movement has galvanised attention and re-centred the debate on intergenerational ethics. We are seeing a tipping point in public consciousness. That bodes well. There is still a viable way forward to avoid climate catastrophe.

You can see from the talking points of inactivists that they are really in retreat. Republican pollsters like Frank Luntz have advised clients in the fossil fuel industry and the politicians who carry water for them that you can’t get away with denying climate change any more.

Let’s dig into deniers’ tactics. One that you mention is deflection. What are the telltale signs?Any time you are told a problem is your fault because you are not behaving responsibly, there is a good chance that you are being deflected from systemic solutions and policies

Blaming the individual is a tried and trusted playbook that we have seen in the past with other industries. In the 1970s, Coca Cola and the beverage industry did this very effectively to convince us we don’t need regulations on waste disposal. Because of that we now have a global plastic crisis. The same tactics are evident in the gun lobby’s motto, “guns don’t kill people, people kill people”, which is classic deflection

look at BP, which gave us the world’s first individual carbon footprint calculator. Why did they do that? Because BP wanted us looking at our carbon footprint not theirs.

Of course lifestyle changes are necessary but they alone won’t get us where we need to be. They make us more healthy, save money and set a good example for others.

But we can’t allow the forces of inaction to convince us these actions alone are the solution and that we don’t need systemic changes

I don’t eat meat. We get power from renewable energy. I have a plug-in hybrid vehicle. I do those things and encourage others to do them. but i don’t think it is helpful to shame people people who are not as far along as you.

Instead, let’s help everybody to move in that direction. That is what policy and system change is about: creating incentives so even those who don’t think about their environmental footprint are still led in that direction.

Another new front in the new climate war is what you call “doomism”. What do you mean by that?Doom-mongering has overtaken denial as a threat and as a tactic. Inactivists know that if people believe there is nothing you can do, they are led down a path of disengagement

They unwittingly do the bidding of fossil fuel interests by giving up.What is so pernicious about this is that it seeks to weaponise environmental progressives who would otherwise be on the frontline demanding change. These are folk of good intentions and good will, but they become disillusioned or depressed and they fall into despair.

Many of the prominent doomist narratives – [Jonathan] Franzen, David Wallace-Wells, the Deep Adaptation movement – can be traced back to a false notion that an Arctic methane bomb will cause runaway warming and extinguish all life on earth within 10 years. This is completely wrong. There is no science to support that.

Good people fall victim to doomism. I do too sometimes. It can be enabling and empowering as long as you don’t get stuck there. It is up to others to help ensure that experience can be cathartic.

the entry of new participants. Bill Gates is perhaps the most prominent. His new book, How to Prevent a Climate Disaster, offers a systems analyst approach to the problem, a kind of operating system upgrade for the planet. What do you make of his take?I want to thank him for using his platform to raise awareness of the climate crisis

I disagree with him quite sharply on the prescription. His view is overly technocratic and premised on an underestimate of the role that renewable energy can play in decarbonising our civilisation

If you understate that potential, you are forced to make other risky choices, such as geoengineering and carbon capture and sequestration. Investment in those unproven options would crowd out investment in better solutions.

Gates writes that he doesn’t know the political solution to climate change. But the politics are the problem buddy. If you don’t have a prescription of how to solve that, then you don’t have a solution and perhaps your solution might be taking us down the wrong path.

What are the prospects for political change with Joe Biden in the White House?Breathtaking. Biden has surprised even the most ardent climate hawks in the boldness of his first 100 day agenda, which goes well beyond any previous president, including Obama when it comes to use of executive actions. He has incorporated climate policy into every single government agency and we have seen massive investments in renewable energy infrastructure, cuts in subsidies for fossil fuels, and the cancellation of the Keystone XL pipeline.

On the international front, the appointment of John Kerry, who helped negotiate the Paris Accord, has telegraphed to the rest of the world that the US is back and ready to lead again

That is huge and puts pressure on intransigent state actors like [Australian prime minister] Scott Morrison, who has been a friend of the fossil fuel industry in Australia. Morrison has changed his rhetoric dramatically since Biden became president. I think that creates an opportunity like no other.

Have the prospects for that been helped or hindered by Covid?I see a perfect storm of climate opportunity. Terrible as the pandemic has been, this tragedy can also provide lessons, particularly on the importance of listening to the word of science when facing risks

Out of this crisis can come a collective reconsideration of our priorities. How to live sustainably on a finite planet with finite space, food and water. A year from now, memories and impacts of coronavirus will still feel painful, but the crisis itself will be in the rear-view mirror thanks to vaccines. What will loom larger will be the greater crisis we face – the climate crisis.

Sarah Everard in London. Soon Chung Park, Hyun Jung Grant, Suncha Kim, Yong Ae Yue, Delaina Ashley Yaun, Xiaojie Tan and Daoyou Feng in Atlanta.

Eight women, two continents apart, killed in the space of two weeks. The suspects in both cases are men.

London, Ms. Everard disappeared while walking home from a friend’s house, and was found dead a week later. A police officer was charged with kidnapping and murdering her.

In Atlanta, a gunman stormed three massage parlors and shot and killed eight people — seven of them women, six of them Asian — raising speculation that the attack was racially motivated

In the days after Ms. Everard’s body was found and protests calling for deeper social change grew across the United Kingdom

the British government announced an experimental pilot program (though there is no fixed start date yet) that would categorize cases of gender-based violence and harassment motivated by misogyny as hate crimes.

“Across the country, women everywhere are looking to us not just to express sympathy with their concerns, but to act,”

“Stop telling them to stay at home and be careful, and start finding those responsible for the violence.”

In Atlanta, the arrested suspect told the police he had a “sexual addiction,” according to the Cherokee County Sheriff’s Office, prompting some activists to call for him to be charged with a hate crime there, too.

“What can’t be forgotten is the hate crime statute says ‘because of gender’ as well,”

“The angle of misogyny has to be looked at.”

Do ‘sweat the small stuff’

As women around the world watched the two events unfold, they started sharing their own stories on social media of having been in similar situations that had the potential to escalate and turn similarly violent.

Women spoke of all of the things that they — like Ms. Everard — did “right,” including walking on well-lit streets, and talking on the phone or clutching their keys in their pockets while doing so — and described how they still ended up in dangerous situations.

Asian women spoke of all of the ways in which sexism and racism coalesce to expose them to a unique form of harassment that can lead to violence and abuse.

Their stories confirm that violence against women isn’t an aberration, but a “global public health” crisis of “epidemic proportions,”

In the United States, one online survey in 2018 found that 81 percent of women had experienced some kind of sexual harassment during their lifetimes. In the United Kingdom, 97 percent of women aged 18 to 24 said they had been sexually harassed, according to UN Women UK.

These numbers are all from before the coronavirus pandemic; with the onset of the health crisis, domestic abuse surged and public spaces became eerily empty, leaving women feeling increasingly worried about their safety.

Violence against women is consistently underreported because women are scared of retaliation for speaking out or they fear the stigma associated with sexual violence,

UN Women’s initiative to end gender-based violence.

“We’re not joining the dots, nobody is making connections,

“There is a big picture here that we are just repeatedly missing. There are connections between the normalized daily behaviors that we brush off and the more serious abuses.”

a woman recalls that when she was in school, at age 13 or 14, a few girls complained to a teacher that the boys in their class had been groping them and the teacher said that they were “being oversensitive.

In another example, a woman recalls waiting at a bus stop when a man walked up to her and grabbed her bottom but everyone around her who had witnessed the incident remained silent.

a woman recalls how a man sat directly opposite her on the train and touched himself and then got off the train on the next stop, as if nothing had happened.

There is plenty of evidence to suggest that misogyny and gender-based violence are also correlated with broader threats

a spike in gender-based violence — particularly domestic violence — correlates with “rising levels of insecurity in society more broadly.”

A sudden disappearance of girls from schools, for example, could point to a rise of fundamentalist views

“If only we were to listen to women and pay attention to the misogyny and aggression and violence that they deal with on a daily basis.”

As pervasive as sexism, misogyny and gender-based violence are, none are inevitable and they can be countered

“The term ‘violence against women’ is a passive construction — there’s no active agent, it’s a bad thing that happens to women,” he explained, but it’s as if “nobody’s doing it to them.”

“shifts the accountability off of men and the culture that produces them and puts it onto women.”

The second step is recognizing that male aggression against women is a manifestation of a broader systemic problem. “There’s this impulse to pathologize the individual perpetrators — that somehow the individual perpetrator is some monster who just kind of crawled out of the swamp,

“But if you accept the concept that it’s systemic, then there are policy implications and political implications and introspection that can be uncomfortable.

“And how that message plays in the community, how you talk about it, how you have police understand it.”

“Making misogyny a crime is like making racism a crime — it’s unfortunate, it’s ugly and we wish people wouldn’t do it, but you can’t punish somebody for saying something,” he said.

In other words, they’d have to show that the man assaulted her because she’s a woman, which is a tough standard to meet.

In the United States, a crime motivated by gender bias is considered a hate crime at the federal level and in 35 states.

Reporting hate crimes also requires a police force that is trained to appropriately respond to those complaints.

But that would only broaden the powers of law enforcement, which several women’s rights groups argue wouldn’t do much to prompt deeper cultural change.

. Many still felt, according to the survey, that incidents like name calling or groping seemed too normal for the police to take seriously.

“So what’s the point of me going to the police station and sitting there for two hours with a policeman who probably just thinks, ‘Why are you wasting my time?’”

Vice President Mike Pence to enact the 25th Amendment on the House floor.

House Democrat introduces resolution calling on Pence to invoke 25th Amendment

“Total waste of time,”

He urged Pelosi and all members of Congress to "lower the temperature and unite our country as we prepare to inaugurate President-elect Joe Biden."

Pence also wrote that invoking the 25th Amendment "in such a manner would set a terrible precedent."

 reject the call to invoke the 25th Amendment to remove President Trump.

a pardon could stave off prosecution."

main concern is protecting himself and his family.

The riot at the Capitol raises the potential of new legal exposure for the President

Trump defended his remarks from Jan. 6, saying they were "appropriate

Trump might issue a blanket pardon to cover himself and his children up

he thinks that he and his family have been unfairly targeted

attack on the Capitol creates a new dynamic surrounding the messaging and "public relations"

As the most social apes, we inhabit a mirror-world in which every important relationship, whether with spouse, friend or child, shapes the brain, which in turn shapes our relationships.

Just consider how much learning happens when you choose a mate. Along with thrilling dependency comes glimpsing the world through another’s eyes; forsaking some habits and adopting others (good or bad); tasting new ideas, rituals, foods or landscapes; a slew of added friends and family; a tapestry of physical intimacy and affection; and many other catalysts, including a tornadic blast of attraction and attachment hormones — all of which revamp the brain.

During idylls of safety, when your brain knows you’re with someone you can trust, it needn’t waste precious resources coping with stressors or menace. Instead it may spend its lifeblood learning new things or fine-tuning the process of healing.

They can then be used as payment, with every transaction being recorded in a public list known as blockchain.

"The plan would be to dig a specific area of the landfill based on a grid reference system and recover the hard drive whilst adhering to all safety and environmental standards,

they refused the offer and won't even have a face to face discussion with me on the matter."

Howells first discovered that the hard drive was missing when his bitcoin was worth around $9 million. Based on the current rates, he estimates it would be worth around $273 million.

"The cost of digging up the landfill, storing and treating the waste could run into millions of pounds -- without any guarantee of either finding it or it still being in working order."

"If the lower animals — which have nervous systems — lack consciousness, the chances that plants without nervous systems have consciousness are effectively nil," Taiz said.

"Being unconscious is in all likelihood an advantage to plants and contributes to their evolutionary fitness," he added.

Trump said the administration would procure 100,000 ventilators in the next 100 days, amid fears that parts of the US are facing a looming shortage of the life-saving devices.

Under-funding this stimulus will drag the global economy down. And any appearance that corporations are getting a more fair deal than individuals will make people not want to comply. A lack of compliance will drag on the crisis.

When it falls into ruin, the entire global economy drags. We saw that happen during the financial crisis of 2008.

Congress could under-fund the US coronavirus stimulus package. If they do, they put not only the economy but the effort to fight the virus at risk.

this weekend the Senate was unable to pass aid legislation

Democrats also rejected the bill over a lack of labor protections that would only mandate corporations keep employees "to the extent possible." They want more limits on executive compensation and share buybacks, and they want more money for healthcare workers. They accuse Republicans of being cheap, and writing a deal that favors corporations over average Americans.

The only proposal that comes close to being generous enough for individuals comes from Democratic Rep. Rashida Tlaib. It would give a prepaid card with $2,000 to every American. That card would then be recharged with $1,000 monthly until one year after the end of the coronavirus crisis. This is the kind of plan that will make Americans believe the government has their back, not just the backs of big corporations.

The distrust that is bred by corruption will make it much harder to fight this virus, potentially dragging out the crisis. The vast majority of Americans already think that our lack of trust in each other and our government makes it hard to solve problems, according to Pew Research. If Americans feel like this whole aid package is a handout to big corporations — which they also distrust — they may stop listening to authorities.

Goldman Sachs estimates that the recession brought on by fighting off coronavirus will trough in April, knocking 10% off US GDP. Over time, bank analysts wrote last week, the economy should begin to grow again incrementally. How fast depends on how well Americans comply with government social-distancing mandates. Americans have to want to comply.

Small and midsize companies make up 83% of the US economy, and thousands of workers are already out of a job across the country. Means-testing initial payments to individuals — that is, restricting who gets the checks based on income — is a waste of time.