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Unknown to the general public in 2016, this “neighbor girl” won an Academy Award for best actress for her poignant appearance in the “Room”, the true story of a woman who was exiled with her child by predators. He had overtaken Cate Blanchett and Jennifer Lawrence, both of them had run out of statues, but also Charlotte Rampling and Saoirse Ronan.

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Facebook’s AI algorithms aren’t effective enough to automatically screen for violent images or child abuse, leaving the job to human moderators who are complaining about having to come into an office to screen harmful content during the coronavirus pandemic. In an open letter to the social media giant, over 200 content moderators said that the company’s technology was futile. “It is important to explain that the reason you have chosen to risk our lives is that this year Facebook tried using ‘AI’ to moderate content—and failed, ” it said. As COVID-19 spread across the world, Facebook ramped up its efforts to use machine learning algorithms to automatically remove toxic posts. The letter backed by Foxglove, a tech-focused non-profit, claimed that the technology would make it easier for human moderators since the worst content - graphic images of self-harm, violence, or child abuse - would be screened beforehand, leaving them with less harmful work like removing hate speech or misinformation. Initially there was some success, Cori Crider, director of Foxglove, told The Register. “During the at-home work period, at first, we did have reports of a decrease in people’s exposure to graphic content. But then, it appears from Facebook’s own transparency documents that this meant non-violating content got taken down and problematic stuff like self harm stayed up. This is the source of the drive to force these people back to the office. ” The moderators are kept six-feet away from each other, but there have been numerous cases of staff members being infected with COVID-19 in multiple offices. “Workers have asked Facebook leadership, and the leadership of your outsourcing firms like Accenture and CPL, to take urgent steps to protect us and value our work. You refused. We are publishing this letter because we are left with no choice, ” the letter continued. Now, they have asked Facebook to let them work from home more and to provide higher wages to those going into the office. They also want the company to offer health care and mental health services to help them deal with the psychological trauma of content moderation. A Facebook spokesperson told El Reg in a statement that the company already offers healthcare benefits and that most moderators have been working from home during the pandemic. “We appreciate the valuable work content reviewers do and we prioritize their health and safety. While we believe in having an open internal dialogue, these discussions need to be honest, " the spokesperson said. "The majority of these 15, 000 global content reviewers have been working from home and will continue to do so for the duration of the pandemic. All of them have access to health care and confidential wellbeing resources from their first day of employment, and Facebook has exceeded health guidance on keeping facilities safe for any in-office work. ” Although the moderators receive some support, they don’t get the same benefits as full-time Facebook employees do. “It is time to reorganize Facebook’s moderation work on the basis of equality and justice. We are the core of Facebook’s business. We deserve the rights and benefits of full Facebook staff, ” the moderators concluded. ®.

Last weekend’s Shangri-la Dialogue (SLD) was not a “game changer” but it did clarify and intensify the dangers that lie ahead and the options confronting the United States, China and the other players. No country can afford the risks of “playing chicken” with its military. Yet Washington and Beijing are continuing to play the game. Or, to switch metaphors, the fuse leading to an explosion is burning steadily, if still slowly. Fortunately, both sides realize other options are available. Secretary Carter’s post-SLD stop in Vietnam offers a comforting illustration. He followed up his evenhanded Singapore speech—acknowledging that China is not the only regional power engaging in questionable reef reclamation—by urging the Vietnamese to cease their recent modest efforts. If Vietnam adopts the idea, it will help deflate the PRC’s unacceptable attempt to defend its massive reclamation by arguing that “everybody’s doing it. ” In Singapore the PRC seemed hard-pressed to present any other justification for its worrisome transformations of reefs into military bases. A side-long glance at the currently quiet East China Sea (ECS) dispute between China and Japan reminds us that Beijing is capable of applying a softer pedal when it believes the circumstances warrant. Amid all the present rhetoric and concern that Beijing might declare an Air Defense Identification Zone ( ADIZ) in the South China Sea, one might ask to what extent Beijing has sought to enforce or even remind other countries about its blunder in declaring an ECS ADIZ. One obvious option—neutral arbitration of maritime disputes, as illustrated by the Philippines’ courageous suit against China—has not yet received sufficient attention from any of the other contestants bordering on the South China Sea or most commentators, despite Assistant Secretary of State Daniel Russel’s impressive May 13 endorsement of it before the Senate Foreign Relations Committee. Few others have bothered to acknowledge the existence of the authoritative United Nations Convention on the Law of the Sea (UNCLOS) system for peacefully settling disputes of this nature to which China as well as the Philippines, Japan, Vietnam, Malaysia and other relevant countries except the United States are committed. Of course, we should ask why the Senate has failed to give its advice and consent to U. S. accession to UNCLOS, thereby denying our country the opportunity to test China’s maritime claims before an impartial tribunal. Also, more immediately, we should ask why those countries that have already adhered to UNCLOS do not follow the Philippine example by taking advantage of their UNCLOS participation to challenge China’s maritime claims before an arbitration panel of the world’s experts on the law of the ngladesh and India, for example, recently settled their long and bitter dispute over the Bay of Bengal through an arbitration award that largely vindicated the Bangladesh position but that nevertheless was gracefully accepted by Prime Minister Modi’s government as the basis for future cooperation between the two countries. The PRC has successfully pressured some of its neighbors, especially Vietnam, to abstain from the relief that is available to them under UNCLOS. Ultimately, if it loses important aspects of the Philippine suit, the PRC will find that much of the international law bluster accompanying its actions will be dissipated and it will then have to confront the world community in a much-weakened posture. I have long suggested that Vietnam and the other South China Sea claimants that feel aggrieved by China launch their own arbitration cases against the PRC rather than remain legally prudent and politically passive. Japan also, given its great interest in freedom of navigation and political stability in the SCS, should bring its own case, in particular supporting the Philippine challenge to the so-called “9-dash line. ” Yet these reluctant dragons, with varying degrees of enthusiasm, understandably prefer the safer course of awaiting the decision in the Philippine case, which is due this winter. The tribunal will hold hearings next month in the Hague. To be sure, UNCLOS arbitration cannot decide the territorial sovereignty disputes concerning who owns what territory that underlie the maritime issues. That would require adjudication or arbitration by the International Court of Justice or some other independent tribunal agreed upon by the parties. But greater resort to UNCLOS arbitration would clear away important issues, promote prospects for further negotiation and constitute an encouraging precedent for using impartial tribunals to settle the territorial issues as well. The world is approaching a crisis with China. The institutions established by international law offer a significant opportunity for moderating increasing tensions. The United States and China’s neighbors need to make Beijing leaders more aware of the advantages to China as well as others of these useful means of peaceful settlement. “Bombard the Headquarters”, as they said in the Cultural Revolution, this time not with weapons but with international law petitions!

Lets leave politics out of this review. My wife understood exactly what RBG went thru. She is also a lawyer and says women have to be

much better than men in the legal of gender discrimination still exists. The equal pay bill still has not passed. RBG despite stellar class standing could not find a spot in a law,firm. She had to go into academia. The first part of the movie was a bit slow in my opinion. RBG young is not easy to believe. The second half involving the big case was interesting. No remarkable acting in this.

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My newest startup is Benjamin. No, it’s not a new consumer product or AI company with a familiar first name. Benjamin is my son. And only five months in, he is the most amazing product I’ve ever helped launch. He is also the one I least imagined being possible. I came of age when gay marriage was illegal and gay parenting frowned upon in most of the world. We still have a long way to go on these issues. After an early work experience ended with me being fired because I was gay, I decided to start my own business built on the values I care about. In 2012, I founded Credly, a tech company that helps organizations make human capital decisions based on skills and abilities, instead of bias and faulty assumptions. When my husband, Andy, and I decided to become parents, there were lots of eyeballs on us but no societal playbook to follow. Questions such as “With two dads, which one of you will stay home after the baby is born? ” (which for some translated to “Which one of you is the mom? ”) made us realize that whatever plans we made for parental leave would help educate and become a model for others. We saw a chance to help move past a conversation dominated by the archaic maternity-leave playbook, which has perpetuated bias against women in the workplace and permitted men to operate under lower expectations. Parental leave for all should be an expectation, not just a benefit Companies such as Credly that offer paid paternity leave are still rare. While the number of big businesses offering paid paternity leave is growing, just 9% of U. S. worksites offer it to all their employees. It is even more unusual that Andy and I each took a full month of parental leave. Although new fathers eligible for paid paternity leave are increasingly using the benefit, 76% return to work in less than a week and 96% in under two weeks. Most take less time than their benefit allows. Studies tell us why, though I’m pretty sure most women already know the answer: “to minimize the risk of stigmas and other penalties” in the workplace. Even as the CEO, I had concerns about whether my decision to take parental leave would adversely impact anyone’s perception of me or their confidence in my ability to keep leading. From my admittedly privileged position, the experience made me see how hard it is for millions of women to navigate this decision. They wonder if interviewers or managers are gaming out the likelihood they will get pregnant and take a leave. Companies should foster cultures where paid parental leave is an expectation for every new parent, regardless of gender. With more equal numbers of women and men taking leave, over time this will reduce fear and bias, as everyone will benefit and feel the impact more evenly. Gay executives should lead by example, and their companies should have their backs Gay dads—especially those in positions of management—need to lead the way and advocate for paid paternity leave. Obviously, this is easier said than done. When I started my career, there were very few gay business leaders who were out. While that’s been changing in some industries, there are still a lot of gay people experiencing unfairness in the workplace. Half of LGBTQ adults live in states where they can be fired for their sexual orientation. For gay people of color, the impact of employment discrimination is even worse. On a global basis, gay fathers receive less paid parental leave than different-sex and lesbian couples. However, when a gay executive publicly avails himself of parental leave, it demonstrates what a positive workplace culture looks like. As the leader of a company that serves a diverse global audience of employers and job seekers, and where more than 10% of our own employees identify as LGBTQ, my actions set an important tone. And whether they admit it or not, straight men are influenced by what gay men are doing too. When men feel safer taking parental leave, it reduces the relative stigma women experience at work and leads to greater gender parity in career opportunity. Encouraging new parents to spend time with their children is good for business When I “came out” as a dad-to-be to one of my fellow executives, his reaction caught me off guard: “That’s great! You are going to be so much better at your job. ” In his experience seeing others become parents—and my personal experience has now affirmed this—people with young children get really good really fast at prioritizing and getting stuff done. There’s a bath to give, a bedtime story to read, a tired partner ready to pass the baby baton. Meetings get more to the point, responsibilities and expectations get clearer. In short, people hold themselves and others more accountable for outcomes over inputs. And if you fancy your company to be built to last and mission-driven, there’s nothing like getting a member of your team to spend several weeks with their newborn to help them truly start to think about long-term growth and new possibilities. Forty-one percent of employees are parents. Imagine how encouraging more workers to take parental leave can have positive ripple effects for the entire organization. When people are permitted to be their true selves, they develop greater loyalty to and sense of engagement with their employer. And engagement leads to reduced absenteeism, increased productivity, and as much as 59% less turnover. The impact of having the right culture in your workplace is felt by customers, too. Customers are happier, and there are increases in sales, according to Gallup. Someday Benjamin will be old enough to judge my performance as a dad. In the meantime, I’m happy to be judged by how well my company lives up to the values of a new world of work that cares about fairness and equal access to opportunity—including the opportunity to spend some quality time with a new child. Jonathan Finkelstein is the founder and CEO of Credly.

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The two parties in Congress don’t agree on much these days. However, in the final days of December, they struck a deal that will give about 2 million federal workers paid time off following the birth of a baby, an adoption or the arrival of a foster child in their home. A growing number of states have passed similar laws. These new measures are aimed at addressing a major gap in American workplace policy. The United States is the only developed country that fails to guarantee paid parental leave to workers generally. As an expert on the laws and policies that govern employment and families, I’ve studied parental leave laws around the world. In my view, the new U. S. laws are an important step forward, but I think they treat single-parent families unfairly. Promoting gender equality Most other countries have separate paid maternity and paternity leave guarantees, with mothers receiving much more time than fathers. Some countries supplement this structure with a gender-neutral paid parental leave, often awarded on a family basis. In general, women use most of such shared leave. To encourage men to take more time, a few countries, including Sweden and Iceland, make a portion of parental leave usable only by fathers. The U. model is very different. The federal and state leave laws provide each parent an equal and individual right to time off. For example, when the policy covering most federal workers is implemented, moms will get 12 weeks of paid leave, and so will dads. Both members of a same-sex couple will be able to take time off, so long as each is recognized as a parent. Early evidence from states that have implemented paid leave laws suggests that fathers are taking advantage of the opportunity. In California and Rhode Island, men account for almost 40% of parental leave claims. This rate is far above the average for industrialized countries of 18%, and very close to that of international leaders. There are documented benefits to encouraging fathers to take time off with a new baby. Studies of men who take parental leave suggest that those dads will be more engaged parents months, or even years, later. Having more men take leave can also promote equality at work and home more generally. Half as much The U. structure, however, disadvantages single-parent families, as they can claim only half as much leave as a two-parent family. This is a significant problem because about 40% of U. births are to unmarried parents. For some racial and ethnic groups, the numbers are even higher. There are also large disparities on the basis of education and income. In short, highly educated and relatively affluent adults tend to marry before they have children. Less affluent and less educated adults are more likely to have children outside of marriage. Where unmarried parents are living together, or otherwise both involved in child care, it makes sense that each should be able to take parental leave. But many single parents, disproportionately women, raise children on their own, even from birth. A better model Other countries that set aside parental leave time for each parent address this issue by having special rules that apply to parents with sole custody. For example, in Iceland, generally moms get three months of leave, dads get three months, and either parent can use an additional three months. Single parents, however, can use the full nine months. U. laws could be made more equitable by allowing single parents to take an extended leave, or to share benefits with a different family member – like the baby’s grandparent. As the cost of benefits would be spread through the tax system, this would not place an extra burden on individual employers. Without this change, laws designed to promote labor rights and sex equality within families will likely continue to have the unintended consequence of causing inequality between families. [ You’re smart and curious about the world. So are The Conversation’s authors and editors. You can read us daily by subscribing to our newsletter. ].