Two Minutes of Hate

Breitbart:

Numerous individuals alleged to be members of Google’s management team have been caught bragging about forming blacklists to impact the careers of colleagues with different political beliefs.

In a series of screenshots from 2015 onwards provided to Breitbart News by a verified Google employee, individuals described as left-wing Google management employees can be seen discussing the ways they punish their colleagues both inside and out of the company. …

“One of the great things about Google’s internal communication mechanisms (G+, mailing lists, etc), is that, as a manager, I can easily go find out if I really want to work with you,” wrote another individual described on social media as a Google manager, Collin Winter. “I keep a written blacklist of people whom I will never allow on or near my team, based on how they view and treat their coworkers. That blacklist got a little longer today.”

In the comments, one Google employee can be seen asking, “Are such blacklists allowed at Google?” before another added, “I would talk to legal before assembling a list of people who are possibly creating a hostile workplace.”

“And now I know that if I ever sue Google for harassment I should demand to see all manager’s shit-lists to see if this was something management already knew and thus let happen (my tormentor could be on there and not dealt with). It would probably increase the settlement aware considerably,” he continued. “I would encourage anyone else getting mistreated at Google to do the same.”

This week, a Google employee’s ten-page document went viral, after he called for more ideological diversity at the company. …

The employee’s manifesto quickly prompted extreme responses from left-wing users, including one SJW, Emily Gorcenski, who claimed she would “beat the sh*t out of him.”

Gorcenski frequently retweets and expresses support for It’s Going Down, an extremist far-left Antifa organization, who have previously doxed and harassed college students, and encouraged violence against Trump supporters.

Alon Altman, who according to social media posts is a senior software engineer at Google and who describes himself as an “intersectional feminist” and uses “they/them/their” pronouns, was also seen in leaked screenshots urging Google management to fire employees who agreed with the anti-political correctness manifesto that was revealed this week.

In leaked screenshots, Altman added that should the employee behind the manifesto not be fired by the end of the month, he would hand in his resignation notice.

In another post, alleged Site Reliability Manager Paul Cowan warned to employees that “freedom of speech is the right to freely express an opinion. It is most assuredly not the right to express an opinion with freedom from the consequences.”

Cowan continued to reference a post from Google dissidents, who were discussing the blacklists being created by an “SJW cabal” at the company, before defending the concept of punishing anti-SJW employees.

“To be clear: this is, in my opinion, perfectly acceptable,” he declared. “Quoting this as if it were some egregious abuse of power, or of your rights, is laughable… My life, happiness, and mental health, are worth too much to me to burn my precious happy-fu working with people I find contemptible, unpleasant, or even in some cases merely irritating.”

After being warned that keeping blacklists could result in him being reported to Human Resources, Cowan then bragged on Twitter that they were “threats I ignored, naturally, and which ironically grew the list substantially.”

In older posts, Kim Burchett, a now ex-Google employee and Antifa supporter, also discussed blacklists in a post on Internal Plus.

“I am considering creating a public-inside-google document of ‘people who make diversity difficult’,” claimed Burchett. “I am thinking of something like google doc that accepts comments, and which calls out those googlers who repeatedly made public statements that are unsupportive of diversity, with links to those statements so that readers can decide for themselves.”

RTWT

A Victorian diary found in a suburb of Liverpool may have established the identity of history’s most infamous serial killer. Telegraph:

[T]he true identity of Jack the Ripper may have finally been confirmed, after researchers said they had proven the authenticity of a much disputed Victorian diary.

Twenty five years ago ‘Ripperologists’ around the world were stunned by the discovery of a previously unknown memoir, claiming to have been written by Liverpool cotton merchant, James Maybrick.

In the 9,000 word volume, Maybrick confessed to the brutal murders of five women in the East End of London, as well as one prostitute in Manchester.

He signed off the diary: “I give my name that all know of me, so history do tell, what love can do to a gentleman born. Yours Truly, Jack The Ripper.”

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James Damore (Facebook photo)

Well, surprise, surprise! Bloomberg reports that Google has fired the software engineer who wrote the memo criticizing that company’s diversity policies that recently went viral.

Alphabet Inc.’s Google has fired an employee who wrote an internal memo blasting the web company’s diversity policies, creating a firestorm across Silicon Valley.

James Damore, the Google engineer who wrote the note, confirmed his dismissal in an email, saying that he had been fired for “perpetuating gender stereotypes.” He said he’s “currently exploring all possible legal remedies.”

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Business Insider predicts that Mr. Damore will find no legal remedy.

The problem is that US labor law is well-settled in this area: In the vast majority of US states, employees have almost no rights to free speech at work. …

The First Amendment to the US Constitution prevents the government from restricting your speech. It doesn’t restrict your employer from controlling your speech when you are at work. As the government is not involved in this case, Damore is already on shaky ground if he files a lawsuit arguing a free speech case.

More importantly, Damore’s speech has not been restricted. He can continue to express his opinion. Indeed, his opinion has already been published far more widely than he can have hoped. His speech is on steroids right now! His legal problem is that he does not have a constitutional right to a job at Google. If he is an “at-will” employee — i.e. an ordinary employee not governed by a special contract, like a film star might have — then Google has every right to demand that he leave.

You can read a lengthy legal paper on this issue by Prof. Eugene Volokh, of the UCLA Law School, here. It can be summed up in one paragraph:

“Of course, employee speech can always be restricted by private employers, who are not bound by the First Amendment. This cannot, however, authorize greater restrictions by the government. A householder is entitled to kick out dinner guests who say certain things. A commercial landlord can refuse to rent to tenants who put up certain posters. A newspaper publisher can refuse to publish articles with which he disagrees. A private university may restrict what its faculty say in class, or even what its students say on campus. Speech on private property can generally be controlled by the private property owner.

As Google Site Reliability Manager Paul Cowan warned internally at Google — his posts were screengrabbed by Breitbart — “freedom of speech is the right to freely express an opinion. It is most assuredly not the right to express an opinion with freedom from the consequences.”

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But he does have at least two job offers, Heavy reports:

Damore also has a couple job offers to consider. One offer came from Gab, a company founded in 2016 that says it is “an ad-free social network for creators who believe in free speech, individual liberty, and the free flow of information online.” It has become popular among those in the alt right, including some who have been banned from Twitter.

And Wikileaks’ Julian Assange tweeted Tuesday, “Censorship is for losers. @WikiLeaks is offering a job to fired Google engineer James Damore.

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This is a real pain in the ass. I use Chrome all the time, and now I have to switch to Safari or Opera. I guess I’ll also soon find out if Duck Duck Go is any good as a search engine.

Education Dive has another of those horror stories about the complete failure of public education in democrat-run big cities.

Six Baltimore City schools — five high schools and one middle school — were found to have not a single student who scored proficient in math or reading in 2016, Fox45 News reports.

One student interviewed by the station said he believes students aren’t passing the state assessments because the material on the tests is not covered in class.

Data shows that despite maintaining one of the country’s highest per-pupil spending levels, a recent study out of Harvard University found Baltimore to have the lowest rate of mobility out of poverty in the country, a statistic tied directly to education as much as it is economic opportunity.

The news in Baltimore again underscores the debate over the impact of funding on school quality. Some say the education level of adults and parents in the district is the greatest determinant of student achievement, while other research has found a direct correlation between school funding and student graduation rates. And with Baltimore City Public Schools out-spending both Howard and Montgomery Counties in the state — both perennial exemplars in student achievement — questions loom over exactly where the money is going in Baltimore.

RTWT

Alex Acks is a geologist who thinks J.R. Tolkien, where geology is concerned, is an excellent scholar of linguistics.

I’m good with the mountain ranges on the west coast of the map. I can pretend that Eriador is like the California of Middle-earth, and it’s a nice active margin—I will just ignore that my housemate, who unlike me has completed the Silmarillion slog, has disabused me of that notion. And I can buy the placement of the Misty Mountains, again as a continent-continent collision, perhaps, even if there should be a lot more shenanigans going on then, in terms of elevation. But when you throw in the near perpendicular north and south mountain ranges? Why are there corners? Mountains don’t do corners.

And Mordor? Oh, I don’t even want to talk about Mordor.

Tectonic plates don’t tend to collide at neat right angles, let alone in some configuration as to create a nearly perfect box of mountains in the middle of a continent. I’ve heard the reasoning before that suggests Sauron has made those mountains somehow, and I suppose right angles are a metaphor for the evil march of progress, but I don’t recall that being in the books I read. And ultimately, this feels a lot like defending the cake in the song MacArthur Park as a metaphor—okay fine, maybe it’s a metaphor…but it’s a silly metaphor that makes my geologist heart cry tears of hematite.

Mount Doom, I’m more likely to give a pass to, since it’s obviously a place of great magic. But geologically, it posits a mantle plume creating a hot spot under Mordor—since that’s the only way you’re going to get a volcano away from subduction or rifting zones, and I’ve already called shenanigans on Mordor being either of those. And the hallmark of hot spot volcanism is that you get chains of volcanoes, with the youngest being the active volcano and the older ones normally quiescent. This is caused by the tectonic plates moving over the hot spot; examples include the Juan Fernández Ridge, the Tasmantid Seamount Chain, and the Hawaiian Islands (more properly called the Hawaiian-Emperor seamount chain). You’ll notice most hot spots can be found in the oceans, because there’s more ocean on Earth than land, and also the crust is thinner there, so a hot spot causes volcanism much more readily. On continents, you’re more likely to get dike swarms (e.g.: the Mackenzie dike swarm in Nunavet, Canada) where magma filters into cracks and weak spots between formations and remains underground until unroofed by erosion—or chains of massive volcanic calderas like the ones you see ranging from Yellowstone to the Valles Caldera in the US.

Okay, so maybe Mount Doom is from a really young hot spot and there’s been no drift since it started. That’s the best I’ve got for you. It’s better than the nonsensical border mountains.

Etching by Aiden Lassell Ripley.

Gizmodo published the 10-page critique of Google’s Diversity policies written by a white male software engineer that recently went viral within the company.

His conclusions were:

De-moralize diversity.

As soon as we start to moralize an issue, we stop thinking about it in terms of costs and benefits, dismiss anyone that disagrees as immoral, and harshly punish those we see as villains to protect the “victims.”

Stop alienating conservatives.

Viewpoint diversity is arguably the most important type of diversity and political orientation is one of the most fundamental and significant ways in which people view things differently.

In highly progressive environments, conservatives are a minority that feel like they need to stay in the closet to avoid open hostility. We should empower those with different ideologies to be able to express themselves.

Alienating conservatives is both non-inclusive and generally bad business because conservatives tend to be higher in conscientiousness, which is require for much of the drudgery and maintenance work characteristic of a mature company.

Confront Google’s biases.

I’ve mostly concentrated on how our biases cloud our thinking about diversity and inclusion, but our moral biases are farther reaching than that.

I would start by breaking down Googlegeist scores by political orientation and personality to give a fuller picture into how our biases are affecting our culture.

Stop restricting programs and classes to certain genders or races.

These discriminatory practices are both unfair and divisive. Instead focus on some of the non-discriminatory practices I outlined.

Have an open and honest discussion about the costs and benefits of our diversity programs.

Discriminating just to increase the representation of women in tech is as misguided and biased as mandating increases for women’s representation in the homeless, work-related and violent deaths, prisons, and school dropouts.

There’s currently very little transparency into the extend of our diversity programs which keeps it immune to criticism from those outside its ideological echo chamber.

These programs are highly politicized which further alienates non-progressives.

I realize that some of our programs may be precautions against government accusations of discrimination, but that can easily backfire since they incentivize illegal discrimination.

Focus on psychological safety, not just race/gender diversity.

We should focus on psychological safety, which has shown positive effects and should (hopefully) not lead to unfair discrimination.

We need psychological safety and shared values to gain the benefits of diversity

Having representative viewpoints is important for those designing and testing our products, but the benefits are less clear for those more removed from UX.

De-emphasize empathy.

I’ve heard several calls for increased empathy on diversity issues. While I strongly support trying to understand how and why people think the way they do, relying on affective empathy—feeling another’s pain—causes us to focus on anecdotes, favor individuals similar to us, and harbor other irrational and dangerous biases. Being emotionally unengaged helps us better reason about the facts.

Prioritize intention.

Our focus on microaggressions and other unintentional transgressions increases our sensitivity, which is not universally positive: sensitivity increases both our tendency to take offense and our self censorship, leading to authoritarian policies. Speaking up without the fear of being harshly judged is central to psychological safety, but these practices can remove that safety by judging unintentional transgressions.

Microaggression training incorrectly and dangerously equates speech with violence and isn’t backed by evidence.

Be open about the science of human nature.

Once we acknowledge that not all differences are socially constructed or due to discrimination, we open our eyes to a more accurate view of the human condition which is necessary if we actually want to solve problems.

Reconsider making Unconscious Bias training mandatory for promo committees.

We haven’t been able to measure any effect of our Unconscious Bias training and it has the potential for overcorrecting or backlash, especially if made mandatory.

Some of the suggested methods of the current training (v2.3) are likely useful, but the political bias of the presentation is clear from the factual inaccuracies and the examples shown.

Spend more time on the many other types of biases besides stereotypes. Stereotypes are much more accurate and responsive to new information than the training suggests (I’m not advocating for using stereotypes, I [sic] just pointing out the factual inaccuracy of what’s said in the training).

RTWT

They ought to hire Curtis Yarvon to write one of these.

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But don’t hold your breath waiting for Google to adopt this (probably now unemployed) software engineer’s proposals. There was an immediate official response from Google’s new Vice President of Diversity, Integrity & Governance, Danielle Brown (quoted below in part):

I’m Danielle, Google’s brand new VP of Diversity, Integrity & Governance. I started just a couple of weeks ago, and I had hoped to take another week or so to get the lay of the land before introducing myself to you all. But given the heated debate we’ve seen over the past few days, I feel compelled to say a few words.

Many of you have read an internal document shared by someone in our engineering organization, expressing views on the natural abilities and characteristics of different genders, as well as whether one can speak freely of these things at Google. And like many of you, I found that it advanced incorrect assumptions about gender. I’m not going to link to it here as it’s not a viewpoint that I or this company endorses, promotes or encourages.

Diversity and inclusion are a fundamental part of our values and the culture we continue to cultivate. We are unequivocal in our belief that diversity and inclusion are critical to our success as a company, and we’ll continue to stand for that and be committed to it for the long haul. As Ari Balogh said in his internal G+ post, “Building an open, inclusive environment is core to who we are, and the right thing to do. ‘Nuff said. “

When they are not saving the planet from the rest of us or enforcing the rights of the transgendered, Silicon Valley moguls drop by Hiroshi in Los Altos to dine on gold-topped Wagyu steak.

Business Insider:

Hiroshi is an unusual restaurant for unusual clientele.

Located in Los Altos, California, the newly opened Japanese restaurant accommodates only eight people per night and has no menus, no windows, and one table. Dinner costs at minimum $395 a head, but it averages between $500 and $600 with beverages and tax. …

Located in a plaza in Los Altos — residents past and present include Sergey Brin, Steve Jobs, and Mark Zuckerberg — Hiroshi looked plain from the outside.

There were no hours posted on the door. A sign read “Open by appointment only.” …

Dim lighting cast a yellowish hue on the dining area, which was nearly swallowed whole by a single wooden table.

It was made from an 800-year-old Japanese keyaki tree. .. [I]t took 10 men and a small crane to lift the table into the restaurant. New walls were constructed around it.

I followed the aroma of meat crackling over an open fire to the kitchen, where I found the chef and owner, Hiroshi Kimura. He arrived at noon to prepare for the evening’s dinner.

On a business trip to the Bay Area in 2016, Kimura surveyed the restaurant scene and decided that few locations served the region’s wealthiest.

He decided the tech elite needed a high-end place to eat. The restaurant’s details — from the privacy shades on the windows to the discreet back entrance — caters to their needs.

Hiroshi accommodates just one seating of up to eight people per night. If a customer’s party has only six people, they must buy out the whole table. Dinner starts at $395 a head, but Biggerstaff said it averages much closer to $500 to $600 with beverages and tax.

Dinner is about 10 courses, and the menu changes daily. One dish, the tonkatsu sandwich, consists of a breaded, deep-fried pork cutlet prepared in a demi-glace.

Kimura and his sous-chef, who has a background in French cuisine, present each dish — like these sōmen noodles topped with caviar — simply and tastefully.

Kimura specializes in a rare dish. “Since the age of 16, I have spent 40-plus years in pursuit of perfecting the art of wagyu steaks,” he wrote in a statement on the website. …

Wagyu fetches high prices. The American steak purveyor Allen Brothers sells four two-ounce tenderloin medallions for $165 online. Two rib-eye steaks cost a whopping $280.

Hiroshi has whole tenderloins flown in weekly from Japan. A supplier sends them sealed and packed on ice, via FedEx and includes a certificate of authenticity.

Kimura did not reveal much about how his wagyu steak is prepared. But we know he cooks the steaks over a hibachi — a traditional Japanese stove heated by charcoal. …

The wagyu steak is sprinkled with gold flakes and served with white asparagus and a ponzu sauce. “The gold is more for show,” … “It doesn’t really have any flavor.”

The dish arrives on a sheet of thin, fragrant wood, which prevents the sharp cutlery from destroying the plate.
Each guest has a miniature hibachi stove so they can cook their steak longer or reheat it.

RTWT

You are going to want to watch this in full screen mode.

When you finally find the one

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Wikipedia article

HT: Steve Bodio