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Opinion | Netflix Is the Most Intoxicating Portal to Planet Earth - The New York Times
ut there is a crucial difference between Netflix and other tech giants: Netflix makes money from subscriptions, not advertising.

This simple difference flips all of its incentives. It means that Netflix has a reason to satisfy every new customer, not just the ones in the most prosperous markets.
Netflix  television  streamingmedia  globalisation  advocacy  multiculturalism  diversity  NYTimes  2019 
25 days ago by inspiral
How Americans pretend to love ‘ethnic food’
The lie Americans like to tell themselves about "ethnic food."
food  culture  pricing  multiculturalism 
december 2018 by coldbrain
An Official Welcome - The New York Times [California Today]
"I’m a California native — born at U.C.L.A. Medical Center. But when I was 2, my dad got a good job in Kansas City, so my parents packed up and left the place where they grew up for the Midwest.

Now, I understand it for the smart career move that it was. For the 10 years we lived outside the Golden State, though, I only ever wanted to go back.

Whenever we’d fly into LAX to visit my grandparents and my cousins, it felt like coming home for reasons I couldn’t really articulate.

Part of it was that in Kansas, I never quite forgot that I looked different from my tawny-headed classmates, who sometimes asked if I was Chinese. That was hurtful only because it underscored that I’d never be like them at an age when I just wanted to fit in.

My mom is Japanese-American and my dad is of Russian Jewish descent. And in California, I felt like I could be just another face in the crowd — whether we were at an udon restaurant with my mom’s parents in Gardena or the West Hollywood comedy club where my paternal grandmother worked.

I share this because it captures the peculiar magic of California for me.

[image: "Out on one of my favorite assignments: Squid fishing off the Orange County coast in 2013. [photo by] Don Leach"]

We eventually moved back, to the Mission Viejo area. Then I went to college at U.C. Berkeley and worked in Bakersfield, Orange County and Los Angeles as a reporter. During that time, I learned California is a place that’s impossible to explain, to encapsulate in any one way.

But it’s a place where almost anyone can feel at home.

And that’s what I want California Today to help you feel. I want you to look forward to opening the newsletter every morning, knowing that you’ll start the day understanding your state a little better, even if it’s boundless.

To achieve this, we’ll be rethinking the newsletter from greeting to kicker. You’ll notice us trying different formats and features."
california  multiculturalism  identity  kansas  orangecounty  californiatoday  2018  jillcowan  missionviejo  experience  home  place  ethnicity  inclusivity  acceptance 
december 2018 by robertogreco
The Biases That Punish Racially Diverse Teams |
One possibility for this failure is that the purported benefits of diversity are more hype than reality, but that’s unlikely given the ample research that speaks against this claim. Racially diverse groups of jurors exchange a wider range of information during deliberations than racially homogeneous groups, for example. Diverse groups of traders are less likely to make inaccurate judgments when trading stocks. Gender diversity in top management teams improves firm performance, especially when innovation is a strategic focus. And our own past research helped establish the fact that the mere presence of diversity can lead groups to work harder, share unique perspectives, be more open to new ideas, and perform better, especially when groups need to share information and resolve differences of opinion.

The findings were striking. When reading a transcript with pictures revealing the group’s composition, racially diverse teams were perceived as having more relationship conflict than homogeneous ones. And they were less likely to receive additional resources because of these biased perceptions of conflict — even though the objective content of the group interaction was exactly the same.

Diverse groups were perceived as having more relationship conflict, and because of this, financial resources were less likely to be given to them than to homogeneous groups. The diverse groups were handicapped, potentially derailing future success.

So what can organizations do to combat this bias against diverse groups? At a basic level, an important first step is to cultivate an awareness of this bias in those responsible for evaluating diverse teams. [...]

Second, managers should rely upon clear standards of performance set before — not during — group observation instead of making performance and resource determinations in the middle of the process. [...]

Finally, a little advice for the diverse teams themselves: You have to play offense and ensure that managers see and value when things are going smoothly on the team.
teamwork  collaboration  diversity  multiculturalism  bias  racialbais  management 
december 2018 by kme
Diverse Teams Feel Less Comfortable — and That’s Why They Perform Better |
Via: "To Pair or Not to Pair: Pair Programming" -
With so much at stake, why aren’t these companies making more headway? One reason could be that, despite the evidence about their results, homogenous teams just feel more effective. In addition, people believe that diverse teams breed greater conflict than they actually do. Bringing these biases to light may enable ways to combat them.
After collectively naming their suspect, members individually rated aspects of the discussion. More diverse groups — those joined by someone from outside their own fraternity or sorority — judged the team interactions to be less effective than did groups joined by insiders. They were also less confident in their final decisions.

Intuitively, this makes sense: On a homogenous team, people readily understand each other and collaboration flows smoothly, giving the sensation of progress. Dealing with outsiders causes friction, which feels counterproductive.

But in this case their judgments were starkly wrong. Among groups where all three original members didn’t already know the correct answer, adding an outsider versus an insider actually doubled their chance of arriving at the correct solution, from 29% to 60%. The work felt harder, but the outcomes were better.

In fact, working on diverse teams produces better outcomes precisely because it’s harder.
This idea goes against many people’s intuitions. There’s a common bias that psychologists call the fluency heuristic: We prefer information that is processed more easily, or fluently, judging it to be truer or more beautiful. The effect partially explains that we gain greater appreciation of songs or paintings when they become familiar because they’re more easily processed. The fluency heuristic leads many people to study incorrectly; they often simply reread the material. The information becomes more familiar without much effort, and so they feel that they’re learning. But in a 2011 study students performed better on a test after studying the text once and then trying to recall as much as they could, a strenuous task, than they did by repeatedly going over the text, even though they predicted that rereading was the key to learning. Similarly, confronting opinions you disagree with might not seem like the quickest path to getting things done, but working in groups can be like studying (or exercising): no pain, no gain.
In one study MBA students were asked to imagine that they were comanaging several four-person teams of interns, and that one team had asked for additional resources. They saw photos of the members, depicting four white men, four black men, or two of each. They then read a transcript of a discussion among the group and rated the team on various factors. Teams of four white men and four black men were seen as having equal levels of relationship conflict, but the diverse teams were seen as having more relationship conflict than the homogeneous teams, even though everyone had read the same transcript.
For example, research suggests that when people with different perspectives are brought together, people may seek to gloss over those differences in the interest of group harmony — when, in fact, differences should actually be taken seriously and highlighted. In a 2012 study teams of three were tasked with generating a creative business plan for a theater. On some teams, members were assigned distinct roles (Artistic, Event, and Finance Manager), thus increasing diversity of viewpoints. These teams came up with better ideas than homogeneous teams — but only if they’d been explicitly told to try to take the perspectives of their teammates. They had to face up to their differences in order to benefit from them.
Another way to take advantage of differing viewpoints is to highlight the value of multiculturalism. One 2009 study looked at support for multiculturalism versus colorblindness in nearly 4,000 employees in 18 work units at a large U.S. health care firm. The more that workers agreed that “employees should recognize and celebrate racial and ethnic differences” and the more they disagreed that “employees should downplay their racial and ethnic differences,” the more that minorities in those units reported feeling engaged in their work. In another 2009 study, pairs of students, one white and one Aboriginal Canadian, were teamed up for a conversation. Prefacing the meeting with a message supporting multiculturalism (versus no message) made the meeting more positive, while a message endorsing colorblindness led whites to turn negative toward their minority partners.
teamwork  diversity  cognitivebias  bias  pairing  pairprogramming  groupthink  fluencyheuristic  nopainnogain  multiculturalism 
december 2018 by kme
What happened after thousands of Gurkhas moved to an English town?
“LITTLE KATHMANDU” is how some locals refer to Aldershot, south-west of London. A walk down the high street shows why. Some road signs have been translated into Nepalese. Shopfronts bear notices in the same language, including Namaste Travel and Tours, which advertises cheap shipping to the Himalayas.
migration  nepal  england  gurkha  community  integration  multiculturalism 
november 2018 by coldbrain
From Trump to Boris Johnson: how the wealthy tell us what ‘real folk’ want | Gary Younge | Opinion | The Guardian
With that conceded and, hopefully, addressed, the left is in a far more solid place to expose and challenge the disingenuousness, hypocrisy and inadequacy of the culture-warriors on three main counts. First, their prescriptions don’t work. Britain does not feel like a stronger, more confident place since it voted to leave the European Union, but more divided, lost and lonely than anyone can remember. It didn’t put the great back into Great Britain but the little into Little England. In short, it has proved an inadequate balm for the post-imperial melancholy so many were apparently experiencing. Denying Muslims and migrants their civil rights or women their reproductive rights doesn’t give other groups more rights. When terrorists kill fewer people than toddlers with guns and are more likely to be white and American than brown and foreign, the threat to your “way of life” is the way you are living it.

Second, there are far more powerful and plausible national stories we can tell, that are inclusive and optimistic and they occasionally break through. Obama’s first election, when a multiracial, multigenerational, economically diverse coalition came together to embrace a message of hope and change from a black American, was a case in point. It is always worth remembering that roughly one in eight of Trump’s voters backed Obama in 2012.

Similarly, in Britain, the opening ceremony of the London Olympics in 2012 or the, albeit belated, revulsion at the treatment of the Windrush generation this year showed that there was a more inclusive story to be told about what really is great about this country.

Finally, all too often the rightwing cheerleaders for these “ordinary folk” are more embedded in the elites than those they attack can ever be. When George W Bush, who is teetotal, is the man you’d most like to have a drink with, an Old Etonian Bullingdon boy like Boris Johnson is able to get away with posing as a man of the people, and Trump can get the modern equivalent of $140m from his dad and still claim he is a self-made man, something is seriously wrong.

Or as George Clooney put it about Trump: “I grew up in Kentucky. I sold insurance door to door. I sold ladies’ shoes. I worked at an all-night liquor store. I would buy suits that were too big and too long and cut the bottom of the pants off to make ties so I’d have a tie to go on job interviews. The idea that I’m somehow the ‘Hollywood elite’ and this guy who takes a shit in a gold toilet is somehow the man of the people is laughable.”
USA  TrumpDonald  politics  populism  TheLeft  TheRight  elites  wealth  oligarchy  culture  nativism  immigration  multiculturalism  liberalism  paternalism  dctagged  dc:creator=YoungeGary 
november 2018 by petej
Twitter -- @StefanMolyneux: The problem is not multiculturalism, but multi-legalism...
'The problem is not multiculturalism, but multi-legalism. We all know the reality. Certain minorities are exempt from the general laws, which creates arrogance, resentment and eventually open conflict. If you can’t integrate groups into your legal system, nothing else matters.'
multiculturalism  conquest  victimhood  predation  exceptionalism  StefanMolyneux 
november 2018 by adamcrowe
YouTube -- [Dave Cullen]: Woke Online Dating: This is Ridiculous!!!
Debiasing Desire: Addressing Bias & Discrimination on Intimate Platforms -- '... Extensive research documents disparities in racial preferences in online dating. As OKCupid founder and data scientist Christian Rudder stated of the matches formed on his site, "when you’re looking at how two American strangers behave in a romantic context, race is the ultimate confounding factor". For example, white users of OKCupid are more likely to receive messages or have their messages responded to than their non-white peers, while Asian men and black women are least likely to receive messages or responses. Heterosexual women of all races prefer white over nonwhite partners. White men and women of all ages are more likely to pursue dates with white rather than non-white partners and are least likely to date outside their race, while Asian and Latino men and women demonstrate comparable patterns of racial exclusion. College students are more likely to exclude blacks, particularly black women, as possible dates. Black men and women are ten times more likely to message whites on an intimate platform than whites are to message blacks. The extent of self-segregation in online dating, however, is shown to peak at the first stage of contact: users are more likely to communicate across racial boundaries when reciprocating than when initiating romantic interest. Importantly, users who receive messages across racial boundaries engage in more new interracial exchanges than they would have otherwise. --- ... Rather than allowing users to search for what they think they want, platforms could remove filtering features along these axes entirely or provide results that intentionally introduce diversity into the results displayed to a user. Diversity metrics are already common features in search and recommendation engines, and could also be incorporated into intimate platforms.'
malgorithms  socialnetworking  dating  goodthink  multiculturalism  socialengineering  victimhood 
october 2018 by adamcrowe
Tommy Robinson and the far right’s new playbook | World news | The Guardian
The real challenge posed by the far right is its success at spreading anti-Muslim and xenophobic attitudes in society at large. The best defence is a political movement that has anti-racism at its core and seeks to give people greater democratic control over the way their society is organised and run. But this is about more than politics as a professional occupation: it involves all of us, and it is a matter of culture and institutions as much as elections or parliamentary debates. The leading far-right activists understand this, and the campaign around Stephen Yaxley-Lennon is just one symptom of a bigger problem – which must be challenged, locally and internationally, before it starts to do serious damage.
UK  politics  farRight  extremism  Islamophobia  RobinsonTommy  racism  xenophobia  EDL  contemptOfCourt  freedomOfSpeech  immigration  multiculturalism  BannonStephen  Breitbart  Internet  RebelMedia  FLA  DFLA  BNP  FrontNational  culture  9/11  warOnTerror  victimhood  media  publicity  authenticity  class  identity  austerity  exclusion  deindustrialisation  decline  dctagged  dc:creator=TrillingDaniel 
october 2018 by petej
(13428) Die Story im Ersten: Am rechten Rand - YouTube
und ruft zum Aufstand auf, rief zum zivilen ungehoersamen aufstand auf gegen den Staat.

&! =- Radical Right-wing in Germany in 2018 - Docu - 2018

&! - AfD-Aussteigerin | Franziska Schreiber | SWR1 Leute

&! - Gefühlte Angst: Wie die AfD im bayerischen Deggendorf den Fremdenhass schürt

& Tommy Robinson and the far right’s new playbook
Stephen Yaxley-Lennon AKA Tommy Robinson. Photograph: Jack Taylor/Getty
The former EDL leader is one of a new breed of entrepreneurial activists who are bringing extremist myths into the mainstream – while also claiming they are being silenced. -

* - Extrem gewaltbereit: Kampfsport in der rechten Szene | Monitor | Das Erste | WDR
Germany  alt-right  far-right  right-wing  CDU  CSU  Rechtsruck  Naziproblem  AfD  PEGIDA  Xenophobia  Homophobia  homophobic  Nationalism  Volk  Saxony  Merkel  History  Brexit  DonaldTrump  Donald  Trump  Bolsonaro  Salvini  Identitäre  Identitarian  Kultur  culture  war  multiculturalism  Identity  Identität  LGBT  White  ethnostate  USA  UK  post-racial  Richard  Spencer  Steve  Bannon  neo-nazi  neonazi  Nazi  Rechtsextremismus  Chemnitz  Neofascism  Fascism 
october 2018 by asterisk2a

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