Post Syndicated from Bruce Schneier original https://www.schneier.com/blog/archives/2019/01/podcast_intervi_5.html
Nice interview with the EFF’s director of cybersecurity, Eva Galperin.
Post Syndicated from Bruce Schneier original https://www.schneier.com/blog/archives/2019/01/podcast_intervi_5.html
Nice interview with the EFF’s director of cybersecurity, Eva Galperin.
Post Syndicated from Bruce Schneier original https://www.schneier.com/blog/archives/2018/10/helen_nissenbau_1.html
This is a fantastic Q&A with Cornell Tech Professor Helen Nissenbaum on data privacy and why it’s wrong to focus on consent.
I’m not going to pull a quote, because you should read the whole thing.
Post Syndicated from Bruce Schneier original https://www.schneier.com/blog/archives/2018/05/japans_director.html
The Intercept has a long article on Japan’s equivalent of the NSA: the Directorate for Signals Intelligence. Interesting, but nothing really surprising.
The directorate has a history that dates back to the 1950s; its role is to eavesdrop on communications. But its operations remain so highly classified that the Japanese government has disclosed little about its work even the location of its headquarters. Most Japanese officials, except for a select few of the prime minister’s inner circle, are kept in the dark about the directorate’s activities, which are regulated by a limited legal framework and not subject to any independent oversight.
Now, a new investigation by the Japanese broadcaster NHK — produced in collaboration with The Intercept — reveals for the first time details about the inner workings of Japan’s opaque spy community. Based on classified documents and interviews with current and former officials familiar with the agency’s intelligence work, the investigation shines light on a previously undisclosed internet surveillance program and a spy hub in the south of Japan that is used to monitor phone calls and emails passing across communications satellites.
The article includes some new documents from the Snowden archive.
Post Syndicated from Bruce Schneier original https://www.schneier.com/blog/archives/2018/05/airline_ticket_.html
Abstract: Every day, hundreds of people fly on airline tickets that have been obtained fraudulently. This crime script analysis provides an overview of the trade in these tickets, drawing on interviews with industry and law enforcement, and an analysis of an online blackmarket. Tickets are purchased by complicit travellers or resellers from the online blackmarket. Victim travellers obtain tickets from fake travel agencies or malicious insiders. Compromised credit cards used to be the main method to purchase tickets illegitimately. However, as fraud detection systems improved, offenders displaced to other methods, including compromised loyalty point accounts, phishing, and compromised business accounts. In addition to complicit and victim travellers, fraudulently obtained tickets are used for transporting mules, and for trafficking and smuggling. This research details current prevention approaches, and identifies additional interventions, aimed at the act, the actor, and the marketplace.
Post Syndicated from Roderick Bauer original https://www.backblaze.com/blog/day-in-life-human-resources-coordinator/
After I’ve had a yummy cup of coffee — maybe with a honey and splash of half and half, I’ll generally start my day reviewing resumes and contacting potential candidates to set up an initial phone screen.
When I start the process of filling a position, I’ll spend a lot of time on the phone speaking with potential candidates. During a phone screen call we’ll chat about their experience, background and what they are ideally looking for in their next position. I also ask about what they like to do outside of work, and most importantly, how they feel about office dogs. A candidate may not always look great on paper, but could turn out to be a great cultural fit after speaking with them about their previous experience and what they’re passionate about.
Next, I push strong candidates to the subsequent steps with the hiring managers, which range from setting up a second phone screen, to setting up a Google hangout for completing coding tasks, to scheduling in-person interviews with the team.
At the end of the day after an in-person interview, I’ll check in with all the interviewers to debrief and decide how to proceed with the candidate. Everyone that interviewed the candidate will get together to give feedback. Is there a good cultural fit? Are they someone we’d like to work with? Keeping in contact with the candidates throughout the process and making sure they are organized and informed is a big part of my job. No one likes to wait around and wonder where they are in the process.
In between all the madness, I’ll put together offer letters, send out onboarding paperwork and links, and get all the necessary signatures to move forward.
On the candidate’s first day, I’ll go over benefits and the handbook and make sure everything is going smoothly in their overall orientation as they transition into their new role here at Backblaze!
We’re growing rapidly and always looking for great people to join our team at Backblaze. Our team places a premium on open communications, being cleverly unconventional, and helping each other out.
Oh! We also offer competitive salaries, stock options, and amazing benefits.
The post A Day in the Life of Michele, Human Resources Coordinator at Backblaze appeared first on Backblaze Blog | Cloud Storage & Cloud Backup.
Post Syndicated from Alex Bate original https://www.raspberrypi.org/blog/community-profile-estefannie/
This column is from The MagPi issue 59. You can download a PDF of the full issue for free, or subscribe to receive the print edition through your letterbox or the digital edition on your tablet. All proceeds from the print and digital editions help the Raspberry Pi Foundation achieve our charitable goals.
“Hey, world!” Estefannie exclaims, a wide grin across her face as the camera begins to roll for another YouTube tutorial video. With a growing number of followers and wonderful support from her fans, Estefannie is building a solid reputation as an online maker, creating unique, fun content accessible to all.
It’s as if she was born into performing and making for an audience, but this fun, enjoyable journey to social media stardom came not from a desire to be in front of the camera, but rather as a unique approach to her own learning. While studying, Estefannie decided the best way to confirm her knowledge of a subject was to create an educational video explaining it. If she could teach a topic successfully, she knew she’d retained the information. And so her YouTube channel, Estefannie Explains It All, came into being.
But YouTube isn’t her only outlet. With nearly 50000 followers, Estefannie’s Instagram game is strong, adding to an increasing number of female coders taking to the platform. Across her Instagram grid, you’ll find insights into her daily routine, from programming on location for work to behind-the-scenes troubleshooting as she begins to create another tutorial video. It’s hard work, with content creation for both Instagram and YouTube forever on her mind as she continues to work and progress successfully as a software engineer.
Estefannie was born and raised in Mexico, with ambitions to become a graphic designer and animator. However, a documentary on coding at Pixar, and the beauty of Merida’s hair in Brave, opened her mind to the opportunities of software engineering in animation. She altered her career path, moved to the United States, and switched to a Computer Science course.
While studying, Estefannie started a Computer Science Girls Club at the University of Houston, Texas, and she found herself eager to put more time and effort into the movement to increase the percentage of women in the industry. The club was a success, and still is to this day. While Estefannie has handed over the reins, she’s still very involved in the cause.
Through her YouTube videos, Estefannie continues the theme of inclusion, with every project offering a warm sense of approachability for all, regardless of age, gender, or skill. From exploring Scratch and Makey Makey with her young niece and nephew to creating her own Disney ‘Made with Magic’ backpack for a trip to Disney World, Florida, Estefannie’s videos are essentially a documentary of her own learning process, produced so viewers can learn with her — and learn from her mistakes — to create their own tech wonders.
Using the Raspberry Pi, she’s been able to broaden her skills and, in turn, her projects, creating a home-automated gingerbread house at Christmas, building a GPS-controlled GoPro for her trip to London, and making everyone’s life better with an Internet Button–controlled French press.
Estefannie’s automated gingerbread house project was a labour of love, with electronics, wires, and candy strewn across both her living room and kitchen for weeks before completion. While she already was a skilled programmer, the world of physical digital making was still fairly new for Estefannie. Having ditched her hot glue gun in favour of a soldering iron in a previous video, she continued to experiment and try out new, interesting techniques that are now second nature to many members of the maker community. With the gingerbread house, Estefannie was able to research and apply techniques such as light controls, servos, and app making, although the latter was already firmly within her skill set. The result? A fun video of ups and downs that resulted in a wonderful, festive treat. She even gave her holiday home its own solar panel!
1,910 Likes, 43 Comments – Estefannie Explains It All (@estefanniegg) on Instagram: “A DAY AT RASPBERRY PI TOWERS!! LINK IN BIO @raspberrypifoundation”
And that’s just the beginning of her adventures with Pi…but we won’t spoil her future plans by telling you what’s coming next. Sorry! However, since this article was written last year, Estefannie has released a few more Pi-based project videos, plus some awesome interviews and live-streams with other members of the maker community such as Simone Giertz. She even made us an awesome video for our Raspberry Pi YouTube channel! So be sure to check out her latest releases.
Best day yet!! I got to hangout, play Jenga with a huge arm robot, and have afternoon tea with @simonegiertz and robots!! #shittyrobotnation
2,264 Likes, 56 Comments – Estefannie Explains It All (@estefanniegg) on Instagram: “Best day yet!! I got to hangout, play Jenga with a huge arm robot, and have afternoon tea with…”
While many wonderful maker videos show off a project without much explanation, or expect a certain level of skill from viewers hoping to recreate the project, Estefannie’s videos exist almost within their own category. We can’t wait to see where Estefannie Explains It All goes next!
Post Syndicated from Gleb Budman original https://www.backblaze.com/blog/early-challenges-making-critical-hires/
This post by Backblaze’s CEO and co-founder Gleb Budman is the ninth in a series about entrepreneurship. You can choose posts in the series from the list below:
In 2009, Google disclosed that they had 400 recruiters on staff working to hire nearly 10,000 people. Someday, that might be your challenge, but most companies in their early days are looking to hire a handful of people — the right people — each year. Assuming you are closer to startup stage than Google stage, let’s look at who you need to hire, when to hire them, where to find them (and how to help them find you), and how to get them to join your company.
In later stage companies, the roles in the company have been well fleshed out, don’t change often, and each role can be segmented to focus on a specific area. A large company may have an entire department focused on just cubicle layout; at a smaller company you may not have a single person whose actual job encompasses all of facilities. At Backblaze, our CTO has a passion and knack for facilities and mostly led that charge. Also, the needs of a smaller company are quick to change. One of our first hires was a QA person, Sean, who ended up being 100% focused on data center infrastructure. In the early stage, things can shift quite a bit and you need people that are broadly capable, flexible, and most of all willing to pitch in where needed.
That said, there are times you may need an expert. At a previous company we hired Jon, a PhD in Bayesian statistics, because we needed algorithmic analysis for spam fighting. However, even that person was not only able and willing to do the math, but also code, and to not only focus on Bayesian statistics but explore a plethora of spam fighting options.
If you’ve raised a lot of cash and are willing to burn it with mistakes, you can guess at all the roles you might need and start hiring for them. No judgement: that’s a reasonable strategy if you’re cash-rich and time-poor.
If your cash is limited, try to see what you and your team are already doing and then hire people to take those jobs. It may sound counterintuitive, but if you’re already doing it presumably it needs to be done, you have a good sense of the type of skills required to do it, and you can bring someone on-board and get them up to speed quickly. That then frees you up to focus on tasks that can’t be done by someone else. At Backblaze, I ran marketing internally for years before hiring a VP of Marketing, making it easier for me to know what we needed. Once I was hiring, my primary goal was to find someone I could trust to take that role completely off of me so I could focus solely on my CEO duties
Finding great people is always difficult, particularly when the skillsets you’re looking for are highly in-demand by larger companies with lots of cash and cachet. You, however, have one massive advantage: you need to hire 5 people, not 5,000.
People You Worked With
The absolutely best people to hire are ones you’ve worked with before that you already know are good in a work situation. Consider your last job, the one before, and the one before that. A significant number of the people we recruited at Backblaze came from our previous startup MailFrontier. We knew what they could do and how they would fit into the culture, and they knew us and thus could quickly meld into the environment. If you didn’t have a previous job, consider people you went to school with or perhaps individuals with whom you’ve done projects previously.
People You Know
Hiring friends, family, and others can be risky, but should be considered. Sometimes a friend can be a “great buddy,” but is not able to do the job or isn’t a good fit for the organization. Having to let go of someone who is a friend or family member can be rough. Have the conversation up front with them about that possibility, so you have the ability to stay friends if the position doesn’t work out. Having said that, if you get along with someone as a friend, that’s one critical component of succeeding together at work. At Backblaze we’ve hired a number of people successfully that were friends of someone in the organization.
Friends Of People You Know
Your network is likely larger than you imagine. Your employees, investors, advisors, spouses, friends, and other folks all know people who might be a great fit for you. Make sure they know the roles you’re hiring for and ask them if they know anyone that would fit. Search LinkedIn for the titles you’re looking for and see who comes up; if they’re a 2nd degree connection, ask your connection for an introduction.
People You Know About
Sometimes the person you want isn’t someone anyone knows, but you may have read something they wrote, used a product they’ve built, or seen a video of a presentation they gave. Reach out. You may get a great hire: worst case, you’ll let them know they were appreciated, and make them aware of your organization.
Other Places to Find People
There are a million other places to find people, including job sites, community groups, Facebook/Twitter, GitHub, and more. Consider where the people you’re looking for are likely to congregate online and in person.
A Comment on Diversity
Hiring “People You Know” can often result in “Hiring People Like You” with the same workplace experiences, culture, background, and perceptions. Some studies have shown [1, 2, 3, 4] that homogeneous groups deliver faster, while heterogeneous groups are more creative. Also, “Hiring People Like You” often propagates the lack of women and minorities in tech and leadership positions in general. When looking for people you know, keep an eye to not discount people you know who don’t have the same cultural background as you.
Reaching out proactively to people is the most direct way to find someone, but you want potential hires coming to you as well. To do this, they have to a) be aware of you, b) know you have a role they’re interested in, and c) think they would want to work there. Let’s tackle a) and b) first below.
I started writing our blog before we launched the product and talked about anything I found interesting related to our space. For several years now our team has owned the content on the blog and in 2017 over 1.5 million people read it. Each time we have a position open it’s published to the blog. If someone finds reading about backup and storage interesting, perhaps they’d want to dig in deeper from the inside. Many of the people we’ve recruited have mentioned reading the blog as either how they found us or as a factor in why they wanted to work here.
[BTW, this is Gleb’s 200th post on Backblaze’s blog. The first was in 2008. — Editor]
Your Email List
In addition to the emails our blog subscribers receive, we send regular emails to our customers, partners, and prospects. These are largely focused on content we think is directly useful or interesting for them. However, once every few months we include a small mention that we’re hiring, and the positions we’re looking for. Often a small blurb is all you need to capture people’s imaginations whether they might find the jobs interesting or can think of someone that might fit the bill.
Your Social Involvement
Whether it’s Twitter or Facebook, Hacker News or Slashdot, your potential hires are engaging in various communities. Being socially involved helps make people aware of you, reminds them of you when they’re considering a job, and paints a picture of what working with you and your company would be like. Adam was in a Reddit thread where we were discussing our Storage Pods, and that interaction was ultimately part of the reason he left Apple to come to Backblaze.
Once you’ve found someone or they’ve found you, how do you convince them to join? They may be currently employed, have other offers, or have to relocate. Again, while the biggest companies have a number of advantages, you might have more unique advantages than you realize.
Why Should They Join You
Here are a set of items that you may be able to offer which larger organizations might not:
Role: Consider the strengths of the role. Perhaps it will have broader scope? More visibility at the executive level? No micromanagement? Ability to take risks? Option to create their own role?
Compensation: In addition to salary, will their options potentially be worth more since they’re getting in early? Can they trade-off salary for more options? Do they get option refreshes?
Benefits: In addition to healthcare, food, and 401(k) plans, are there unique benefits of your company? One company I knew took the entire team for a one-month working retreat abroad each year.
Location: Most people prefer to work close to home. If you’re located outside of the San Francisco Bay Area, you might be at a disadvantage for not being in the heart of tech. But if you find employees close to you you’ve got a huge advantage. Sometimes it’s micro; even in the Bay Area the difference of 5 miles can save 20 minutes each way every day. We located the Backblaze headquarters in San Mateo, a middle-ground that made it accessible to those coming from San Jose and San Francisco. We also chose a downtown location near a train, restaurants, and cafes: all to make it easier and more pleasant. Also, are you flexible in letting your employees work remotely? Our systems administrator Elliott is about to embark on a long-term cross-country journey working from an RV.
Environment: Open office, cubicle, cafe, work-from-home? Loud/quiet? Social or focused? 24×7 or work-life balance? Different environments appeal to different people.
Team: Who will they be working with? A company with 100,000 people might have 100 brilliant ones you’d want to work with, but ultimately we work with our core team. Who will your prospective hires be working with?
Market: Some people are passionate about gaming, others biotech, still others food. The market you’re targeting will get different people excited.
Product: Have an amazing product people love? Highlight that. If you’re lucky, your potential hire is already a fan.
Mission: Curing cancer, making people happy, and other company missions inspire people to strive to be part of the journey. Our mission is to make storing data astonishingly easy and low-cost. If you care about data, information, knowledge, and progress, our mission helps drive all of them.
Culture: I left this for last, but believe it’s the most important. What is the culture of your company? Finding people who want to work in the culture of your organization is critical. If they like the culture, they’ll fit and continue it. We’ve worked hard to build a culture that’s collaborative, friendly, supportive, and open; one in which people like coming to work. For example, the five founders started with (and still have) the same compensation and equity. That started a culture of “we’re all in this together.” Build a culture that will attract the people you want, and convey what the culture is.
Writing The Job Description
Most job descriptions focus on the all the requirements the candidate must meet. While important to communicate, the job description should first sell the job. Why would the appropriate candidate want the job? Then share some of the requirements you think are critical. Remember that people read not just what you say but how you say it. Try to write in a way that conveys what it is like to actually be at the company. Ahin, our VP of Marketing, said the job description itself was one of the things that attracted him to the company.
Much can be said about interviewing well. I’m just going to say this: make sure that everyone who is interviewing knows that their job is not only to evaluate the candidate, but give them a sense of the culture, and sell them on the company. At Backblaze, we often have one person interview core prospects solely for company/culture fit.
Hiring success shouldn’t be defined by finding and hiring the right person, but instead by the right person being successful and happy within the organization. Ensure someone (usually their manager) provides them guidance on what they should be concentrating on doing during their first day, first week, and thereafter. Giving new employees opportunities and guidance so that they can achieve early wins and feel socially integrated into the company does wonders for bringing people on board smoothly
Our Director of Production Systems, Chris, said to me the other day that he looks for companies where he can work on “interesting problems with nice people.” I’m hoping you’ll find your own version of that and find this post useful in looking for your early and critical hires.
Of course, I’d be remiss if I didn’t say, if you know of anyone looking for a place with “interesting problems with nice people,” Backblaze is hiring. 😉
Post Syndicated from Andrew Gregory original https://www.raspberrypi.org/blog/hackspace-magazine-1/
HackSpace magazine is finally here! Grab your copy of the new magazine for makers today, and try your hand at some new, exciting skills.
HackSpace magazine is the newest publication from the team behind The MagPi. Chock-full of amazing projects, tutorials, features, and maker interviews, HackSpace magazine brings together the makers of the world every month, with you — the community — providing the content.
The new magazine for the modern maker is out now! Learn more at https://hsmag.cc HackSpace magazine is the new monthly magazine for people who love to make things and those who want to learn. Grab some duct tape, fire up a microcontroller, ready a 3D printer and hack the world around you!
Fancy smoking bacon with your very own cold smoker? How about protecting your home with a mini trebuchet for your front lawn? Or maybe you’d like to learn from awesome creator Becky Stern how to get paid for making the things you love? No matter whether it’s handheld consoles, robot prosthetics, Christmas projects, or, er, duct tape — whatever your maker passion, issue 1 is guaranteed to tick your boxes!
HackSpace magazine is packed with content from every corner of the maker world: from welding to digital making, and from woodwork to wearables. And whatever you enjoy making, we want to see it! So as you read through this first issue, imagine your favourite homemade projects on our pages, then make that a reality by emailing us the details via [email protected].
You can grab issue 1 of HackSpace magazine right now from WHSmith, Tesco, Sainsbury’s, and independent newsagents. If you live in the US, check out your local Barnes & Noble, Fry’s, or Micro Center next week. We’re also shipping to stores in Australia, Hong Kong, Canada, Singapore, Belgium and Brazil — ask your local newsagent whether they’ll be getting HackSpace magazine. Alternatively, you can get the new issue online from our store, or digitally via our Android or iOS apps. And don’t forget, as with all our publications, a free PDF of HackSpace magazine is available from release day.
We’re also offering money-saving subscriptions — find details on the the magazine website. And if you’re a subscriber of The MagPi, your free copy of HackSpace magazine is on its way, with details of a super 50% discount on subscriptions! Could this be the Christmas gift you didn’t know you wanted?
Make sure to follow HackSpace magazine on Facebook and Twitter, or email the team at [email protected] to tell us about your projects and share your thoughts about issue 1. We’ve loved creating this new magazine for the maker community, and we hope you enjoy it as much as we do.
Post Syndicated from Bruce Schneier original https://www.schneier.com/blog/archives/2017/10/the_science_of_.html
Fascinating article about two psychologists who are studying interrogation techniques.
Now, two British researchers are quietly revolutionising the study and practice of interrogation. Earlier this year, in a meeting room at the University of Liverpool, I watched a video of the Diola interview alongside Laurence Alison, the university’s chair of forensic psychology, and Emily Alison, a professional counsellor. My permission to view the tape was negotiated with the counter-terrorist police, who are understandably wary of allowing outsiders access to such material. Details of the interview have been changed to protect the identity of the officers involved, though the quotes are verbatim.
The Alisons, husband and wife, have done something no scholars of interrogation have been able to do before. Working in close cooperation with the police, who allowed them access to more than 1,000 hours of tapes, they have observed and analysed hundreds of real-world interviews with terrorists suspected of serious crimes. No researcher in the world has ever laid hands on such a haul of data before. Based on this research, they have constructed the world’s first empirically grounded and comprehensive model of interrogation tactics.
The Alisons’ findings are changing the way law enforcement and security agencies approach the delicate and vital task of gathering human intelligence. “I get very little, if any, pushback from practitioners when I present the Alisons’ work,” said Kleinman, who now teaches interrogation tactics to military and police officers. “Even those who don’t have a clue about the scientific method, it just resonates with them.” The Alisons have done more than strengthen the hand of advocates of non-coercive interviewing: they have provided an unprecedentedly authoritative account of what works and what does not, rooted in a profound understanding of human relations. That they have been able to do so is testament to a joint preoccupation with police interviews that stretches back more than 20 years.
Post Syndicated from Bruce Schneier original https://www.schneier.com/blog/archives/2017/09/iso_rejects_nsa.html
A number of them voiced their distrust in emails to one another, seen by Reuters, and in written comments that are part of the process. The suspicions stem largely from internal NSA documents disclosed by Snowden that showed the agency had previously plotted to manipulate standards and promote technology it could penetrate. Budget documents, for example, sought funding to “insert vulnerabilities into commercial encryption systems.”
More than a dozen of the experts involved in the approval process for Simon and Speck feared that if the NSA was able to crack the encryption techniques, it would gain a “back door” into coded transmissions, according to the interviews and emails and other documents seen by Reuters.
“I don’t trust the designers,” Israeli delegate Orr Dunkelman, a computer science professor at the University of Haifa, told Reuters, citing Snowden’s papers. “There are quite a lot of people in NSA who think their job is to subvert standards. My job is to secure standards.”
I don’t trust the NSA, either.
Post Syndicated from Bruce Schneier original https://www.schneier.com/blog/archives/2017/08/a_framework_for.html
New paper: “Policy measures and cyber insurance: a framework,” by Daniel Woods and Andrew Simpson, Journal of Cyber Policy, 2017.
Abstract: The role of the insurance industry in driving improvements in cyber security has been identified as mutually beneficial for both insurers and policy-makers. To date, there has been no consideration of the roles governments and the insurance industry should pursue in support of this public-private partnership. This paper rectifies this omission and presents a framework to help underpin such a partnership, giving particular consideration to possible government interventions that might affect the cyber insurance market. We have undertaken a qualitative analysis of reports published by policy-making institutions and organisations working in the cyber insurance domain; we have also conducted interviews with cyber insurance professionals. Together, these constitute a stakeholder analysis upon which we build our framework. In addition, we present a research roadmap to demonstrate how the ideas described might be taken forward.
Could you talk about something related to the management/moderation and growth of online communities? IOW your thoughts on online community management, if any.
I think you’ve tweeted about this stuff in the past so I suspect you have thoughts on this, but if not, again, feel free to just blog about … anything 🙂
Oh, I think I have some stuff to say about community management, in light of recent events. None of it hasn’t already been said elsewhere, but I have to get this out.
Hopefully the content warning is implicit in the title.
I am frustrated.
I’ve gone on before about a particularly bothersome phenomenon that hurts a lot of small online communities: often, people are willing to tolerate the misery of others in a community, but then get up in arms when someone pushes back. Someone makes a lot of off-hand, off-color comments about women? Uses a lot of dog-whistle terms? Eh, they’re not bothering anyone, or at least not bothering me. Someone else gets tired of it and tells them to knock it off? Whoa there! Now we have the appearance of conflict, which is unacceptable, and people will turn on the person who’s pissed off — even though they’ve been at the butt end of an invisible conflict for who knows how long. The appearance of peace is paramount, even if it means a large chunk of the population is quietly miserable.
Okay, so now, imagine that on a vastly larger scale, and also those annoying people who know how to skirt the rules are Nazis.
The label “Nazi” gets thrown around a lot lately, probably far too easily. But when I see a group of people doing the Hitler salute, waving large Nazi flags, wearing Nazi armbands styled after the SS, well… if the shoe fits, right? I suppose they might have flown across the country to join a torch-bearing mob ironically, but if so, the joke is going way over my head. (Was the murder ironic, too?) Maybe they’re not Nazis in the sense that the original party doesn’t exist any more, but for ease of writing, let’s refer to “someone who espouses Nazi ideology and deliberately bears a number of Nazi symbols” as, well, “a Nazi”.
This isn’t a new thing, either; I’ve stumbled upon any number of Twitter accounts that are decorated in Nazi regalia. I suppose the trouble arises when perfectly innocent members of the alt-right get unfairly labelled as Nazis.
But hang on; this march was called “Unite the Right” and was intended to bring together various far right sub-groups. So what does their choice of aesthetic say about those sub-groups? I haven’t heard, say, alt-right coiner Richard Spencer denounce the use of Nazi symbology — extra notable since he was fucking there and apparently didn’t care to discourage it.
And so begins the rule-skirting. “Nazi” is definitely overused, but even using it to describe white supremacists who make not-so-subtle nods to Hitler is likely to earn you some sarcastic derailment. A Nazi? Oh, so is everyone you don’t like and who wants to establish a white ethno state a Nazi?
Calling someone a Nazi — or even a white supremacist — is an attack, you see. Merely expressing the desire that people of color not exist is perfectly peaceful, but identifying the sentiment for what it is causes visible discord, which is unacceptable.
These clowns even know this sort of thing and strategize around it. Or, try, at least. Maybe it wasn’t that successful this weekend — though flicking through Charlottesville headlines now, they seem to be relatively tame in how they refer to the ralliers.
I’m reminded of a group of furries — the alt-furries — who have been espousing white supremacy and wearing red armbands with a white circle containing a black… pawprint. Ah, yes, that’s completely different.
So, what to do about this?
“Ignore them” is a popular option, often espoused to bullied children by parents who have never been bullied, shortly before they resume complaining about passive-aggressive office politics. The trouble with ignoring them is that, just like in smaller communitiest, they have a tendency to fester. They take over large chunks of influential Internet surface area like 4chan and Reddit; they help get an inept buffoon elected; and then they start to have torch-bearing rallies and run people over with cars.
4chan illustrates a kind of corollary here. Anyone who’s steeped in Internet Culture™ is surely familiar with 4chan; I was never a regular visitor, but it had enough influence that I was still aware of it and some of its culture. It was always thick with irony, which grew into a sort of ironic detachment — perhaps one of the major sources of the recurring online trope that having feelings is bad — which proceeded into ironic racism.
And now the ironic racism is indistinguishable from actual racism, as tends to be the case. Do they “actually” “mean it”, or are they just trying to get a rise out of people? What the hell is unironic racism if not trying to get a rise out of people? What difference is there to onlookers, especially as they move to become increasingly involved with politics?
“It’s just a joke” and “it was just a thoughtless comment” are exceptionally common defenses made by people desperate to preserve the illusion of harmony, but the strain of overt white supremacy currently running rampant through the US was built on those excuses.
The other favored option is to debate them, to defeat their ideas with better ideas.
Well, hang on. What are their ideas, again? I hear they were chanting stuff like “go back to Africa” and “fuck you, faggots”. Given that this was an overtly political rally (and again, the Nazi fucking regalia), I don’t think it’s a far cry to describe their ideas as “let’s get rid of black people and queer folks”.
This is an underlying proposition: that white supremacy is inherently violent. After all, if the alt-right seized total political power, what would they do with it? If I asked the same question of Democrats or Republicans, I’d imagine answers like “universal health care” or “screw over poor people”. But people whose primary goal is to have a country full of only white folks? What are they going to do, politely ask everyone else to leave? They’re invoking the memory of people who committed genocide and also tried to take over the fucking world. They are outright saying, these are the people we look up to, this is who we think had a great idea.
How, precisely, does one defeat these ideas with rational debate?
Because the underlying core philosophy beneath all this is: “it would be good for me if everything were about me”. And that’s true! (Well, it probably wouldn’t work out how they imagine in practice, but it’s true enough.) Consider that slavery is probably fantastic if you’re the one with the slaves; the issue is that it’s reprehensible, not that the very notion contains some kind of 101-level logical fallacy. That’s probably why we had a fucking war over it instead of hashing it out over brunch.
…except we did hash it out over brunch once, and the result was that slavery was still allowed but slaves only counted as 60% of a person for the sake of counting how much political power states got. So that’s how rational debate worked out. I’m sure the slaves were thrilled with that progress.
That really only leaves pushing back, which raises the question of how to push back.
And, I don’t know. Pushing back is much harder in spaces you don’t control, spaces you’re already struggling to justify your own presence in. For most people, that’s most spaces. It’s made all the harder by that tendency to preserve illusory peace; even the tamest request that someone knock off some odious behavior can be met by pushback, even by third parties.
At the same time, I’m aware that white supremacists prey on disillusioned young white dudes who feel like they don’t fit in, who were promised the world and inherited kind of a mess. Does criticism drive them further away? The alt-right also opposes “political correctness”, i.e. “not being a fucking asshole”.
God knows we all suck at this kind of behavior correction, even within our own in-groups. Fandoms have become almost ridiculously vicious as platforms like Twitter and Tumblr amplify individual anger to deafening levels. It probably doesn’t help that we’re all just exhausted, that every new fuck-up feels like it bears the same weight as the last hundred combined.
This is the part where I admit I don’t know anything about people and don’t have any easy answers. Surprise!
The other alternative is, well, punching Nazis.
That meme kind of haunts me. It raises really fucking complicated questions about when violence is acceptable, in a culture that’s completely incapable of answering them.
America’s relationship to violence is so bizarre and two-faced as to be almost incomprehensible. We worship it. We have the biggest military in the world by an almost comical margin. It’s fairly mainstream to own deadly weapons for the express stated purpose of armed revolution against the government, should that become necessary, where “necessary” is left ominously undefined. Our movies are about explosions and beating up bad guys; our video games are about explosions and shooting bad guys. We fantasize about solving foreign policy problems by nuking someone — hell, our talking heads are currently in polite discussion about whether we should nuke North Korea and annihilate up to twenty-five million people, as punishment for daring to have the bomb that only we’re allowed to have.
But… violence is bad.
That’s about as far as the other side of the coin gets. It’s bad. We condemn it in the strongest possible terms. Also, guess who we bombed today?
I observe that the one time Nazis were a serious threat, America was happy to let them try to take over the world until their allies finally showed up on our back porch.
Maybe I don’t understand what “violence” means. In a quest to find out why people are talking about “leftist violence” lately, I found a National Review article from May that twice suggests blocking traffic is a form of violence. Anarchists have smashed some windows and set a couple fires at protests this year — and, hey, please knock that crap off? — which is called violence against, I guess, Starbucks. Black Lives Matter could be throwing a birthday party and Twitter would still be abuzz with people calling them thugs.
Meanwhile, there’s a trend of murderers with increasingly overt links to the alt-right, and everyone is still handling them with kid gloves. First it was murders by people repeating their talking points; now it’s the culmination of a torches-and-pitchforks mob. (Ah, sorry, not pitchforks; assault rifles.) And we still get this incredibly bizarre both-sides-ism, a White House that refers to the people who didn’t murder anyone as “just as violent if not more so“.
Should you punch Nazis? I don’t know. All I know is that I’m extremely dissatisfied with discourse that’s extremely alarmed by hypothetical punches — far more mundane than what you’d see after a sporting event — but treats a push for ethnic cleansing as a mere difference of opinion.
The equivalent to a punch in an online space is probably banning, which is almost laughable in comparison. It doesn’t cause physical harm, but it is a use of concrete force. Doesn’t pose quite the same moral quandary, though.
Somewhere in the middle is the currently popular pastime of doxxing (doxxxxxxing) people spotted at the rally in an attempt to get them fired or whatever. Frankly, that skeeves me out, though apparently not enough that I’m directly chastizing anyone for it.
We aren’t really equipped, as a society, to deal with memetic threats. We aren’t even equipped to determine what they are. We had a fucking world war over this, and now people are outright saying “hey I’m like those people we went and killed a lot in that world war” and we give them interviews and compliment their fashion sense.
A looming question is always, what if they then do it to you? What if people try to get you fired, to punch you for your beliefs?
I think about that a lot, and then I remember that it’s perfectly legal to fire someone for being gay in half the country. (Courts are currently wrangling whether Title VII forbids this, but with the current administration, I’m not optimistic.) I know people who’ve been fired for coming out as trans. I doubt I’d have to look very far to find someone who’s been punched for either reason.
And these aren’t even beliefs; they’re just properties of a person. You can stop being a white supremacist, one of those people yelling “fuck you, faggots”.
So I have to recuse myself from this asinine question, because I can’t fairly judge the risk of retaliation when it already happens to people I care about.
Meanwhile, if a white supremacist does get punched, I absolutely still want my tax dollars to pay for their universal healthcare.
The same wrinkle comes up with free speech, which is paramount.
The ACLU reminds us that the First Amendment “protects vile, hateful, and ignorant speech”. I think they’ve forgotten that that’s a side effect, not the goal. No one sat down and suggested that protecting vile speech was some kind of noble cause, yet that’s how we seem to be treating it.
The point was to avoid a situation where the government is arbitrarily deciding what qualifies as vile, hateful, and ignorant, and was using that power to eliminate ideas distasteful to politicians. You know, like, hypothetically, if they interrogated and jailed a bunch of people for supporting the wrong economic system. Or convicted someone under the Espionage Act for opposing the draft. (Hey, that’s where the “shouting fire in a crowded theater” line comes from.)
But these are ideas that are already in the government. Bannon, a man who was chair of a news organization he himself called “the platform for the alt-right”, has the President’s ear! How much more mainstream can you get?
So again I’m having a little trouble balancing “we need to defend the free speech of white supremacists or risk losing it for everyone” against “we fairly recently were ferreting out communists and the lingering public perception is that communists are scary, not that the government is”.
This isn’t to say that freedom of speech is bad, only that the way we talk about it has become fanatical to the point of absurdity. We love it so much that we turn around and try to apply it to corporations, to platforms, to communities, to interpersonal relationships.
Look at 4chan. It’s completely public and anonymous; you only get banned for putting the functioning of the site itself in jeopardy. Nothing is stopping a larger group of people from joining its politics board and tilting sentiment the other way — except that the current population is so odious that no one wants to be around them. Everyone else has evaporated away, as tends to happen.
Free speech is great for a government, to prevent quashing politics that threaten the status quo (except it’s a joke and they’ll do it anyway). People can’t very readily just bail when the government doesn’t like them, anyway. It’s also nice to keep in mind to some degree for ubiquitous platforms. But the smaller you go, the easier it is for people to evaporate away, and the faster pure free speech will turn the place to crap. You’ll be left only with people who care about nothing.
At the very least, it seems clear that the goal of white supremacists is some form of destabilization, of disruption to the fabric of a community for purely selfish purposes. And those are the kinds of people you want to get rid of as quickly as possible.
Usually this is hard, because they act just nicely enough to create some plausible deniability. But damn, if someone is outright telling you they love Hitler, maybe skip the principled hand-wringing and eject them.
Post Syndicated from Bruce Schneier original https://www.schneier.com/blog/archives/2017/08/uber_drivers_ha.html
Interesting story about Uber drivers who have figured out how to game the company’s algorithms to cause surge pricing:
According to the study. drivers manipulate Uber’s algorithm by logging out of the app at the same time, making it think that there is a shortage of cars.
The study said drivers have been coordinating forced surge pricing, after interviews with drivers in London and New York, and research on online forums such as Uberpeople.net. In a post on the website for drivers, seen by the researchers, one person said: “Guys, stay logged off until surge. Less supply high demand = surge.”
Passengers, of course, have long had tricks to avoid surge pricing.
I expect to see more of this sort of thing as algorithms become more prominent in our lives.
Post Syndicated from Bruce Schneier original https://www.schneier.com/blog/archives/2017/07/book_review_twi.html
There are two opposing models of how the Internet has changed protest movements. The first is that the Internet has made protesters mightier than ever. This comes from the successful revolutions in Tunisia (2010-11), Egypt (2011), and Ukraine (2013). The second is that it has made them more ineffectual. Derided as “slacktivism” or “clicktivism,” the ease of action without commitment can result in movements like Occupy petering out in the US without any obvious effects. Of course, the reality is more nuanced, and Zeynep Tufekci teases that out in her new book Twitter and Tear Gas.
Tufekci is a rare interdisciplinary figure. As a sociologist, programmer, and ethnographer, she studies how technology shapes society and drives social change. She has a dual appointment in both the School of Information Science and the Department of Sociology at University of North Carolina at Chapel Hill, and is a Faculty Associate at the Berkman Klein Center for Internet and Society at Harvard University. Her regular New York Times column on the social impacts of technology is a must-read.
Modern Internet-fueled protest movements are the subjects of Twitter and Tear Gas. As an observer, writer, and participant, Tufekci examines how modern protest movements have been changed by the Internet — and what that means for protests going forward. Her book combines her own ethnographic research and her usual deft analysis, with the research of others and some big data analysis from social media outlets. The result is a book that is both insightful and entertaining, and whose lessons are much broader than the book’s central topic.
“The Power and Fragility of Networked Protest” is the book’s subtitle. The power of the Internet as a tool for protest is obvious: it gives people newfound abilities to quickly organize and scale. But, according to Tufekci, it’s a mistake to judge modern protests using the same criteria we used to judge pre-Internet protests. The 1963 March on Washington might have culminated in hundreds of thousands of people listening to Martin Luther King Jr. deliver his “I Have a Dream” speech, but it was the culmination of a multi-year protest effort and the result of six months of careful planning made possible by that sustained effort. The 2011 protests in Cairo came together in mere days because they could be loosely coordinated on Facebook and Twitter.
That’s the power. Tufekci describes the fragility by analogy. Nepalese Sherpas assist Mt. Everest climbers by carrying supplies, laying out ropes and ladders, and so on. This means that people with limited training and experience can make the ascent, which is no less dangerous — to sometimes disastrous results. Says Tufekci: “The Internet similarly allows networked movements to grow dramatically and rapidly, but without prior building of formal or informal organizational and other collective capacities that could prepare them for the inevitable challenges they will face and give them the ability to respond to what comes next.” That makes them less able to respond to government counters, change their tactics — a phenomenon Tufekci calls “tactical freeze” — make movement-wide decisions, and survive over the long haul.
Tufekci isn’t arguing that modern protests are necessarily less effective, but that they’re different. Effective movements need to understand these differences, and leverage these new advantages while minimizing the disadvantages.
To that end, she develops a taxonomy for talking about social movements. Protests are an example of a “signal” that corresponds to one of several underlying “capacities.” There’s narrative capacity: the ability to change the conversation, as Black Lives Matter did with police violence and Occupy did with wealth inequality. There’s disruptive capacity: the ability to stop business as usual. An early Internet example is the 1999 WTO protests in Seattle. And finally, there’s electoral or institutional capacity: the ability to vote, lobby, fund raise, and so on. Because of various “affordances” of modern Internet technologies, particularly social media, the same signal — a protest of a given size — reflects different underlying capacities.
This taxonomy also informs government reactions to protest movements. Smart responses target attention as a resource. The Chinese government responded to 2015 protesters in Hong Kong by not engaging with them at all, denying them camera-phone videos that would go viral and attract the world’s attention. Instead, they pulled their police back and waited for the movement to die from lack of attention.
If this all sounds dry and academic, it’s not. Twitter and Tear Gasis infused with a richness of detail stemming from her personal participation in the 2013 Gezi Park protests in Turkey, as well as personal on-the-ground interviews with protesters throughout the Middle East — particularly Egypt and her native Turkey — Zapatistas in Mexico, WTO protesters in Seattle, Occupy participants worldwide, and others. Tufekci writes with a warmth and respect for the humans that are part of these powerful social movements, gently intertwining her own story with the stories of others, big data, and theory. She is adept at writing for a general audience, anddespite being published by the intimidating Yale University Press — her book is more mass-market than academic. What rigor is there is presented in a way that carries readers along rather than distracting.
The synthesist in me wishes Tufekci would take some additional steps, taking the trends she describes outside of the narrow world of political protest and applying them more broadly to social change. Her taxonomy is an important contribution to the more-general discussion of how the Internet affects society. Furthermore, her insights on the networked public sphere has applications for understanding technology-driven social change in general. These are hard conversations for society to have. We largely prefer to allow technology to blindly steer society or — in some ways worse — leave it to unfettered for-profit corporations. When you’re reading Twitter and Tear Gas, keep current and near-term future technological issues such as ubiquitous surveillance, algorithmic discrimination, and automation and employment in mind. You’ll come away with new insights.
Tufekci twice quotes historian Melvin Kranzberg from 1985: “Technology is neither good nor bad; nor is it neutral.” This foreshadows her central message. For better or worse, the technologies that power the networked public sphere have changed the nature of political protest as well as government reactions to and suppressions of such protest.
I have long characterized our technological future as a battle between the quick and the strong. The quick — dissidents, hackers, criminals, marginalized groups — are the first to make use of a new technology to magnify their power. The strong are slower, but have more raw power to magnify. So while protesters are the first to use Facebook to organize, the governments eventually figure out how to use Facebook to track protesters. It’s still an open question who will gain the upper hand in the long term, but Tufekci’s book helps us understand the dynamics at work.
This essay originally appeared on Vice Motherboard.
The book on Amazon.com.
Post Syndicated from Alex Bate original https://www.raspberrypi.org/blog/connecting-raspberry-pi-social/
Fancy connecting with Raspberry Pi beyond the four imaginary walls of this blog post? Want to find ways into the conversation among our community of makers, learners, and educators? Here’s how:
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News! Raspberry Pi and @CoderDojo join forces in a merger that will help more young people get creative with tech: https://t.co/37y45ht7li
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The Raspberry Pi forum is the go-to site for posting questions, getting support, and just having a good old chin wag. Whether you have problems setting up your Pi, need advice on how to build a media centre, or can’t figure out how to utilise Scratch for the classroom, the forum has you covered. Head there for absolutely anything Pi-related, and you’re sure to find help with your query – or better yet, the answer may already be waiting for you!
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On the CoderDojo website, along with their active forum, you’ll find links to all their accounts at the bottom of the page. For UK-focused Code Club information, head to the Code Club UK Twitter account, and for links to accounts of Code Clubs based in your country, use the search option on the Code Club International website.
However you want to connect with us, make sure to say hi. We love how active and welcoming our online community is and we always enjoy engaging in conversation, seeing your builds and events, and sharing Pi Towers mischief as well as useful Pi-related information and links with you!
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The Free Software Foundation’s blog is carrying an interview with AJ Jordon, who runs the gplenforced.org site to support GPL enforcement efforts and to help other projects indicate their support. “gplenforced.org is a small site I made that has exactly two purposes: host a badge suitable for embedding into a README file on GitLab or something, and provide some text with an easy and friendly explanation of GPL enforcement for that badge to link to.
Putting badges in READMEs has been pretty trendy for a while now — people add badges to indicate whether their test suite is passing, their dependencies are up-to-date, and what version is published in language package managers. gplenforced.org capitalizes on that trend to add the maintainer’s beliefs about license enforcement, too.”
Post Syndicated from Bruce Schneier original https://www.schneier.com/blog/archives/2017/05/interview_with_24.html
Cybersecurity researcher Ross Anderson has a good interview on edge.org.
Post Syndicated from Bruce Schneier original https://www.schneier.com/blog/archives/2017/03/podcast_intervi_4.html
Here’s a video interview I did at RSA on the Internet of Things and security.
Post Syndicated from Lucy Hattersley original https://www.raspberrypi.org/blog/magpi-53-now-free-debian-pixel-dvd/
The MagPi 53 is out now. This month’s community magazine comes with a free Debian + PIXEL DVD.
With the DVD, you can run the Debian + PIXEL desktop on a PC or Mac.
Launching alongside this month’s The MagPi are more international titles. The second edition of our bite-sized version of The MagPi, translated into four languages, is now available.
The MagPi Translated Edition 2 contains the best projects, reviews, and tutorials from The MagPi. These are translated into Italian, French, Spanish, and Hebrew.
Here are some of the incredible projects you will find in this month’s The MagPi:
There’s a huge amount in this month’s magazine. Here are just some of the features in this issue:
There’s also some amazing news this month: the Raspberry Pi has now sold 11 million units, and Raspberry Pi co-founder Eben Upton has been awarded a CBE! We have exclusive interviews with Eben about his CBE and the launch of Debian + PIXEL.
We also cover some of the most fantastic community projects ever built:
It’s one of the most feature-packed editions of The MagPi we’ve ever made. Don’t miss out on the free DVD that can bring an old computer back to life as a coding powerhouse. It really is something special.
You can grab The MagPi 53 in stores today: it’s in WHSmith, Tesco, Sainsbury’s, and Asda in the UK, and it will be in Micro Center and selected Barnes & Noble stores when it comes to the US. You can also buy the print edition online from our store, and it’s available digitally on our Android and iOS app.
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