From a social impact of the individual's criminality, the threat has passed, hence, there's no need to lock him up at our expense.

From an economic impact/motivational factor for society, there's civil suits. Let him have his pockets drained until he's repaid the costs he caused others to incur.

I keep one under the desk, incase workplace violence breaks out.

-Rick

The US fleet is replaced at ~5% per year. So even if all new vehicles in 2020 are full electric, it would still be over 2 decades to "phase out" petro consumer road vehicles.

That said, I'm rebuilding my turbo diesel with the intent to get another 5+ years out of it (should be cracking 300,000 miles by then) with the hope that an affordable full electric with sufficient range capacity in the winters of Wisconsin is available.:)

-Rick

They make it work by being dual-mode. It only switches to compression ignition when it determines the appropriate conditions. A fair bit of the time, it'll be on standard spark ignition. Basically, they manage to control the intake and exhaust flow at a higher compression ratio that they can predict predet and control it.

The bigger problem I would expect, is getting it to pass emissions. I would guess that it'll do great on CO2, but it'll blow NOX worse than a Diesel.

At which point, your sentiment rings true. If you're going to have Diesel emissions, why not just have a Diesel engine and enjoy the perks that go with it?

-Rick

Hell, even if I have to buy a new couple $ MOF strip to slide into my phone every couple of months, the potential to have an on-demand, low cost, non-invasive, early stage lung cancer detector is huge!

My brother in-law, a competitive bicyclist who never smoked and rarely drank died of lung cancer at 33. He wasn't diagnosed until he was Stage 4 as it just seemed like a nasty cold or potentially a fungal infection.

Getting this technology to be widely available, cheap, and easy would potentially save 150,000+ lives a year just from early lung cancer detection

-Rick.

-Rick

This is where anti-trust laws kick in. The specific term in this case (BMW tires) would be Tying Products. Where the function of a product is tied to another product for which the manufacturer is the sole source provider. In the example given, if BMW were to put an artificial limitation on the tires (say an embedded RFID chip) that was required for the vehicle to function, and that no other tire manufacture were able to reproduce the RFID chip, then they would most assuredly wind up in court and likely losing or settling.

-Rick

Only that even if Apple applies the same rule (15-20% cut of subscription fees) to Apple developers, it means that Apple is still keeping 100% of the subscription fee.

They are directly competing, they have a monopoly over the eco system, and they are placing a burden on other players in the eco system that does not harm them.

It would sure appear as though they are on shaky ground here.

And those PERsecuted individuals can PROsecute the slanderers.

That's how our government handles the enforcement of Freedom of Speech.

-Rick

In the local metro, Asia represents just over 7% of the population. At my full staff level, the two Asian employees I have represent less than 10% of my team. So I wouldn't consider their position as significantly over represented.

-Rick

I'd recommend actually working in a hiring management position prior to spouting off such nonsense.

The Corporation in this case, is the State, so we get held under a pretty hard magnifying glass when it comes to hiring practices.

The State has diversity statutes that deal with HOW we hire people, not WHO we hire. For example, FTEs must be interviewed by a panel that includes 3 people: 2 from management, 1 from the same/similar classification. Of those 3, at least 1 must be a woman and 1 must be a minority.

The point of that requirement is to minimize the impact of a racist line manager (which absolutely still exist).

The statutes don't say that I MUST hire a diverse team. I as a manger though, with experience in working in a homogenous white-bread young-middle aged dev shop where out of 80 developers we had 1 girl, 1 Indian, and nothing but white guys, feel that having a more diverse team creates a much better work environment.

Having a multi-cultural team of people who respect each other and each other's cultures has created great bonds within the team. Sure, it's a bit more challenging to get through the storming, but at the end of the day, I have a better team to show for it.

I would never hire someone for a position I did not feel they were more than capable of handling. I look for candidates that show not only the immediate skills I need, but the knowledge, ability, and desire to grow into what I'll need next year. And those people are all around, of all races, and of any gender.

So IF that cafeteria janitor has spent their nights completing their college degree, and has the cafeteria staff running like a well oiled machine with schedules, inventory management, new employee training, etc... then yeah, they might be the very person I'm looking for. But if they aren't looking to move into a PM role, and they aren't looking to expand their skillsets, then no, they would not likely be eligible for the position regardless of their race or gender.

-Rick

Nope. My contractor group is about 35% H1B visa workers.

I work for the State, so we do not sponsor anyone for Visas, they have to work out sponsorship on their own. They must be legally able to work in the US, and that is vetted thoroughly. But by state statute, I am not allowed to ask or judge by their type of residence status, only that they are legal. I typically only find out that someone is on an H1B visa when elections come around and they volunteer the information, or they request a 2+ week absence to return to their home country to renew their visa.

For FTEs, since the state will not sponsor, all of them are legal residence, some of them are 1st or 2nd gen Americans, but they are all full citizens.

From the contractor side, it's rough. The problem we face is that IT unemployment in the metro area hovers around 1-2%, which means getting new local talent in is limited to poaching skilled employees, picking up layoffs/terminations, or getting college grads at the end of the school year. And as this is a State gig, we don't really have the money or benefits to poach:(

So yeah, when we post contractor positions, I'll get 70-100 resumes, and 90%+ of them are likely H1B visa workers.

So like I said, I can only work with what I get.

-Rick

Absolutely. But part of our social responsibility is to evaluate our ability to do so. So if we follow hiring practices that we believe allow us to hire based on only the candidate's performance, yet we find that our team's breakdown differs wildly from the local racial distribution, then we have a problem.

It means that either
A) Our hiring methodology is not unbiased and we are engaging in some for of racial or social profiling.
B) Society has a function of racial or social profiling that is skewing the labor pool.
C) The identified subgroups are in some way disadvantaged in the competition for the positions we fill.

If the problem is A, then it is something we need to resolve within our practices. It is something that is litigable. It is a risk to the organization. And it likely means that we have someone on the hiring process that is a complete douche nozzle.

If the problem is B, then we should be looking within our communities to see why the labor pool is being affected. Typically this is where we are going to start looking into disproportionate imprisonment of minorities, low income neighborhoods resulting in low income schools, with lower performance measures in graduation and college participation, racial real-estate problems. and so on...

If the problem is C, then it may be something that shouldn't be solve, or that takes a very specific approach to solve a portion of. For example, I'm not likely to get a significant middle eastern labor pool for a hog farm, I don't think that we as a society should force people to change their beliefs in order to achieve a perfectly balanced workforce. More likely to occur though, is hiring a project manager/analyst who speaks English as a second language. ESL devs I don't have a problem, as long as they can communicate well enough to handle requirements, testing, and reporting. But I need my project managers to be able to hand direct and sometimes tense discussions with senior management, business users, customers, etc... I need someone in that role who has an excellent grasp of the English language and the mannerisms in which people express themselves. Just as I worked with fluent Portuguese speaking PMs in Brazil, German speaking PMs in Germany, I look for English speaking PMs in the US. I have PMs who are ESL speakers, but they have studied and practiced extensive and have a great command over the language. But if I want to get more minority people into this career path, I'm going to need to drive for more ESL training to get non-native speakers to be able to perform at the levels we need.

So yeah, hiring in order to hit racial population % is only important if your hiring process is racist. But looking at racial % of labor to identify if you have a hiring problem, and what type of problem you have is an extremely valuable exercise.

-Rick

I can't speak for Facebook, but my team is currently comprised of

8 Caucasian men
1 Caucasian woman
5 Indian men
4 Indian women
2 Asian men

(Note that my metro area is ~78% white). I can only hire from the applications I receive, so I can't bring in Latino or African American devs/BAs/PMs/etc... I've been thinking about doing an outreach program to see about visiting some of our local high schools' CS programs and see what I can learn about our next generation of coders.

The youngest people on my team are late 20s. A couple of months ago one of the women on my team retired. I have multiple team members that are looking at full retirement in the next 5 years (one of whom I hired last year). Probably half of my team is in the 40+ category and a good portion of that has been hired on in the last 3 years.

There are dev managers in the world that don't give a crap about your age or skin color as long as you can code, document, lead, teach, test, implement, or what ever else we need done.

-Rick

Windows 10
VCD
MicroATX i3 w/ 4gigs of memory
250g solid state drive
CD/DVD/Blueray drive

All mounted in a custom build frame inside of a 1930's style cathedral wood radio.

That connects to a 500w head unit with 4 sets of speakers (12",6",tweeter, each) and a 48 LED flat screen.

Youtube, Netflix, Amazon Prime, DVDs, and low intensity video games all play wonderfully.

-Rick

To some extent. I'd have to dig through my notes to see who is further along than others. I know Vegas has some cool stuff in Nevada, Cali comes up in conversation thanks to silicon valley. So does Minnesota though, so it's not like it's locked up by the typical coastal players.

My state isn't on the cutting edge, but we are replacing some of our asset management software, which ties into traffic ops, so keeping an eye on which vendors are going to be able to leverage V2V and V2I communications is critical for us. Thanks to budget cuts from the Governor though, we don't have money to play around with future state stuff:(

-Rick