Mercenaries Hired by US Problem in Middle East?

To avoid putting American citizens’ boots on the ground against ISIS in the Middle East, private contractors are being hired by the US.  A trial of private contractors who were charged with kiling Iraqi citizens in Baghdad in 2007 has just come to an end.  One man was charged with murder and three others with manslaughter.  Private contractors are often reckless and unaccountable.

Ths cost to the US is estimated at $8.3 million a day.  That comes to $580 million between August 8 and October 16.

Is it time for the US to back out of the MIddle East?  The US does not need Middle Eastern oil any more.

Middle Eastern Oil

Climate Change and Jobs in the EU

Cimate and jobs. Unions warn that a weak EU cllimate deal risks jobs.  PHilips and SHell call for ambitious energy package.  Nearly a million potential jobs will be lost if EU leaders fail to agree strong climate and energy targets at a summit starting on Thursday, according to the head of Europe’s trade union movement.

Europe’s heads of state are set to sign a deal which proposes a binding 40% greenhouse gas cut by 2030 and two goals which will not be binding on member states, one for a share of 27% of energy coming from renewable sources and another for a 27% improvement in energy efficiency.

Disagreements with eastern European states on ‘burden sharing’ to meet the targets and energy security issues in the final package are said to be narrowing.

But Bernadette Ségol, the leader of the ETUC which represents around 60 million workers, warned that the proposed targets were too low to reap the benefits of a new clean energy economy.

“Energy efficiency and renewable energy targets create jobs,” she told the Guardian. “The lower the target, the fewer the jobs that are created. Governments opposing ambitious and binding targets are wasting an opportunity to reduce Europe’s shameful levels of unemployment. Politicians risk throwing away up to 823,000 new jobs that could be created by more ambitious targets.”

The 823,000 jobs number is the result of ETUC analysis   Ségol called for a “just transition” to a low-carbon economy that treated workers and communities affected by energy intensive job losses fairly, while noting that climate change posed an “existential challenge to humans.”

Germany and Denmark favour most robust renewables and energy efficiency goals as do the European commission’s incoming president, Jean Claude-Juncker, as well as the outgoing climate and energy commissioners.

ETUC would prefer a more robust binding target of 40% for energy efficiency improvements, as opposed to 27% and non-binding, and a binding target to improve renewables by 30%.

But such aspirations have been opposed by the UK. With one eye on the rise of Ukip, David Cameron has let it be known that he prefers a single greenhouse gas target that would prevent Brussels from interfering with plans for the expansion of nuclear energy and shale gas.

“We think that a [single] 40% target for greenhouse gas emissions is very ambitious,” Beyrer said in Brussels. “But the EU cannot afford to do it unilaterally. We see this as a negotiating position for the COP21 [UN climate] summit in Paris.

A spokesman for Knauf described Beyrer’s statement as “rubbish”.

Climate Change

Big Data Not Discriminatory?

Daniel Castro writes:  Many individuals have made the claim that big data might lead to more discrimination,  An online retailer might offer one price to Asian customers and another price to Latino customers This idea appeared in the White House big data review led by John Podesta, where the final report stated that “An important conclusion of this study is that big data technologies can cause societal harms beyond damages to privacy, such as discrimination against individuals and groups.” This idea was also the subject of a recent Federal Trade Commission (FTC) workshop exploring what FTC Chairwoman Edith Ramirez termed “discrimination by algorithm.” While this type of discrimination is plausible, there are many compelling reasons why it may never come to pass. Moreover, the focus on how big data might be used to harm individuals has overshadowed the bigger opportunity to use data as a new tool in the fight for equality.
One reason concerns about discrimination are likely overblown is because many laws, including the Americans with Disabilities Act (ADA), the Genetic Information Nondiscrimination Act (GINA), the Fair Credit Reporting Act (FCRA) and the Employee Retirement Income Security Act (ERISA), protect consumers from employers, creditors, landlords and others who may take adverse actions against them based on protected classes of information. Big data does not exempt businesses from following these laws. Earlier this year, for example, the FTC brought charges and entered into a settlement with Instant Checkmate for violating the FCRA.

Of course, just because a business might be able to create a racist or sexist algorithm, does not mean that it will do so. After all, most businesses are not actively seeking to discriminate against minorities, and in fact, many companies are actively championing a more inclusive worldview. Moreover, even where there are “bad apples,” companies face significant market pressure to not engage in such behavior, a lesson that most executives have probably learned following the swift departure of sponsors after the disclosure of former Los Angeles Clippers owner Donald Sterling’s racist remarks. Big data has not changed these factors.

But the bigger point is that the focus on preventing discrimination has diverted attention away from the bigger opportunity to use big data to create a more inclusive society. There are at least three ways this can happen. First, automated processes can remove human biases from decision-making. For example, while loan officers or apartment managers may discriminate, perhaps even unintentionally, on the basis of age or race, computers can be programmed to ignore these variables. Second, data creates feedback loops that encourage people to treat others as individuals. While some taxi drivers have notoriously refused to pick up passengers because of the color of their skin, apps like Uber allow drivers to decide whether to give someone a ride based on the passengers’ ratings, which are mostly tied to whether the riders are punctual and tidy. Third, data is a useful way to identify latent racism, such as discriminatory hiring practices or racial profiling by police. For example, data collected about the disparate impact of New York City Policy Department’s controversial stop-and-frisk policy has helped change opinions on the approach.

In short, not only are fears that big data will lead to discrimination in the future likely overblown, but they have clouded the debate. Those working to fight discrimination should look to data as a way to further eliminate unjust biases in society and create a more fair and transparent society.

Algorithms

We Need Jocks and Nerds to Thrive

When change occurs, we often tilt violently in one direction.  Gloria Steinem who spoke for women for so long, did not marry until late in life and never raised children.  WHat did she have to say to mohters and wives?   Her advice was often not helpfull.

With the advent of the age of high tech, nerds who had often been teased and bullied in high school became the go to peoplle.  Noah Smith writes about why the jocks they supposedly replaced as still nevessary to the conduct on business and in fact life in general.  Why We Need Jocks

New Appreciation of Jocks

Diversity at Microsoft

Satya Nadella’s memo to Microsoft employees:

In today’s monthly Q&A session, I want to give some perspective about the past few weeks — my trip to Asia , Gartner Symposium, the Adobe MAX conference, the Grace Hopper conference and Windows 10, as well as focus on Diversity and Inclusion (D&I) (and, of course, anything else on your minds). In November we’ll have a tightly focused conversation with Terry about Windows 10 more broadly.

Before our discussion, I want to provide additional thoughts from the Grace Hopper conference last week. Thank you to the many people who sent me comments and feedback over the past few days. It was a humbling and learning experience.

One of the answers I gave at the conference was generic advice that was just plain wrong. I apologize. For context, I had received this advice from my mentors and followed it in my own career. I do believe that at Microsoft in general good work is rewarded, and I have seen it many times here. But my advice underestimated exclusion and bias — conscious and unconscious — that can hold people back. Any advice that advocates passivity in the face of bias is wrong. Leaders need to act and shape the culture to root out biases and create an environment where everyone can effectively advocate for themselves.

Make no mistake: I am 100 percent committed to Diversity and Inclusion at the core of our culture and company. Microsoft has to be a great place to work for everybody. I deeply desire a vibrant culture of inclusion. I envision a company composed of more diverse talent. I envision more diverse executive staff and a more diverse Senior Leadership Team. Most of all, I envision a company that builds products that an expansive set of diverse and global customers love. As we make Diversity and Inclusion central to Microsoft’s business, we have the opportunity to spark change across the industry as well. This is the accountability the Senior Leadership Team and I own.

There are three areas in which we can and will make progress — starting immediately.

First, we need to continue to focus on equal pay for equal work and equal opportunity for equal work. Many employees have asked if they are paid on par with others at the company. Here’s what HR confirmed for me: Although it fluctuates by a bit each year, the overall differences in base pay among genders and races (when we consider level and job title) is consistently within 0.5% at Microsoft. For example, last year women in the US at the same title and level earned 99.7% of what men earned at the same title and level. In any given year, any particular group may be slightly above or slightly below 100 percent. But this obscures an important point: We must ensure not only that everyone receives equal pay for equal work, but that they have the opportunity to do equal work.

Second, we need to recruit more diverse talent to Microsoft at all levels of the company. As you saw in the numbers we recently released, we have work to do at Microsoft and across the industry. These numbers are not good enough, especially in a world in which our customers are diverse and global. To achieve this goal — and especially in engineering — we will have to expand the diversity of our workforce at the senior ranks and re-double our efforts in college and other hiring. Each member of the SLT will be goaled to increase Diversity and Inclusion.

Third, we need to expand training for all employees on how to foster an inclusive culture. Although we already offer training and development in these areas, we need to ensure the right level of accountability for modeling inclusive behaviors in all our work and actions. We all need to think about how Connects are written, performance feedback is delivered, new hires are selected, how promotion and pay decisions are made, etc. We need to focus on both the conscious and unconscious thinking that affects all these things, and mandatory training on D&I is a great place to start.

I am personally fully committed to these efforts and so is the rest of the Senior Leadership Team. We are going to work side by side with Gwen Houston, GM, Diversity and Inclusion, each month to drive progress on the three actions above, and Gwen and her team will continue to gather input, refine our existing plans and develop new approaches. I’ll report back to you in future all employee Q&A sessions starting in November.

When I took on my role as CEO I got advice to be bold and be right. Going to the Grace Hopper conference to further the discussion on women in technology was bold, yet my answer to a key question was not right. I learned, and we will together use this learning to galvanize the company for positive change. And I’ll certainly go back to Grace Hopper next year to continue the dialogue. We will make Microsoft an even better place to work and do great things.

Satya

Empowering Men and Women

Throughout the developing world, “and increasingly in Africa and Asia,” the single largest occupation for women is agriculture. Yet although they perform much of the labor, women and girls (who make up the majority of the planet’s poor) are often restricted from actually owning the land they work.

Formerly the Rural Development Institute, Landesa is a not-for-profit organization dedicated to supporting the world’s impoverished individuals, families, and communities, as well as to help them secure land rights. Tim Hanstad, Landesa’s president and CEO, describes it as an ” ugly truth” how, in many cases, societal groups of men work to systematically hold women back. In the developing world, men tend to control national, civic, and household leadership. Thus, customs are policies are shaped to support the agenda of male hegemony. Empowering women is difficult in places that feature entrenched systems of male dominance.

That said, a major tenet of Hanstad’s message is a focus on clarifying a common (yet crippling) misunderstanding about the path to women’s empowerment:

“We have to address the misconception that empowering women means you’re disempowering men. That’s a myth. It’s a misconception. Empowering one empowers all. Empowering women empowers men, children, families and ultimately the entire society.

Women’s economic empowerment is, it’s not a women’s issue, it’s a societal issue.”

Hanstad explains that you have to emphasize this point to get men to buy into things such as the female vote or land ownership. They have to understand that the currency of social impact is not finite. Empowering women does not tip a scale in men’s disfavor. You don’t take from one side to support the other. Instead, to allow women additional rights and grant them greater social influence creates social currency. To think of rights, privileges, and influence as finite resources misses the point entirely that women are, as Hanstad calls them, “underutilized social and economic change agents.”

Interestingly, Hanstad also notes that a man’s opinion on whether to empower the women in his life hinges on his children more than on his wife:

Empowering Women

 

Impact of Decline of Oil Prices in US

Oil prices plummet in US.  What does this mean.

The tumbling oil price has a real impact on Americans’ lives. The good: prices at the pump are at a historic low, dipping below $3 in some states. The bad: Stock market volatility hurts investors, raises questions about the robustness of the economic recovery and places severe pressure on domestic oil producers.

Prices rebounded on Friday, holding above $80 a barrel. But that did not dull the questions about America’s ability to maintain the pace of the oil boom that has blossomed in recent years.
Critics say that production in the very formations that are most responsible for the U.S. oil boom is endangered by two major factors: a lack of infrastructure at home, which makes the storage and refining of crude more complicated than it should be, and the potential for the oil price to plummet further if the Organization of the Petroleum Exporting Countries (OPEC) doesn’t cut its output.

“The market has gotten oversupplied, and with the potential for domestic prices to fall by another $6-$8, certain unconventional plays are no longer economic to develop,” said James Fallon, director of research and consulting with IHS energy team.

“So producers aren’t going to keep putting money into developing new wells and completing new wells, and so they will just stop drilling and that will slow down production,” Fallon said.

If that were to happen, the critics say, it would be a dismal waste of new technologies that have moved the United States within touching distance of its long-cherished goal of energy independence.

This week, international Brent crude oil fell to its lowest benchmark in four years, hitting $82. The U.S. domestic West Texas Intermediate (WTI) crude oil benchmark also dipped below $80 a barrel for the first time in more than two years.

Analysts attributed the drop to an economic slowdown and reports that OPEC is unlikely to cut production anytime soon. The first point was given added force when the International Energy Agency slashed its forecast for growth in demand for oil.

s next year, or when prices get better. But those decisions aren’t being made today and will probably come in the next couple of weeks.”

Meanwhile, further cause for guarded optimism came when Bank of America Corp. predicted that OPEC would “likely curtail” its production to “lend support to oil prices.” Such a move would, in turn, help U.S. domestic prices recover.

But there is no guarantee it will happen, and OPEC has yet to move in that direction.

“When the flat price of crude begins to fall globally, there is pretty big exposure that domestic price will fall even further than that. And when that domestic price falls far enough, you really will start to see production impacts,” Fallon said.

Such a scenario could in turn create a “pretty big disruption to cash flow” for the small independent producers that make up most of the operations in the Bakken and Permian.

If those independent producers have “financial balance sheet problems” because of the drop in oil prices, Fallon said, “that could be very disruptive to the momentum of the growth of unconventional oil production.”

Impact of Oil Price Decline in US

US Creeps Closer to Women on the Presidential TIcket

Hillary Clinton has all but announced in the US, but signs from her campaigning for candidates in Southern states during the US 2014 election cycle are not promising.  While her husband was first and foremost an economics specialist, she has not put forward any ideas for the economic future of the US.  Tmidity may well characterize her Presidential run and even her Presidency if she makes it that far.

Elizabeth Warren is heading for Iowa, the state in which the first Preisidential primaries are held.  A darling of progressives, she is really a centrist:  work hard and play by the rules and you should succeed.  An expert in banking, and fearless with her facts, she has put the banking industry that now controls US politics on notice.  She probably can’t run.  The US citizens experience with Obama’s inexperience will be used against her, but she would make a great VIce President.

Clinton and Warren

China: The World’s Leading Economic Power?

According to a survey by the Pew Research Center China lead the U.S.. Back in 2008, before the financial crisis, a European median of 44 percent considered the United States the leading economic powerhouse worldwide. In that year, 29 percent considered China the world’s leader.

China raced into the lead for the first time in 2010, and today, it’s viewed as the foremost economic power by 49 percent of Europeans compared to 34 percent for the United States. Interestingly, the shift in peception concerns America’s premier European allies – France Germany, Poland, Spain and the United Kingdom.

US investor Philip Anschutz is pulling out of China because it’s hard to him to collect the money he’s earned.  The US sees to it that peope get paid the money they are owed.  A factor to conisder in the concept of “economic power.”

This chart shows the median view across EU nations on the world’s leading economic power.

China- The World's Leading Economic Power?

Turkey’s Economic Forecasts Take a Hit with Kurdish Demonstrators Wrecking Havoc

Mehmet Cetingulec writes:  Rating time has come for the Turkish economy. Fitch Ratings was the first to announce its review. Contrary to the expectation that it would downgrade either the country’s credit rating or outlook, the agency kept both unchanged: the “stable” outlook and the BBB-investment grade.

The review, was expected to send the financial markets rallying. But when the markets reopened Oct. 8 after the holiday, the good news from Fitch was overshadowed by Kurdish demonstrators wreaking havoc across the country.  The main index of the Istanbul stock exchange shed 1,400 points in a single day, plunging to a five-month low of 72,943 points. The Turkish lira, which had been expected to gain ground, slid to 2.29 against the dollar, while bond yields reached 9.78%.

Then the Istanbul stock exchange made up for the losses over the Kobani protests, gaining 2,265 points to close the day at 75,208. The dollar slid from 2.29 to 2.25 Turkish lira, but moved back to 2.27 later in the day as the unrest continued. The bond yield fell to 9.48% before closing the day at 9.6%.

While affirming Turkey’s grade, Fitch welcomed “post-presidential election assurances that the current economic team will remain in place … as constructive.” The statement added that structural reforms, a lasting reduction in the current account deficit, a more stable inflation,  higher domestic savings and increased foreign investment could result in positive rating action.

In short, Turkey is walking a tightrope. Fitch’s favorable review prevented the unrest from taking a more serious toll on the markets. Pro-government media hailed Fitch’s decision as a “holiday present,” while the opposition press saw it as the “reward” of parliament’s approval of a government motion for possible Turkish military action in Syria and Iraq and the deployment of foreign forces in Turkey.

Fitch’s decision id not satisfy Economy Minister Nihat Zeybekci, who never misses a chance to slam ratings agencies.  “Turkey’s realities indicate the credit rating should have been much higher,” the minister said.

In sum, the following conclusion can be made: IS has begun to make an impact not only on Turkey’s exports but also on its politics and domestic security. In this climate, the good news from Fitch came as a “remedy” for the markets. But to get a similar good rating from Moody’s in December, Kobani’s shadow over the markets in particular should be removed.

In short, Turkey is walking a tightrope. Fitch’s favorable review prevented the unrest from taking a more serious toll on the markets. Pro-government media hailed Fitch’s decision as a “holiday present,” while the opposition press saw it as the “reward” of parliament’s approval of a government motion for possible Turkish military action in Syria and Iraq and the deployment of foreign forces in Turkey.

Turkey