How to Fix Big Tech? The Debate Heats Up

BY Stephen Koepp | May 17, 2019

The 22 year old who emerged from the elevator early one morning in the late summer of 2006 didn’t look like he would soon become one of the most influential people in the world. He was dressed like a college kid, which until recently he had been, and seemed kind of sleepy. But he was a young man on a mission. He had arrived to show a handful of journalists at Time, where I was an editor, a transformative new feature of his two-year-old website, Facebook.

“Mark?” I asked, having never met him before. He perked up as we walked to a conference room, where his Facebook co-founder Chris Hughes, his sandy hair nearly covering his eyes, was standing by with a laptop for a demonstration. Facebook already had 10 million users at that point, but the website was still a fairly static experience. The new feature, News Feed, would change all that, our guest, Mark Zuckerberg, declared, by connecting people more closely to the world around them. World domination and harmful side effects were not part of the conversation that day.

Thirteen years later, that’s what everyone is talking about, including Zuckerberg’s erstwhile colleague Hughes, who last week published a passionate manifesto calling for the dismantling of the social-media behemoth he helped create: “It is time to break up Facebook,” he wrote in the New York Times. “I’m disappointed in myself and the early Facebook team for not thinking more about how the News Feed algorithm could change our culture, influence elections and empower nationalist leaders.”

Facebook, now with more than 2 billion users, draws the most heated criticism amid a global backlash against Big Tech, but it has plenty of company among its peers. The very thing that Silicon Valley worships—scale—is now problematic for the industry’s behemoths. Amazon, Google and Facebook totally dominate e-commerce, internet search, and social media. “If you try to run up against Amazon directly, it’s like going up against Usain Bolt in the 100-meter race,” said Chieh Huang, founder and CEO of e-commerce site Boxed, at a Techonomy conference this week.

Because of their outsized economic power, the giants have increasingly become engaged in public conflicts when they try to push into even more lines of businesses, coming off as bullies. “Amazon is embroiled in controversies over the use of its facial-recognition software, the treatment of both its warehouse workers and its delivery drivers, whether its talking speakers violate child-protection rules, how much it is really lowering prices at Whole Foods, and whether or not its Ring doorbell-camera subsidiary is protecting users’ privacy,” said the Wall Street Journal last week in making a case that “Amazon’s size is becoming a problem—for Amazon.”

Photo by Bryan Angelo on Unsplash

Not all big tech companies face the same criticisms, of course. Facebook and Google take the most flak as privacy invaders, since their business models depend on what author Shoshana Zuboff has dubbed surveillance capitalism, in which “predictions of our behavior are bought and sold” without our knowledge. Uber, which has been accused of building its empire on the backs of its drivers, suffered a disappointing initial public offering (IPO) this week, which some critics attributed to a warped winner-take-all mentality that has taken over Silicon Valley.

Apple, for its part, touts its respect for privacy “as a fundamental human right,” but has its own dominance issues with the power of its App Store. The U.S. Supreme Court this week allowed a class-action lawsuit to move forward, giving consumers the opportunity to make the case that Apple has used monopoly power to raise the price of iPhone apps. In an almost cartoon-like scenario, Apple has even been accused of cracking down on apps that fight iPhone addiction, according to an analysis by the New York Times and Sensor Tower, an app-data firm. “Why is one company—with no mechanism for democratic oversight—the primary and most zealous guardian of user privacy and security?,” the Times asked in a follow-up editorial.

The growing public consensus is that society has to reign in the giants, which has given the 20-and-more Democratic Presidential candidates a big problem to tackle. The question is, how? Among the chief proposals: break up some of the giants to level the playing field, pass legislation to regulate them, and tax them in various ways to influence their behavior. “The good news is that we’re onto them. They’re on the defensive,” said Zuboff last week in a panel discussion on digital privacy at the Brooklyn Historical Society. Her fellow panelist, author Douglas Rushkoff, pointed out that in the early days of the internet, it was seen as a benign force to connect humanity. “It used to seem like the government was the enemy,” he said, whereas now it’s “technologies that divide and alienate us.”

To get ahead of the backlash, the tech giants have gone on image-boosting campaigns, touting their benefits to society and their ability to self-regulate. Amazon released a report during National Small Business Week that said it helped mom-and-pop companies create 1.6 million jobs last year, up from 900,000 the year before. Meanwhile, Google CEO Sundar Pichai wrote a piece for the New York Times, declaring that the company’s approach to privacy adheres to its egalitarian, “for everyone” philosophy about its products. “For us, that means privacy cannot be a luxury good offered only to people who can afford to buy premium products and services. Privacy must be equally available to everyone in the world,” he wrote, mentioning several new privacy features the company is introducing.

At Facebook, Zuckerberg announced late last year that he plans to create a Facebook Oversight Board of outside advisors to help the company in its efforts to moderate harmful content. Facebook is looking for feedback about the board, “partly through some roundtables held around the world with policy experts,” The Week reported. Testifying before Congress last month, Zuckerberg said that his company could live with regulation, but noted that “details matter.” Yesterday, Facebook announced that it would put more restrictions on the use of its live video service.

As the big tech companies scramble to adapt to much greater public scrutiny, here are some of the latest proposals for reining them in:

BREAK THEM UP

“Today’s big tech companies have too much power—too much power over our economy, our society, and our democracy,” Presidential candidate Elizabeth Warren wrote in March. “They’ve bulldozed competition, used our private information for profit, and tilted the playing field against everyone else. … That’s why my administration will make big, structural changes to the tech sector to promote more competition—including breaking up Amazon, Facebook, and Google.” Lately, candidates Joe Biden and Kamala Harris have made similar statements.

In his specific call to bust up Facebook, citing the historical anti-trust examples of AT&T and Standard Oil, co-founder Hughes argued that too much power is in the hands of one person. “Mark’s influence is staggering, far beyond that of anyone else in the private sector or in government. He controls three core communications platforms—Facebook, Instagram and WhatsApp—that billions of people use every day.” That’s where Hughes draws the dotted line for breaking up the company, which he feels should never have been allowed by the federal government to acquire the two other platforms. “How would a breakup work? Facebook would have a brief period to spin off the Instagram and WhatsApp businesses, and the three would become distinct companies, most likely publicly traded.”

Photo by Rajeshwar Bachu on Unsplash

REGULATE THEM

To some degree, tech companies already face regulation by the federal government, including the Federal Trade Commission (FTC). Any day now, Facebook and the FTC are expected to announce that the company will pay a penalty of $3 billion to $5 billion to settle claims that it mishandled users’ personal data. “The case is being closely watched globally as a litmus test on how the U.S. government will police the country’s tech giants,” reported the New York Times.

Even so, existing U.S. laws have failed to keep up with the rapid growth of market power in Big Tech. Europe, instead, has taken the lead in new legislation, particularly in the realm of privacy. “If you want to understand where the world’s most powerful industry is heading, look not to Washington and California, but to Brussels and Berlin. In an inversion of the rule of thumb, while America dithers the European Union is acting,” wrote The Economist in a recent cover package, published the same week European Union authorities fined Google $1.7 billion for antitrust violations in the digital ad market.

Last year, Europe adopted the General Data Protection Regulation (GDPR), a sweeping new law that defines personal data and a citizen’s rights in regard to its use. The GDPR is “an important milestone,” said Zuboff, “but it’s based on data ownership, which is a problem. It’s hard to get back.” What Zuboff calls “the public text,” or the information that users willingly give to tech platforms, is “only the little crust of ice on top of the iceberg of information turned into knowledge that they have about us. It’s the shadow text, a massive knowledge base about us.”

In the U.S., Europe’s new law inspired the state of California to quickly pass a Consumer Privacy Act of its own, due to take effect in 2020. But that only served to kick the debate over regulation into high gear. “The business community so thoroughly dislikes the California law that there’s broad agreement on passing federal legislation in Washington to preempt that and other potential local directives, possibly this year,” wrote Fortune’s Adam Lashinsky.

“This is one area where it doesn’t make sense to have a patchwork of laws,” Michael Beckerman, CEO of the Internet Association, a 45-member trade group, told Lashinsky. “It’s almost like having different electricity standards between states.” One idea that Silicon Valley is coming to grips with is the establishment of a singular regulatory agency focused on the digital realm.

PUT TAXES ON THEM

While most proposals to get a handle big tech companies focus on anti-trust actions and regulation, economist Paul Romer, a Nobel laureate who advised the Justice Department in its antitrust case against Microsoft, has proposed another solution: taxes.

“Instead of banning the current business model—in which platform companies harvest user information to sell targeted digital ads—new legislation could establish a tax that would encourage platform companies to shift toward a healthier, more traditional model,” Romer wrote. “The tax that I propose would be applied to revenue from sales of targeted digital ads, which are the key to the operation of Facebook, Google and the like. At the federal level, Congress could add it as a surcharge to the corporate income tax. At the state level, a legislature could adopt it as a type of sales tax on the revenue a company collects for displaying ads to residents of the state.”

Romer argues for the tax approach because the tech companies may already be too big to regulate, in the sense that powerful companies can often undermine their regulators. “Of course, companies are incredibly clever about avoiding taxes,” he acknowledged. “But in this case, that’s a good thing for all of us. This tax would spur their creativity. Ad-driven platform companies could avoid the tax entirely by switching to the business model that many digital companies already offer: an ad-free subscription.”

A tax-the-tech movement is catching on locally as well. In San Francisco, where a wave of initial public offerings (IPOs) have aggravated the hot-button issue of income inequality, city supervisor Gordon Mar has proposed a so-called IPO tax that would raise the levy on companies for stock-based compensation to 1.5%, about quadruple the current rate. Mar estimates the tax would generate as much as $200 million over two years, which the city could spend on housing, transportation and health programs. “San Francisco in 2019 is in a radically different place as a city than we were just a decade ago,” Mar told the Wall Street Journal. “I think there is broad support to reset our relationship with the tech sector.”

Indeed, a broad rethinking of society’s relationship with digital technology is underway, and it won’t be settled overnight.

“The solution is more democracy. Only coming together in the service of political power and political pressure” will work to persuade legislators that they need to act, says Zuboff, who says it will take “five to ten years, not the work of a day or year. Democracy says that humans have the right to rule themselves, and I don’t see ourselves giving up on that power.”

Steve Koepp is a co-founder of From Day One. Previously, he was editorial director of Time Inc. Books, executive editor of Fortune and deputy managing editor of Time


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Emily McCrary-Ruiz-Esparza | September 24, 2024

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Jenny Sucov | September 23, 2024

Is Talent Acquisition Equipped to Go Up Against the Global Labor Shortage?

For all the concern about AI taking over jobs, an equally pressing question has arisen: Who’ll fill the jobs that still call for human workers? A growing, global talent shortage presents a major threat to businesses across all sectors, countries, and continents. Energy companies don’t have enough green-skilled workers, professional services firms can’t find accountants, and manufacturers are struggling to fill roles on the shop floor.Despite the desperate need for workers, talent acquisition teams report being asked to cut costs and do more with less. Human resources may have moved into the C-suite as a strategic contributor, but not everyone in the department has a seat at the decision-making table. According to new research from the Josh Bersin Co., just 32% of talent acquisition leads feel that they’re strategic contributors to the business. Corporate plans change too quickly, they say, if there is a plan at all, and executives treat workforce planning as an afterthought. Right now, Labor Department statistics show overall job growth slowing more than expected, but employers need to take a long-term view. The problem, HR analyst Josh Bersin told From Day One, is that “workforce planning isn’t a very strategic process. It’s a once-a-year budget exercise. And when there’s a bad quarter, the company looks at the workforce and says, ‘Freeze the headcount over here, freeze the headcount over there.’”For some business leaders, hiring and firing are reflexes, not strategies. The cycle is so predictable that a 2023 story in the Harvard Business Review advised employees to assess their job security by checking their company’s quarterly filings. A bad quarter foreshadows layoffs.Companies can no longer afford to run their recruitment departments like e-commerce warehouses, Bersin argues. And unless leaders start taking it seriously, businesses won’t be able to outrun the talent shortage.Updating Antiquated Talent Acquisition ModelsThere are two types of TA departments, said Bersin: Operational and strategic. The former works like a fulfillment center. A requisition is opened, recruiters source candidates, conduct interviews, present options to managers, and complete the hire. “They’re operationally measured and operationally configured. They look at cost-of-hire, they look at channels and sources, they outsource a lot of stuff, and they design around scale,” Bersin said. The strategic TA team works differently. When someone wants to open a req, they ask questions: Who do you want to hire? What skills should they have? How will they contribute to the business? Is there someone internal who can fill the role? Could the responsibilities of this role be automated?HR analyst Josh Bersin (Photo courtesy of Josh Bersin Co.)If a talent acquisition team isn’t strategic, it’s not necessarily their fault, according to Gina Larson, an HR consultant with more than a decade of experience in HR and talent development. “It’s the direction of the business, the remit that they’re given, and the control that they have” that determines how strategic they can be, she said. “Most companies aren’t set up to invest time and energy into developing more diverse and non-traditional hires that would bring the company into the future.”When Bersin’s company surveyed business leaders about their views of TA, 55% of the respondents said they see the function as an integral part of the organization, but it appears they haven’t learned to treat it that way, and they continue to set the wrong expectations. Old habits die hard, it seems.If executives think recruiters are order-takers, then that’s what they’ll be, Larson said. “We all report to someone. Short-term results typically get the rewards. If you’re struggling for a while and you say, ‘Just trust me, we have long-term results coming,’ it’s hard. Everyone has a stakeholder, and I think there is the pressure of short-term results.”Operational teams are a vestige of an outdated philosophy that equates headcount with revenue, one that prioritizes cost-to-hire and time-to-hire above all else, Bersin said. Companies that run operational TA teams are typically ones that put the business–and its workers–at the mercy of market swings. “The financial pressures on companies these days are so quarterly-based,” Bersin said. “I think CEOs and CFOs have to deal with this very short-term mentality in their investor base. A lot of companies over-hire and then lay people off, and then over-hire and lay people off. What I call ‘enduring companies’ don’t think that way. They ignore those signals and think about long-term, sustainable growth.” When Bersin’s company asked TA leaders to identify the biggest barriers to becoming a strategic business partner, 36% said that shifting business priorities is obstacle No. 1.Talent Acquisition and the Future of BusinessIt seems that no industry is safe from the skills shortage. In the energy sector, imperatives to develop next-generation technologies mean companies need workers with green-energy skills, but seven in every eight workers globally have no green skills to speak of, according to research from LinkedIn. In 2023 the World Economic Forum declared the talent shortage “the next energy crisis.”Companies ranging from auto parts retailers to biotech companies blame financial-reporting problems on the lack of accountants, a shortage so severe that industry-regulating bodies are considering cutting certification requirements for the role. Meanwhile, consulting firm Korn Ferry estimates that the media and telecoms industry is on track to “hit a wall” with a shortage of 4.3 million workers by 2030, and manufacturing is forecasted to have 2.1 million empty jobs by then.Korn Ferry projects that, globally, the shortage of skilled workers will result in more than 85 million empty jobs by the end of the decade. Fifty-seven percent of respondents to the Bersin Co. survey said that it’s the skills shortage that will present the biggest challenge to the TA field in the next 12 months. Some companies are thinking strategically, however. Talent intelligence, as it’s situated in HR, is an increasingly influential discipline, Bersin said. That’s typically led by a data-wielding analyst who advises HR on where to look for the best candidates, what cities they live in, and which schools they graduate from, even the companies they work for. Some companies, like Aon, have invested in apprenticeship programs that train unskilled workers into highly skilled ones. PwC is trying to influence college curriculums to create more accountants. Talent acquisition just can’t afford to work on the sidelines, said Kumud Sharma, chief people officer at financial advisory firm Betterment. Her recruiters work cross-functionally, getting to know all parts of the business. Otherwise, how will they show candidates what the company can offer them?Sharma remembers when talent acquisition was its own entity outside of HR–working like a restaurant window. A hiring manager filled out a form requesting one engineer, and recruiting served up one engineer. But that doesn’t work anymore–because we know better, she said. “We’re not thinking of people as widgets anymore. We’re not thinking of people as products. We’re thinking of people as people now.” It’s this change in thinking that has changed the HR profession altogether.“For 30 years or so, we have been saying that people are the assets of the organization. Who’s bringing those assets in? Those assets are coming through talent acquisition,” said Sharma. “How can that not be a strategic function?”Emily McCrary-Ruiz-Esparza is a freelance journalist and From Day One contributing editor who writes about work, the job market, and women’s experiences in the workplace. Her work has appeared in the Economist, the BBC, The Washington Post, Quartz, and Fast Company.(Featured photo by Izusek/iStock by Getty Images)

Emily McCrary-Ruiz-Esparza | August 19, 2024