Will Tech Destroy the World (Or Save It)? The Arguments Both Ways

BY fromdayone | May 23, 2019

“It’s undeniable that our use of technology has outstripped our infrastructure” of legal, ethical and social standards, observed Cathy Bessant, chief operations and technology officer for Bank of America. “We’re using it before we know how to manage it.”

Her remarks in an onstage interview aptly captured the sentiment last week at Techonomy NYC 19, a conference that explored bright and dark sides of technology, which right now seem almost as polarized as America’s politics. The organizers titled their conference “Collaborating for Responsible Growth,” they explained, “because unless we get better at working together for society’s benefit, we’re all in trouble.”

With an eclectic array of speakers, Techonomy explored such wide-ranging issues as social media’s crisis, women in technology, hackers, Amazon, the internet of things, China, food and podcasts. Several highlights from the first day of the two-day conference:

Technologies of Togetherness

“We are in the cave-man era of bringing people together,” declared Scott Heiferman, the chairman of Meetup, the community-building startup he co-founded in 2003. In saying that, Heiferman was being optimistic. He believes the current crisis in social media, plagued by propaganda and privacy issues, could be worked out by innovation and public debate.

Heiferman, in an interview with Techonomy founder David Kirkpatrick, said he thinks the business model of advertising-driven platforms like Facebook and Google will have to evolve, bemoaning “the fact that the greatest minds of our generation are focused on getting people to click on ads.”

Yet he recognized that moving to a new business model, like paid subscriptions, would require an epic change for those companies. “Should the whole world be paying cash money to Facebook? The reality is that if your core business is to get people to stare at a screen, you’re going to get people to stare at a screen,” he said.

Digital platforms like Uber, however, which has been accused of exploiting its drivers, could be rivaled in the gig economy by the emergence of so-called platform cooperatives, Heiferman noted. In those organizations, the administrative layer is thinner and more revenue goes to the workers.

Meetup, which was bought in 2017 by WeWork, makes money by charging a fee to organizers of groups. The company decided early on to avoid going to an ad-driven model, which made Heiferman nervous at the time about how customers would judge the service, he said. “If we go to a pay model, their expectations are going to be really high,” he told one of his investors, Pierre Omidyar, the founder of eBay. Responded Omidyar: “Exactly!”

Creating an Inclusive Tech Industry

“Having diversity at the table when solutions are proposed leads to different solutions,” said Kimberly Bryant, founder and CEO of Black Girls Code, a nonprofit that provides young and pre-teen girls of color opportunities to learn skills in tech and computer-programming.

Bryant, a technologist with experience at Genentech, Pfizer and Merck, launched Black Girls Code as a pilot project in 2011. It now has programs in 15 cities, partnering with school districts and corporations.

Bryant observed that with technology as a tool, girls can address issues that “young women of color face in the community.” Safety, for example. Her daughter, at age 13, worked with her peers at a hackathon to develop a wearable device, called Ohana, that could act as an alarm if they were to feel unsafe in a particular area. A push of a button would notify their key contacts or the authorities.

Participants in Black Girls Code can start early and stick with the program for several years, with year-round workshops. While Bryant’s daughter is now studying computer science in college, other participants have used the program as a springboard to other careers. One of them is getting “a full ride” at the University of California, Berkeley, where she’s studying to become a doctor, Bryant said.

But does Black Girls Code exclude people by its nature?, a member of the audience asked. “Black Girl’s Code is a term of affirmation, not of segregation,” Bryant said. “It’s OK for these girls to be their full selves.”

Kimberly Bryant, right, founder and CEO of Black Girls Code, speaking at the Techonomy conference (Photo by Stephen Koepp)

Partnering for Good

When corporations launch programs to have a positive social impact, they’re well-advised to leverage their strengths by finding a partner like MedShare. The humanitarian aid organization delivers surplus medical supplies and equipment to communities in need around the world.

The group has delivered $220 million worth of gear so far, “things that would have wound up in a landfill,” having outlived their use in the developed world, said Charles Redding, the group’s CEO.

One of MedShare’s partners is Philips, the Dutch electronics giant. The company currently focuses heavily on health-care technology, “everything from MRI machines to the Sonicare toothbrush,” said Rob Stevens, the company’s general manager of health-system services.

Medical equipment typically becomes surplus when a hospital or other health-care provider upgrades to more modern gear, at which point a company like Philips can find a new home for the still-functional devices. “We don’t just donate the gear, we also provide all the manuals so they can have another useful life,” said Stevens. “It’s important that that the local team knows how to service the product and use it to its full potential.”

The second-hand gear can be life-saving in parts of the world where modern health facilities are scarce. “The ultrasounds are literally a godsend for us,” said Redding, referring to the use of the devices for pre-natal monitoring. He told of a situation in Nicaragua where an expectant mother was in physical distress. An ultrasound exam showed the mother to be “very low on amniotic fluid,” a hazardous condition. The mother was rushed to surgery for a C-section, which saved both the mother and child, he said.

MedShare is a major logistical operation, having moved 13.5 million lbs. of equipment and supplies, operating three warehouses to handle it all, and coordinating 20,000 volunteers a year to get the job done, Redding said.

Hacking a More Secure Society

Everyone from credit-card holders to Pentagon generals worries about digital mayhem, with new episodes making headlines constantly. Two weeks ago, hackers seized parts of the computer systems that run Baltimore’s government, demanding ransom.

“Here’s the bad news: Nobody wants to be hacked, but everybody gets hacked,” said Mårten Mickos, CEO of the cybersecurity company HackerOne. The good news, he added, is that “the younger generation is fixing it for us.” HackerOne has an unusual business model in the $120 billion cyber-security industry. HackerOne encourages its army of 400,000 freelance hackers to try to infiltrate the systems of its customers, then pays a bounty when the hackers find a bug. “If the good guys can break in, the bad guys can break in too.”

HackerOne’s workforce ranges from students to corporate professionals, with half of the hackers age 24 or younger. While some hackers might earn only small amounts, several stars have emerged. One is 19-year-old Santiago Lopez of Buenos Aires, the first HackerOne freelancer to earn $1 million. Lopez has found 1,607 flaws at recent count, having scrutinized the IT systems at companies including Goldman Sachs and Verizon, Mickos said. “Software can be wrong in so many ways,” he said, comparing freelance hacking to the production of open-source software.

“It’s the only way to deal with it,” Mickos said of fighting cybercrime, which he called “asymmetrical threat, in that those who do it are very few, who can do huge damage.”

HackerOne has worked with the Defense Department to carry out the program Hack the Pentagon, which uses the crowdsourcing method to secure its IT systems. In that case of that program, the Pentagon does background checks on the good-guy hackers, who are required to be law-abiding, U.S. citizens.

Asked about the worst digital security threat, Mickos answers: “The problem is you and me. Human beings are not disciplined, they’re vulnerable.” For his part, “I’ve become very disciplined with my own passwords.”

Can Anyone Beat Amazon?

“The reality is, in the short or medium term, nobody can beat Amazon. If you try to run up against amazon directly, it’s like going up against Usain Bolt in the 100 meters,” said Chieh Huang, CEO of Boxed, the e-commerce company he co-founded in 2013.

OK, so how did Boxed become a juggernaut of its own, attracting $244 million of venture-capital funding so far?

“We didn’t understand why Amazon didn’t sell really big packages,” said Huang, who started selling wholesale volumes of toilet paper out of a garage in New Jersey.

“Timing was everything,” he said. At the time, investors were wary of e-commerce, so the partners did things for themselves, selling $40,000 worth of bulk products in their first year, mainly to business customers. They limited themselves “to selling only the wholesale package and not trying to be the Everything Store,” he said. “There’s a fine line between hubris and being naïve.”

Part of Boxed’s current business model is to build its own propriety technology for inventory management and other parts of the business, in which they can incorporate higher-value features. Among e-commerce sites, “We’re the only national retailer that tells you the expiration date of the product you’re buying,” Huang said. “If there’s a recall of beef jerky,” he said, the company knows exactly which customers to notify.

While automating his warehouse in New Jersey has replaced people with machines to some extent, Huang said the growth of his revenues has led to a net increase in jobs. Plus, technology has its limits, for now. “It’s hard to simulate the dexterity of the human hand to pick up things,” he said.

Asked what keeps him up at night, the entrepreneur said: “The ever-rising bar of the consumer. Consumers don’t care where that innovation comes, but they see it and then they want it across the whole spectrum of retail,” he said, giving the example of two-day shipping leading to one-day shipping and now same-day delivery.

The Internet Civil War

Techonomy founder Kirkpatrick set the table for this panel discussion with a cover story in the company’s magazine, in which he took stock of divergent powerful interests that could render the term “world wide web” obsolete. Already, the trend has given rise to a new term for the frayed global connections: the “splinternet.”

“On the one hand, a small band of huge global technology companies have achieved a scale and influence that dwarfs most countries, even as they have shown insufficient concern for public welfare,” Kirkpatrick wrote. At the same time, “an existential split over the internet has emerged between nations. Is it a vehicle for freedom and the empowerment of individuals?” as the U.S. and Europe have generally believed, “or is it a means for state control, surveillance, and the muzzling of political speech?” as China notably practices, with countries like Russia, Iran, Saudi Arabia, Turkey and Hungary leaning in that direction. The risk, he concludes, is that the internet becomes balkanized and loses its global potency.

In the shadow of the Big Tech companies, “we are living in a commercial zone that lacks any regulatory standards,” said Dipayan Ghosh, a fellow in the platform-accountability project at Harvard’s Shorenstein Center on Media, Politics and Public Policy.

“Tradition in this country has always been to put the markets first,” Ghosh said. With the rise of Facebook and Google, we have seen the emergence of a dominant business model involving several insidious factors: “compelling platforms fostering addiction,” the “uninhibited collection of data on users,” and “the creation and refinement of algorithms that are sophisticated and opaque,” he said.

With companies like Facebook, Google and Amazon dominating their fields, “you could make the case that in each of these silos is a monopoly and potentially damaging our media ecosystem,” said Ghosh, who said that citizens should call for establishing some borders around those business models “to give the consumer some power back.” Indeed, he predicted “over the next year we’re seeing a tsunami of regulation coming to Silicon Valley, from around the world. I hope the industry can come together with legislators for some improvements in transparency.”

In terms of totalitarian countries building walls to separate themselves from the internet, what’s the worst scenario? “The one I’m most worried about is that countries see a security threat,” said Scott Malcomson, director of special projects at the Strategic Insight Group. “They see a threat to their physical safety” from losing control of the web, he said. “Once you get onto that escalator, it’s hard to get off.”

Will Tech Unify or Divide?

Bank of America’s Bessant, who warns of technology’s tendency to race ahead of our ability to deal with the effects, said, “We have to choose the path of good, but it won’t be the path of least resistance.”

Of particular concern, she said, is a worsening of income inequality. “I’m optimistic by nature,” she noted, but “what happens when we’re 5G [wireless] enabled and all of us have five to six devices?” she asked. “What happens in parts of the world that can’t afford it? Rich kids will have it, but poor kids won’t. From the outset, that has to be unacceptable to us.”

Banks should care about the widening economic divide because one of their core missions is “democratizing the safety of money. We have to stand for equality and justice,” she said. That’s a practical concern too, since banks do better in societies with economic diversity. “We know that vibrant markets are better for banking.”

Bessant said that even bankers worry about the economic fallout of technology. “Whenever you use the word transformation in front of an employee, they think, ‘Yeah, you’re going to transform me out of a job.’” That’s one reason she has a monthly conference call with thousands of employees, during which they can ask questions freely and anonymously.


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In Women’s Health, a New Coalition Aims to Keep Up the Progress

Women’s health care, long neglected by medical researchers and tech innovators in the U.S., is starting to get its due. A new coalition of digital health companies aims to harness the energy around women’s health to boost the accessibility and affordability of their care by working with employers to improve corporate benefits and workplace support.The group, called the Women’s Health Coalition for Digital Solutions, combines the mental-health platform Talkspace and the family-health company Ovia Health with other startups aimed at everything from fertility to menopause to nutrition and fitness.In its first year, the collective is focused on awareness and de-stigmatization efforts as well as using its members’ influence to advocate for workplace health equity. In future years, the coalition’s founders say they would like to encourage more investment in women’s health technology and enhance the patient experience by exploring integration among their many services.The idea for the group came about when Talkspace, which has expanded its business-to-business offerings in the last few years, was looking for partners, and executives saw a growing customer need in the realm of women’s health.“Women are busy. We manage our homes, we manage our work life, we’re managing our own personal happiness,” said Natalie Cummins, chief business officer at Talkspace. “What we’re hearing from our customers is that three barriers that still exist are stigma, access, and affordability.” She and other coalition partners are quick to note stats that show while women live longer than men, they spend 25% more time in “poor health” and they pay $15 billion more per-year in out-of-pocket health care costs than employed men. So Talkspace sought out other virtual health providers who shared their goal of helping people access care remotely, and intentionally put together a group that serves each point in a woman’s life cycle. In addition to Talkspace and Ovia Health the founding members include Conceive, which offers fertility and pregnancy support; Evernow, which offers menopause care; Nurx, a telehealth company that prescribes birth control, acne treatment, and other medications; FitOn, a fitness app; and Nutrium, which provides nutrition counseling. The coalition is part of a growing trend of employers prioritizing fertility and other family-building benefits in the last few years. The percentage of U.S. organizations offering such benefits increased from 30% in 2020 to 40% in 2022, according to the International Foundation of Employee Benefits Plans. The focus has expanded to include menopause, which has been poorly understood and little-discussed in the workplace. About 15% of companies surveyed by Mercer in 2023 provided menopause-specific benefits—up from just 4% in 2022. “We are seeing people respond to us in a way that is really taking menopause seriously as they should,” says Donna Klassen, a clinical social worker and co-founder of advocacy group Let’s Talk Menopause. She is particularly eager to see efforts aimed at changing the culture and policies around menopause in the workplace, as research has shown that menopause symptoms–and the stigma around them–can negatively impact both women and employers. Researchers at Mayo Clinic found that menopause symptoms cost the U.S. $1.8 billion in lost work time per year, for example. “When people have support at work, they are less likely to feel that they want to leave,” Klassen said. She emphasized the importance of trusted information as more women and their employers address menopause publicly. “People want their questions answered, and doctors don’t always have the time,” she said. “So let’s make sure you’re getting your information from credible sources.” Let’s Talk Menopause offers workshops and other educational programs to individuals and companies seeking to learn about menopause.That kind of education is key to the new coalition’s goals too. 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Some first steps for employers looking to support women’s health, they say, are to design benefits plans that reduce the out-of-pocket costs for women, remove barriers to seeking care, and ensure benefits cover the full spectrum of employees’ experiences. “Ensuring that your workplace supports women is crucial,” says Hobbs of Ovia Health. “So what does that look like? Improving the parental leave policy, flexible work initiatives, ERGs to really understand the needs of employees and then also minimizing the caregiver burden at home.” Abigail Abrams is a health writer and editor. Currently she is the senior manager of content operations for Atria. Previously, she was a staff writer on health and politics for TIME magazine. Her freelance work has appeared in the Washington Post, the Guardian, and other publications.(Featured photo by SDI Productions/iStock by Getty Images)

Abigail Abrams | July 17, 2024

The Google Firings: a Signal of a ‘Course Correction’ on Corporate Dissent

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The politics that moved into the office in 2017 never moved out, but the tenor of today’s conflict–at least in the workplace–is different.In a signal event last month, Google fired 50 employees who took part in sit-ins to protest the company’s contracts with the Israeli government. Nine of them were arrested for trespassing. Google CEO Sundar Pichai sent out an email to staff declaring that work is not a place to “fight over disruptive issues or debate politics.” In another high-profile case, long-tenured National Public Radio reporter Uri Berliner accused the platform of imbalanced reporting on the conflict in a published essay. Berliner was suspended and later resigned.One implication of the corporate response is that the organizational embrace of dissent, especially on polarized issues, is reaching its limits. 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Precipitating events, like the Oct. 7 attack in Israel, aren’t necessarily predictable, at least by business leaders. But if it weren’t this particular event, it would be something else, Taylor argues. “Once companies have opened up this avenue of activism, an avenue of leaders speaking up, an avenue of leaders taking positions on things, then it was clear that things were going to get pretty messy, pretty quickly,” she told From Day One.How Companies Might Better Handle Differences of OpinionBy firing the sit-ins, the message was clear, Higgins said: Don’t tell us anything we don’t want to hear in a way we don’t want to hear it. “What Google has reinforced is very traditional command-and-control.” In his estimation, the company would be better served to ask, How can we all live with our disagreements?“Businesses do not operate in a vacuum,” Higgins said, and they should stop behaving as if they do. Unless they are willing to engage with their workers–sans terminations and law enforcement–leaders will trap themselves in their own echo chambers and ultimately drive discontent underground. “People will become extremely skilled at telling senior management what they want to hear. Meanwhile, they will get on with doing what they need to do.” As the leadership team grows increasingly out of touch with its workforce, discretionary energy will be funneled into maintaining a placid façade rather than innovating. Volcanic activity, of course, begins underground.Taylor doesn’t envision a return to an earlier time in which battles over politics were fought only in the political arena, no matter how much employers may want it. “Younger generations do not see the world this way, and then [companies] opened up Pandora’s box. It’s pretty hard to go back to the way things were.”Companies would be ill-advised to dismiss the agitations of younger generations, who are the harbingers of change. “They tell you about what’s shifting in social attitudes, and that tells you what your customers are going to value,” said Higgins. Instead, workers and employers must become comfortable with disagreement.“If two people never disagree, it means at least one of them is not thinking critically or speaking candidly, and that means both of them are failing to learn from the exchange that might happen between them,” organizational psychologist Adam Grant told Anne McElvoy on The Economist Asks podcast in 2022. “I think a lot of us are taught to argue to win; I think what we ought to be doing is arguing to learn.”Coloring the culture wars is “binary bias,” in which the people who agree with you are good and those who don’t are bad. “I think that’s really interfering with progress,” Grant said on the podcast. 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Her work has appeared in the Economist, the BBC, the Washington Post, Quartz, and Fast Company.[Featured photo: Tech workers from Google, Meta and Amazon protested against Big Tech supplying Israel with intelligence tools outside Google offices in Manhattan on April 16. Photo by Cristina Matuozzi/Sipa USA via AP Images] 

Emily McCrary-Ruiz-Esparza | May 03, 2024

From Day One Celebrates Its Fifth Anniversary

Half a decade ago, the news was erupting daily in an avalanche of headlines about Corporate America. A lot of those headlines were about scandals. About mistakes and injustice. These were not just mainstream media headlines, but also major stories emerging from digital media and social media. In fact, it seemed like for the first time everyone suddenly had a voice, and many of these voices were shouting. Many people within these companies were already committed to making positive change. But corporate values issues are often complex. They are typically interwoven with other business priorities, history, or plain old inertia. “Companies were being held accountable for their behavior in new and important ways, and it seemed like there was real, and possibly permanent change happening,” recalls From Day One CEO Nick Baily. “But then what? Even once you agree on a new set of values, there’s a lot of work to do in making them real.”  This was the historical turning point the three founders of From Day One were contemplating when they launched, exactly five years ago this month, the organization’s very first event, a one-day conference of hundreds of business leaders at BRIC House in Brooklyn, a place not previously known for business conferences. From the start, it was designed to be something different.The idea was that the country needed a “forum on corporate values,” a gathering of professionals to talk about the relationship between companies and their employees and communities. In other words, their stakeholders, rather than just their stockholders. The founders–Baily, Erin Sauter, and me–felt certain that we didn’t know the answer to these pivotal questions, but we felt equally certain that there were many people with inspiring, practical insight on these topics, and that bringing them together into the same room would be a positive first step.The first event was a hit. Speakers from companies including IBM, NBCUniversal and Condé Nast offered fresh ideas on “building a more purposeful team” and “setting your values and following them.” Sponsors ranged from AT&T to Con Edison to Eileen Fisher. Attendees, for their part, asked: What will you be doing for an encore?The three founders decided to bring the Brooklyn-bred idea to Chicago, Boston, and beyond. Five years later, From Day One has hosted 45 one-day conferences from Seattle to Miami. The pandemic produced an existential moment of doubt for the company, but necessity proved inspirational. From Day One has hosted more than 60 virtual conferences and 220 webinars. All told, more than 72,000 professionals in HR and related fields have attended From Day One’s events. This year, Inc. magazine recognized From Day One as one of America’s 5,000 fastest-growing companies. The audience at a From Day One conference in Atlanta; featured photo: a panel onstage in Seattle (Photos by From Day One)Since the company has taken a journalistic approach to its conversations, it has never lacked for topics. History-making events of the past five years provided fuel for conversations that From Day One’s founders never could have expected. To start with, the pandemic brought the remote-work revolution. As Harvard professor Tsedal Neeley told our virtual audience: “I am 100% convinced that, if we do this hybrid right and with courage, and we set our policies based on need and not fear, we’re preparing for the digital revolution that’s right around the corner.” She was prophetic about the challenge of getting it right.The murder of George Floyd inspired a push for racial justice in Corporate America that would prove to be fitful, but the conversation was groundbreaking. “All of a sudden, I was talking about this, and our employees’ eyes were opened. We’ve never really talked openly about racism before at work,” Hoai Scott of NBCUniversal told our audience in Los Angeles. As the pandemic eased, the pent-up demand for more rewarding and meaningful work triggered the Great Resignation that sent companies into a frantic search for talent, which has only somewhat eased. “Comparing where we are now to where we were pre-Covid, I think the employee is going to retain a lot of power,” AT&T executive Ben Jackson told our Dallas audience last year. In turn, the need to retain workers inspired a major push among companies for better learning-and-development programs. “Our vision is–and it’s very lofty–we want to redefine what education means in this country, full stop,” Walmart’s head of L&D said in a From Day One fireside chat.What may be the most consequential development of From Day One’s short life is a debate about not only the future of work, but the meaning of work in our lives. To be sure, our colleagues at Harvard Business Review, which celebrated its 100th anniversary last year, have been at this awhile. But recent years have turned this philosophical question into a competitive news beat for business reporters and thinkers like Anne Helen Petersen, who has spoken to From Day One’s audience about both of her recent work-focused books. She was early in raising the prospect that a flexible approach to work arrangements “could actually help us decenter work, just slightly, from its place of prominence in our world.”To offer such a vigorous schedule of events to talk about these issues, From Day One now has a team of 18 full- and part-time employees who’ve developed diverse areas of expertise in finding inspiring speakers, developing an engaged audience, staging well-run events, and helping sponsors grow their businesses.What’s next? From Day One is planning a rich assortment of live and virtual events for the rest of 2023 and all through 2024, including a conference next week in our neighbor borough of Manhattan. We hope you’ll join us for the next chapters of our story.Steve Koepp is From Day One’s chief content officer. 

Stephen Koepp | September 20, 2023