<html><head><meta http-equiv="Content-Type" content="text/html; charset=utf-8"></head><body style="word-wrap: break-word; -webkit-nbsp-mode: space; line-break: after-white-space;" class="">The contribution of worthless judgements and name calling is that the rest of us get to<div class=""><ul class=""><li class="">exercise handling our reactions silently</li><li class="">realize that "we" are a mixed bunch when it comes to rules and civility, and/or handling our emotions,</li><li class="">see some of our own biases, in this case, against Google and Medium,</li><li class="">realize that though we want speech to not be censored, we believe in censorship </li></ul><div class="">The censorship we believe in is stated in the rules ( <a href="https://lists.ghserv.net/mailman/listinfo/lt" class="">https://lists.ghserv.net/mailman/listinfo/lt</a> ):</div><div class=""><span style="font-family: Times; font-size: medium; font-variant-ligatures: normal; orphans: 2; widows: 2; background-color: rgb(255, 255, 255);" class=""><br class=""></span></div><div class=""><span style="font-size: 14px;" class=""><span style="font-family: Times; font-variant-ligatures: normal; orphans: 2; widows: 2; background-color: rgb(255, 255, 255);" class="">> 3. To maintain civil discourse, we have a zero-tolerance policy for anyone who posts ad hominems, or otherwise inflammatory, extraneous, or off-topic messages. Doing so will get you permanently moderated.</span><br style="font-family: Times; font-variant-ligatures: normal; orphans: 2; widows: 2; background-color: rgb(255, 255, 255);" class=""></span></div><div class=""><span style="font-size: 14px;" class=""><span style="font-family: Times; font-variant-ligatures: normal; orphans: 2; widows: 2; background-color: rgb(255, 255, 255);" class=""><br class=""></span></span></div><div style="orphans: 2; widows: 2;" class=""><span style="background-color: rgb(255, 255, 255);" class="">Perhaps boOod was really giving us a cry to be "permanently moderated"</span>…</div><div style="orphans: 2; widows: 2;" class=""><span style="background-color: rgb(255, 255, 255);" class="">-r</span></div><div class=""><br class=""></div><div class=""><br class=""></div><div><blockquote type="cite" class=""><div class="">On Jan 4, 2020, at 11:33 PM, aryt alasti <<a href="mailto:aryt.alasti@gmail.com" class="">aryt.alasti@gmail.com</a>> wrote:</div><br class="Apple-interchange-newline"><div class=""><div dir="auto" class=""><div class="">What is the point of posting nasty and abusive commentary? That's not contributing to anyone's understanding of issues, technology, policy or perpetrators.<div dir="auto" class=""><div data-smartmail="gmail_signature" dir="auto" class=""><br class=""> Aryt</div></div><br class=""><div class="gmail_quote"><div dir="ltr" class="gmail_attr">On Sat, Jan 4, 2020, 11:56 AM bo0od <<a href="mailto:bo0od@riseup.net" class="">bo0od@riseup.net</a>> wrote:<br class=""></div><blockquote class="gmail_quote" style="margin:0 0 0 .8ex;border-left:1px #ccc solid;padding-left:1ex">doesnt matter what all been said here, just because you worked at google <br class="">
= you deserve every bit of what happened, wish for you all the worst <br class="">
things in you life.<br class="">
<br class="">
also Medium is a shitty media.<br class="">
<br class="">
congrats you suck.<br class="">
<br class="">
Yosem Companys:<br class="">
> My solution was to advocate for the adoption of a company-wide, formal<br class="">
> Human Rights Program that would publicly commit Google to adhere to human<br class="">
> rights principles found in the UN Declaration of Human Rights, provide a<br class="">
> mechanism for product and engineering teams to seek internal review of<br class="">
> product design elements, and formalize the use of Human Rights Impact<br class="">
> Assessments for all major product launches and market entries.<br class="">
> <br class="">
> But each time I recommended a Human Rights Program, senior executives came<br class="">
> up with an excuse to say no. At first, they said human rights issues were<br class="">
> better handled within the product teams, rather than starting a separate<br class="">
> program. But the product teams weren’t trained to address human rights as<br class="">
> part of their work. When I went back to senior executives to again argue<br class="">
> for a program, they then claimed to be worried about increasing the<br class="">
> company’s legal liability. We provided the opinion of outside experts who<br class="">
> re-confirmed that these fears were unfounded. At this point, a colleague<br class="">
> was suddenly re-assigned to lead the policy team discussions for Dragonfly.<br class="">
> As someone who had consistently advocated for a human rights-based<br class="">
> approach, I was being sidelined from the on-going conversations on whether<br class="">
> to launch Dragonfly. I then realized that the company had never intended to<br class="">
> incorporate human rights principles into its business and product<br class="">
> decisions. Just when Google needed to double down on a commitment to human<br class="">
> rights, it decided to instead chase bigger profits and an even higher stock<br class="">
> price.<br class="">
> <br class="">
> It was no different in the workplace culture. Senior colleagues bullied and<br class="">
> screamed at young women, causing them to cry at their desks. At an<br class="">
> all-hands meeting, my boss said, “Now you Asians come to the microphone<br class="">
> too. I know you don’t like to ask questions.” At a different all-hands<br class="">
> meeting, the entire policy team was separated into various rooms and told<br class="">
> to participate in a “diversity exercise” that placed me in a group labeled<br class="">
> “homos” while participants shouted out stereotypes such as “effeminate” and<br class="">
> “promiscuous.” Colleagues of color were forced to join groups called<br class="">
> “Asians” and “Brown people” in other rooms nearby.<br class="">
> <br class="">
> In each of these cases, I brought these issues to HR and senior executives<br class="">
> and was assured the problems would be handled. Yet in each case, there was<br class="">
> no follow up to address the concerns — until the day I was accidentally<br class="">
> copied on an email from a senior HR director. In the email, the HR director<br class="">
> told a colleague that I seemed to raise concerns like these a lot, and<br class="">
> instructed her to “do some digging” on me instead.<br class="">
> <br class="">
> <a href="https://medium.com/@rossformaine/i-was-googles-head-of-international-relations-here-s-why-i-left-49313d23065" rel="noreferrer noreferrer" target="_blank" class="">https://medium.com/@rossformaine/i-was-googles-head-of-international-relations-here-s-why-i-left-49313d23065</a><br class="">
> <br class="">
> <br class="">
<br class="">
-- <br class="">
Liberationtech is public & archives are searchable from any major commercial search engine. Violations of list guidelines will get you moderated: <a href="https://lists.ghserv.net/mailman/listinfo/lt" rel="noreferrer noreferrer" target="_blank" class="">https://lists.ghserv.net/mailman/listinfo/lt</a>. Unsubscribe, change to digest mode, or change password by emailing <a href="mailto:lt-owner@lists.liberationtech.org" target="_blank" rel="noreferrer" class="">lt-owner@lists.liberationtech.org</a>.</blockquote></div></div></div>
-- <br class="">Liberationtech is public & archives are searchable from any major commercial search engine. Violations of list guidelines will get you moderated: <a href="https://lists.ghserv.net/mailman/listinfo/lt" class="">https://lists.ghserv.net/mailman/listinfo/lt</a>. Unsubscribe, change to digest mode, or change password by emailing <a href="mailto:lt-owner@lists.liberationtech.org" class="">lt-owner@lists.liberationtech.org</a>.</div></blockquote></div><br class=""></div></body></html>