DH

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To Serene’s point, I also wondered how a “safe” location could be conflated with a location “filled with people that look like me” since that is so often seen as a driver of whether someone “feels” safe or not. I’m not sure I have an answer on this, but I’m personally leaning towards leaving the algorithm the way it currently stands.

For those interested in sports analytics, the political analytics team at FiveThirtyEight also does some really great sports coverage as a side hobby: https://fivethirtyeight.com/sports/

On April 15, 2020, DH commented on Data Transparency-Privacy Tradeoff During a Pandemic :

Great thought exercise, Rocio, and thanks for sharing what you found! I largely agree with the skeptical arguments here but will add I am doubtful that humanity will choose privacy over safety. Fear is a powerful tool, and as you mentioned, there are many examples of intrusions on liberty under the guise of public safety (legitimate or not) – the USA Patriot Act being first to mind.

Side note: Your article made me think of the Ben Franklin quote around liberty and privacy. I googled it to make sure I was going to word it correctly because I wanted to include it in my comment, only to stumble across this NPR transcript where I learned I’ve been misusing it all of this time! Crazy.
https://www.npr.org/2015/03/02/390245038/ben-franklins-famous-liberty-safety-quote-lost-its-context-in-21st-century

Super interesting. My first reaction was “of course this makes sense!” but the points you raise after, critiquing the program, have swung me the other direction. A system like this feels more appropriate for elected officials whose jobs quite literally force them to “show up” to vote, whereas bureaucrats could potentially be doing their work elsewhere. I know in the United States, we’ve had several legislators lose their elections over their absenteeism.

I agree, Zubby. I felt similarly about today’s Hitachi case. Capturing employee ‘happiness’ or ‘mood’ seems to be measuring the symptom and not the cause. If I am an executive, I’d want to know beyond what my employee moods are, and get to why my employee’s moods are what they are! Great walk through of the different tools available to managers – it’s easy to forget that simple things like pulse surveys can help capture that data – it doesn’t require an expensive analytics program!