Hello everyone. Good afternoon to those of you joining us here in Davos and good morning, good evening to those of us that are joining us online. My name is Sadia Zahidi. I'm a managing director at the World Economic Forum and a great pleasure to be here with you for what I would at least say and I'm biased. It's one of the most important topics that we're addressing here at the annual meeting because without a focus on human capital investments, without a focus on skills, education and jobs, a lot of the other challenges that we've been discussing here at the meeting are not quite possible to address. And without a focus on that kind of investment in people, it's also not quite possible to reach many of the opportunities, many of the discoveries and research and innovation that's also being discussed here. So it's a fundamental part of the agenda of the work that is being done at this meeting. I'd like to kick off with some good news. In 2020, we announced along with much of this group a 10 year initiative called the reskilling revolution. And the idea was between 2020 and 2030 to reach a billion people with better education, better skills and better job opportunities, leveraging the power of all of the companies that come together at the World Economic Forum, all of the governments that we work with and also by setting up public-private collaborations both at the national level as well as at an industry level. Now we're four years in since the time that announcement was made and I'm delighted to announce that we have reached over 650 million people through that work. So well ahead of schedule in terms of trying to reach that set of people, which then of course gives us an additional challenge. What more could we do and how do we ensure that some of that reskilling, upskilling is more precisely focused on some of the greatest challenges that we face? What are some of those new and emerging gaps that we need to focus on in that race to reskill? And are there ways to speed things up without making it overwhelming for the learners themselves? And so to have that discussion, I am thrilled to have with us a fantastic panel to my extreme left, Jeff Majan Calda, who is the Chief Executive Officer of Coursera, and I know has a deep passion for transforming education, skilling and expanding access to knowledge globally. Welcome Jeff. Next to him is Aisha Rimi, who's the Chief Executive Officer of the Nigerian Investment Promotion Commission based in Nigeria and driving transformative policies and initiatives that are aimed at fostering economic growth and sustainable development in Nigeria. Welcome Aisha. Next to her is Ashisha Advani, who's the President and Chief Executive Officer of JA Worldwide. And Ashisha's visionary leadership has been instrumental in fostering global youth development. And I'm hoping that we can hear a lot from him about how to bridge some of these efforts with younger people. Next to him is Claudia Zevedo, who is the Chief Executive Officer of SONE SGPS based in Portugal. And another visionary leader who is focused on leadership, innovation, reskilling, upskilling and ensuring that people are ready for the future of work. And finally, to my immediate left, Denny Machuel, who is the Chief Executive Officer of a DECA group and sharing a wealth of experience, knowledge and insights about what is truly happening in the global workforce and what are the needs of that workforce. So Aisha, let me start with you. We're thrilled to welcome Nigeria as one of the newest country accelerators that is focused on setting up public-private collaborations around skilling. How does the Nigerian Investment Promotion Commission view upskilling and reskilling? Great. Good afternoon, everyone, and thank you for having me. Just by way of context. So the Investment Promotion Commission is the arm of government that drives and works with investors, domestic and foreign in the country. And so in doing that, so ministry sort of lays out the policy and we do, we drive everything else that goes with that. This is a new administration, and one of the first things they did was to set up a national talent program. And they've also set up, so sorry, let me just rewind a little bit. Fun fact number one, this skills accelerator program is the only initiative I think that Nigeria has with WEF. And Nigeria is the only country in Africa that actually has a skills accelerator program. So the government has set up what is called a national industrial revitalization program. And under that there's a subcommittee that's supposed to deal with skills acceleration. So of course in doing that, there's no point reinventing the wheel. This has been done world over. We're hoping to collaborate with WEF, with private sector to pick up on those lessons that have been applied across the world and to apply them in Nigeria. When we now look at investment or investors that are in country, we're trying to work with them to develop programs that actually train people on the jobs. And also to perhaps look into their CSR programs, and Ashish I think just mentioned program that they're doing in Nigeria, whereby we can have them set up programs that train up or skill up Nigerians, young Nigerians to be able to future proof their jobs essentially and prepare them for the future. We at the investment promotion commission, we are responsible also for working with investors to provide incentives. And as we now review, we're going into our review, which hasn't happened in probably about eight years. We're going into a review of those industries in those areas that qualify for incentives. And this is one of the things that we're looking at very closely, how we could add education, scaling programs. And I should say there's also a national technology acquisition program that investors are required to sign up to, excuse me, whereby in certain industries they're required at some point to train up and prepare Nigerians to be able to take over those jobs that ordinarily would go to foreigners. Thank you. Dennis Levy, maybe come to you next. We've been serving companies for quite some time. And in our latest Future of Jobs report, we found that 44% of the core skills of anybody in a job at present across those firms that we surveyed, 44% of those skills will be different in just four years' time by 2027. So everything that you are doing daily in your job, half of it may be different in four years' time. So just tell us a little bit more about what you're seeing in the workforce and what those skilling needs are. Sure. And thanks, Sadia. And we're very happy also to have been a founding member of the Risking Revolution initiative. So we're very happy to be active on that. If we take a little bit of the helicopter view, look at the reason for the shift in skills. I think there are three major ones. The green transition which is coming in, the digital transition as well. And the new one with GNAI, which is also disrupting quite a lot and will have bigger impact coming in. On top of that, there's pressure coming from a mega trend of talent scarcity due to demographics, but also personal choices that people have been arbitrating and continue to arbitrate between professional life and personal life, particularly in the Western world. So, I mean, this is happening and what we see from, you know, the discussions we have with our clients is that now talent is a C-suite topic. Talent used to be more transactional. It's now really top of mind in all C-suite discussions. And, you know, the adequate positioning is there to accompany those discussions, the strategy discussion. It starts by, you know, talent mapping. That's the first thing that we advise our clients on. Just, you know, look at what's your workforce strategy and, you know, where are your talents? Where are the skills that are going to be disrupted by what I mentioned earlier? The skills that have become obsolete. What are the new ones? So, it starts by that. Then, of course, you've got to ensure that you have the attractivity to, you know, to attract the people, recruit the right people. And there's a big, big topic that is also occupying the discussions at this C-suite is the deployment. And, you know, how you keep the relevancy of these skills over time. So, the internal mobility has become top of mind. But you cannot have internal mobility if you don't think the transferability of skills. So, that angle, and then, you know, CHROs and C-suite should really look at how the skills that are present in your company are transferable into new areas to make sure that your people, the people that you employ, remain relevant. And cultivating the employability of your people is critical to ensure retention. And, of course, there is the last piece, which we see more and more as an important topic is the career transition is sometimes, yes, you have to adjust to, you know, your workforce.  So, thinking in advance on these topics, transferability of skills, employability, is a great way to prepare the future no matter what happens to the companies. Thank you. Claudia, could I come to you next? I mean, we've heard that broader perspective. Within your firm, what are you doing for that internal mobility? And also, what does that look like when you look at the wider community around you? Sure. In 2020, at the European Roundtable, we did a study with McKinsey of sort of what is for Europe, because this is a European group of CEOs, so we're more concentrated on Europe, and then I'll come to my country of, you know, to have a new vision for Europe, what would have to be done? And reskilling came up as a huge endeavor for the green and digital transition. And the numbers for reskilling, I mean, we know all of them, they're huge, like 100 million in Europe by 2030 in the WEF, reskilling 1.1 billion. And so, you know, taking these accounts, these numbers said, well, let's set up a process that has to have two things in mind. One is it has to be an end-to-end process because most of the sort of training, if you do a training, then you're not guaranteed employability or you don't do the right training. So sort of an end-to-end, we have to monitor the supply and demand, what are the new skills, try to have some strategic workforce planning, and then creating awareness for the candidates to go into this process. We had in the study like two-thirds of the candidates were unemployed didn't know about reskilling. So sort of putting everybody into the process.  So what we did in Sanay in Portugal, very much as a pro bono, not because we have the internal scaling, this is another project for everybody. We had a partnership between the Public Institute for Training and Employment that we sold them this sort of, because Portugal is one of the trial countries of the European Roundtable, and we sold them sort of this process and they liked it a lot because there was one KPI which is employability, and also with the Business Roundtable Portugal, so a group of 40 CEOs also on board, so a very strong public-private partnership. And we started everything from the beginning, so designing the training with the companies, and we've put a lot of effort in this program. The first year was just to set it up, right, to get everybody aligned, and we have now seven labs of different natures. And what we found in these three years is that to do the traditional way, we wouldn't scale to those dumpers, right? And so we are in the process of doing a trial in Portugal and Spain, which my company participates, but all that can adhere to this because it's an open, is a new career network which is basically a digital platform, a created digital platform where employees can search for training. Training can be on the platform, but it has to have a sort of quality check because trust is a huge topic, and then companies can go and search. So we're doing both the sort of traditional end-to-end, I wouldn't say traditional, but the new end-to-end training model and this new career platform that we actually in the process of developing it between Sonaya and Telfonica in Spain. Great, thank you. Let me go to Jeff next, speaking of platforms. Just tell us a bit more about what's been happening since the pandemic era where there was a big boom in online learning. How does that look now? And also, how are you integrating, for example, artificial intelligence to personalize a bit more of that learning? Yeah, so it's pretty exciting. I mean, clearly if you're into education, anything with education is exciting, but people often say that talent is equally distributed, but opportunity is not. And to a large degree, technology has made that true. Technology has created greater gaps between the haves and the have-nots. But I think that COVID really was a chance for people to try something that showed a new path to education where online learning creates a far more accessible and flexible way of learning a wide range of skills. And what also came along with it is remote work. So the idea that anyone anywhere has the chance to learn whatever skills are valuable to further their life ambitions and increasingly anyone anywhere. If you learn the skills and have the right credentials, those credentials could be a college degree. They could also be an industry certificate. If you have the right skills and knowledge, you could increasingly not only learn from anywhere but work from anywhere. And this could be, I think, one of the biggest breakthroughs. Now, as it relates to AI, there's a lot of opportunity. There are some threats. I think there's something that's important, a distinction between more traditional AI and generative AI. With more traditional AI, it was much more about the builders of these systems. Much more about the builders of the system. Can you hire people with the skills to build an AI system? It's a pretty concentrated group. And the skills are quite technical. They're very difficult to learn. With generative AI, it's a little bit different. It's not just how it works, it's how it's used. Generative AI will be a tool, a thinking tool and a work and productivity tool that will be able to change the opportunity set for almost everybody in the world. And research is coming out that is showing that there is a disparate impact in terms of performance improvement from people who use these generative AI tools. Notably, at least among knowledge workers, those with less experience have a bigger improvement in their capabilities when they use generative AI tools that knows with more experience. So this could close the sum of the performance and experience gaps. Now, in order to make it accessible, you need to obviously have good content that people can trust. So we work with big institutions, universities and industry partners to do that. You need to have good content that teaches the job-relevant skills. But you also are seeing now a new way to learn. And Bill Gates yesterday on the CNBC, Davos report that Shereen did, she said, what's the most exciting thing you've seen at Davos? He said two things. He said, the future of health care, this is going to be changed because of this technology. And the number two thing he said was personalized learning, because generative AI will not only give you the content and the credentials and the knowledge, it will give every single person a personalized coach or tutor that will help them, independent of your current experience level, will help people get more equal access to someone who can explain things, contextualize things, map things into the skills you need and the careers that you might pursue if you learn those skills. So it's not just the content, it's also the way that you learn. And what we've done at Coursera, which I'm also very excited about, is completely transform the language accessibility. So we have 6,000 courses on Coursera, most of them authored in English. It cost us $10,000 to translate one course into one language, until six months ago. It now costs us $20. We have now translated 4,000 courses from the top universities and the top industry partners in the world into 18 languages. We have another 10 to 20 coming. So language will decreasingly be a barrier. How much you make and where you currently come from, I think is going to be decreasing a barrier. And then it becomes affordability and it becomes sort of learner support. I'll say institutional support. So we work with governments, we work with businesses and we work with higher education systems to make sure it's not just, or not only people going to Coursera.org, but people also getting support from their communities and institutions that serve them so that they get the same kind of support that someone who maybe came from a more privileged background. Thank you. Now, every year we also try to ask businesses what they think are the highest skills in demand. And a lot of what comes up is, you know, creativity, collaboration, critical thinking, teamwork. She's telling us a bit more about how the next generation can acquire some of those skills and how you do that. Thanks, Adya. It's wonderful to be here. What a great panel. One of the nice things about the reskilling revolution is it set a very ambitious target. So when you set a target of reaching a billion young people over a decade, it brings stakeholders together and they start to agree on things in order to move forward towards a target. So to answer your question, I think the way that at least our organization delivers programs is through partnering with both governments and businesses. Partly because we need access to the school day, so we need partnerships with government to give us access to the school day, whether it's for K-12 or for higher education. Having access to student time and learner time is critical. We partner with businesses because it helps us bring real role models to young people so we can actually impact their mindset, not just their skill set, to get them to realize that certain careers they didn't know were available to them and now open, which starts to put context into why they're learning. So for example, I'm so glad that this panel happens to have two of our partners on it, which we discovered in the chat earlier. So just to give you two examples. So the goal of reaching a billion, you know, J-Wirewide is honored to partner with you to do that because we are already reaching kind of over 10 million learners per year, up to now 15 million learners per year. So over 10 years, we hope to be able to deliver about 10% of the total target. So that's our aspiration. It's made us want to do more. And for example, we were talking earlier about how our partnership, Claudia, in Portugal helps us reach 30,000 youth, but also with 2,000 of your employees acting as mentors and volunteers and role models for kids. That's just a very practical example of how you can actually deliver a program in partnership. And we were talking earlier about Nigeria and our partnership in Nigeria just to give you another practical example where the government has actually mandated during Global Money Week that banks and businesses should provide role models in financial literacy education, jobs education for young people during that week. So without government actually saying that to companies, sometimes it's hard to actually change behavior quickly enough, particularly to hit scale. If you want to, you know, hit these ambitious targets, I think we need governments such as Nigeria to really lean in. So I'm really thankful for that. And of course, businesses as well to say we're going to actually give of our volunteer time to be role models for youth. Thank you. I'm going to keep with that particular theme of what you need from other stakeholders to be able to deliver that kind of skilling. And Jeff, from your perspective as well, we talk about public-private collaboration. Let's try to unpack that. What's needed from more governments if we want to get faster to some of this reskilling? Yeah, I think that a lot of it comes down to sort of a vision and a priority that is set just to say this is important. Usually it's a lot better if it's backed up by money and people in power causing that to happen. It's one thing to say, it's another thing to do it. We've seen, but on the other hand, private companies can get a lot done if they're sort of a playing field that's set so it's kind of clear how we can make progress. We have seen in the U.S. with the American Council on Education they review the industry content that's on our platform that comes from Amazon, Google, Microsoft, IBM, and others. And they review it for integrity and for rigor and then they say we're going to give a credit recommendation suggesting that universities and colleges and vocational programs award college credit for these industry courses. In Europe there's a system called the ECTS, the European Credit Transfer System. About 20 of these certificates have now been ECTS credit recommended and there's 49 countries that participate in the ECTS credit system. India is doing this with the National Skills Qualification Framework. The UAE is doing this with the CAA. And so laying down the policies that say content, if it is trustworthy, credible, valuable can be delivered in an institutional setting that is largely controlled by government policy and oftentimes government institutions. Just laying out the system so that we can do this with clear guidelines and rules is super helpful. I also think that we see institutional collaboration between government and businesses, government and campuses where for instance in Kazakhstan, working with the Ministry of Higher Education and Science, the government not only laid out the policy framework for the credit transfer but actually subsidized, sponsored a set of industry certificate licenses and donated 1,000 licenses per school to 25 different public and private adult education programs so that they can also sponsor not the entire training but at least a pilot test so that universities don't have to go over the financing hurdle to at least start seeing how these types of capabilities can make a difference in the curricular offerings that are available to students. And Aisha, as our primary government representative on this panel, what's your view? What do you need from some of the educators, whether those are online learning platforms or others within the country? And what do you need more of from the private sector? Okay, so many things have been said and Jeff just keeps sort of making these points that resonate with me. You talk about talent being equally, what was it? Distributed but not opportunities. So everyone knows the numbers about Nigeria. There's 200 odd million people. So I mean the potential is that we have 65% I think under the age of 35.  So one of the ideas is to focus on vocational training and of course this comes with revamping the curriculum, working with the Ministry of Education, with private sector, and to get these national qualifications system in place. Like I said earlier, we're working with, certainly since I've stepped into this role, we're working with investors in the country to see how they can support these programs because government just does not, with the greatest intention in the world, it can't move as quickly. It's not as nimble as it would like to be. You have budgetary concerns and all of that. So working with private sector, of course incentivizing them and working with the education board. So another program which the government has started up is a skill artisans program. Because, and I think the plan is to skill up about 20 million over the next couple of years and get them to be actually certified so that they can use these skills across, not just Nigeria, but now even more across the continent as we now have the Africa Continental Free Trade Agreement which is going to allow for easier movement of goods, services, people, you know, all of that. There's also something which is called the National Talent Export Program. That was launched by this government on the back, on the sidelines of Unger last year. And with that, again, there's a training program in place to skill up or reskill Nigerians because we found that, you know, the talent, like you said, was there and available but the opportunities were not. So they're plans to work with governments and I think Germany and the UAE have shown interest in acquiring some of these skills. So that's another thing that's in place. I think we are, a government has clearly shown this willingness, it's able, willing and ready to partner with private sector as we have shown with Ashish and really it's just a matter of moving it forward. And so the whole idea of being here today is to be able to tap into those programs that, like you've mentioned, that exist that we can learn from and we can domesticate. On that note, you know, it's not just private public, sometimes it's public-public collaboration that's really great. Yes. In the U.S. when we started these accreditation it was the American Council on Education and they've been around for a long time. We just did a memorandum of understanding with the UAE, the Minister of Education there, where their commission on academic accreditation actually is partnering with the American Council on Education to basically take their playbook for how they do the accreditation, start by using that framework and then they're building their own. Obviously we could certainly create a little broader collaboration if you want to see what that sort of playbook looks like. And then the other thing I'll just mention is in India the new education policy has set out this sort of credit transfer system which they call ABC, the Academic Bank of Credit. The framework is called the National Skills Qualification Framework, but the actual review is happening by NASCAR, NASCAR, which is an industry consortium. So you also have models where the regulators lay out the policy for quality assurance, but industry actually does the evaluation to say does this really meet the needs of industry. So that's an interesting kind of public-private collaboration even right there and that's happening in India. Fantastic, great. Sorry, just one last point. I think in the last few months as well what we've seen is we've seen an uptake in inquiries for business process outsourcing. I mean the request for information and how they can tap into this demographic dividend that we have in Nigeria has been quite impressive. Great, thank you. There have been lots of references on that side of the panel about employers. So Dennis and Claudia, maybe over to you. What do you need more off from skilling providers? What do you need more off from governments? Well, two examples that I would give. First it's all about anticipation and investment. So we're working at the moment with a French car maker who is anticipating the fact that the move to electric vehicles we had a massive social impact on all the people that were working on combustion engine vehicles. So we've come together because what they wanted is they wanted to really ensure that their supply chain, their suppliers would not be impacted either. So that's all about anticipation. So we've worked with them, we are creating, we do the skills mapping, we do with themselves and all their suppliers to ensure that and train and upscale and transition some queries to make sure that this is happening. So what actually when we came together, these two private companies, we went to the French government and they said because this is happening, I'm okay to finance that. So that's one thing. Second example is as we were embarking into JNAI, we wanted a technology partner who would help us build what we're currently building, which is a career platform. So we've signed an agreement with Microsoft to develop a career platform particularly targeted at the traditional underserved population, the blue-collar workers or frontline workers. So what we've done is we're creating a lifelong career companion where frontline workers will be able to have career counseling, will have to have access to job opportunities, skills mapping and what is necessary for them in the future, etc. So this is, we did that without any government support but it's really two companies investing together. Just one thing to have in mind, particularly with the JNAI revolution is the equal investment that is required on tech and on people. And usually when you talk about JNAI, we talk about there's so many millions or dozens of millions to put in tech. Well, you should put the same money, same amount of money in the way we are competing the people. Just one last thing. We've made a study, it's going to be out in a couple of weeks, 2,000 C-suite executives on this JNAI skills gap. 43%, only 43% of top leaders are saying that even their top managers are ready, have the skills that are necessary to understand the risk and opportunity of JNAI at the top level of the organization. So you can imagine this massive endeavor that we all have to do to get people ready for that. And there's already that question of who pays. And just one last reflection on who pays. From a business perspective and private company perspective, people with our accounting standard are counted as cost and not as assets in the balance sheet. So I hope as we progress on sustainability and new accounting standards, we can begin a social piece that at some point will be able to put human assets in the balance sheet and not as cost in the P&L. Thank you. Claudia, two questions building on that. One, how do you upskill and re-skill your own managerial team, your C-suite? And second, who pays? Can I answer the government one too? Please. I mean, as I told you, the program that we're doing is a public-private partnership also with the Trade Association. So I think that program is robust and we're just rolling it out. But if I zoom out and re-skilling has to become something that we do all our life, right? The traditional model that we have of subsidized government education, primary education, second education and university really has to change because with 20 years I have a university degree and then if I want to re-skill at 30 or 40 or 50 that I'll need to because I'll change jobs. There is no public funding as there was when I was 18. And so looking at that life cycle and re-skilling being so important, as you said, the skills we have today, we will need new ones in four years. So how can governments look at that and say our traditional model of subsidizing university probably doesn't work anymore? So we try, going back to now to your question, we try to be a very learning organization. So now we invest a lot of time in training. We're also very close to all these associations. We actually, we have six people pro bono doing the re-skilling operation and we try to be a very learning organization, not a know-it-all organization. We're very frank on that in the suite that you have to be a learner because it's impossible to know everything. It's impossible and things change. So you know something and the moment you learn it it's probably outdated. Thank you. And Ashish, can I bring you in for the view of the learner? How is some of this being taken up by the many, many young people that you work with around the world? So I think this question of who pays starts to become very relevant. So our programs are free to all learners. And in most parts of the world, particularly for K to 12, there's obviously an expectation that the learner is not going to pay. As the learner gets older and older, the question about should the employer pay, should the government pay or should the learner pay starts to matter. Particularly I think in the parts of the world where there's already a culture of the learner paying, it is a huge advantage because investing in yourself is something that always pays dividends. Particularly in a world that's changing as fast as this. So from the perspective of the learner, building a culture that you are willing to invest in yourself and having the mindset to want to retrain and not expecting somebody else to pay for it for you is critical. I'd say it's up there with global citizenship skills as two of the key parts. If you look at Education 4.0, we put global citizenship skills in that framework because we know that in order to stimulate world peace, we have to be explicit about that being a goal. I think similarly this idea of a mindset shift where a young person believes they have to invest in themselves over and over again in the course of their life and be happily surprised if government subsidizes and be happily surprised if your employer pays, we'll just build a more sustainable model. Would anyone challenge that? Because with the speed at which some of these changes are taking place, is that going to be feasible in all parts of the world? Can we really wait for people to be able to afford that for themselves? There are many parts where they may not be able to. Any other views on that, Jeff? One of the things I think is a little bit tricky as we talk to learners in different parts of the world, if you think about it from an investment decision, including an individual, am I going to take this money I could have used to buy food or buy whatever and spend it on my education, they might not think of it this way, it's an ROI calculation. How much will it cost me and what's my expected return? In a world where your opportunities for employment are very low, the return on investment for education is not obvious and immediate. Maybe your family didn't experience that, maybe your friends don't experience that, it's just not something that's in your world view. The opportunity set is changing very quickly. The ROI is actually going way up with online learning, which is much lower cost to deliver with global opportunities that could be done remotely. The expected ROI is going way up, but I think it takes institutions to help make those opportunities available and to support people in making that decision. I'll just mention there's an interesting sort of payment method which I find kind of exciting, which is like in the UK, the government doesn't necessarily pay directly, they cause their companies to pay a tax, not to train their own people, it goes into community pool because talent is kind of fungible and a lot of employers say, I'm not going to spend money to develop skills and someone's going to get the benefit. So it's a little bit of a collective action problem where unless the government says all of us are going to benefit if all the talent is better, therefore you're all going to pay a tax into a pot that comes from corporate taxes, we will train the labor force, everybody will benefit, no matter whether the talent goes to company A or B or C. That's pretty cool. In Malaysia it's actually one step closer where they say every company must have a payroll tax for their existing employees. So you could say you have to pay the money for your employees or you have to pay the money into a community investment, but it's generally the companies benefiting from the talent that are subsidizing the training of the talent. So 45 minutes goes by way too fast and I do want to take like one question from the audience. You've got a question in the back. Could we give the microphone? I'm Michael Strain with the American Enterprise Institute in Georgetown. Jeff, I have a question for you.  The models in the U.S. that seem to work are very few and they are where there's a strong relationship between local employers and between community colleges, let's say, or similar training programs and that's where I think a lot of your optimism is spot on, 100% right. I'm concerned about the 90% of locations in the United States where those kinds of relationships don't exist and that 50-year-old manufacturing worker is kind of left out to see without anybody to help him or her. Are you optimistic that Coursera will be able to train that person and then are you optimistic that local businesses will accept that as a valid credential in hiring? I'm pretty optimistic. I think an important part of this was the Infrastructure Act. Here's what we need from governments. We need connectivity and by the way every minister of communications and information technology I see here and every place else all realizes that connectivity is almost the same as power, water, and other basic necessities and I think the U.S. is doing a nice job of laying broadband to communities but I think that's really key. Without that, we're in trouble, right? But with that, for instance, in the state of New York I'll try to make this really fast. The Department of Labor did a workforce development program for every unemployed and underemployed person in the state of New York. They're using these professional certificates. The state university system of New York integrated these certificates into the SUNY system and they have one campus called SUNY Empires 120 on-line degrees. They accept credit for these certificates. The government does a workforce development program for the unemployed people. They actually worked with the Chamber of Commerce in different metro regions in New York to say what skills do you need. They have career centers lightly staffed not with domain experts but with coaches and support so you can walk into a physical place to give you a little bit of career guidance as to what the employers in that region need. The curriculum comes from Coursera through our industry partners. You earn credits, not only a certificate but you earn credits towards a SUNY college degree taking a workforce development program all on-line at any time you want from anywhere you want. There are some interesting combinations I think have promise. Just a quick one to give also another positive perspective on this from an employer perspective. We are the number one worldwide to provide career transition services what we see happening in the US which is quite new as career transition was probably mostly given by large companies these massive layoffs what we see is great traction at the moment on the smaller size the mid-size and the smaller companies that are ready to invest in the way they ensure career transition for the people because they want to show that they care they also want to protect their reputation. They've seen that during COVID when they were firing people when they reopened the doors post COVID there was nobody to come in because of what had happened now we see a lot of traction of companies really wanting to care yes I have to adjust my workforce but to your point I want to make sure that I provide the necessary connections so that people bounce back and it's all about of course when you transition it's all about what you have to learn to be prepared for the future so from an employer perspective things are moving. Thank you Claudia very quickly. Very quickly I totally agree and as a company we are reskilling and to make it a normal process in the company to reskill I have my doubts with the ambition that we have for green and digital transition in Europe there has to be public funding for that and I think it will be a positive return for the governments because there will be less unemployment subsidies and then taxes when people get a job but I think it's a huge funding gap this transition and governments will have to play a part and less inequality. Thank you very much. I do want to take one final round and each of you has like 10 seconds to relay that to our audience if you're one young person today let's say a teenager about to make a decision around whether they go to university whether they go straight into the workforce what should they be learning what's that advice and Jeff you get to go first because you're on the extreme left. I think one of the big benefits is you don't have to decide exactly what you're going to do there's no fatal flawed decisions anymore because there's way more flexibility in how you can navigate your educational pathways and your career pathways so I would say go where your passion takes you be ready to to change at any time if you are curious and adaptive as a learner and if you have good human skills and play well with others you can probably find your career. Aisha for all those young people in Nigeria I would say keep an open mind reskilling upskilling education is relative some things don't translate into some societies and some do but be realistic in following your passion because you know at the end of the day you do need to live and survive. The same advice I give my 19 year old twins which is embrace online education and be self-directed even though it may not excite you now build a habit of being curious and doing it on your own. Thank you Claudia. I would just say be curious. Dennis. Don't expect a linear career path remain IGL be open follow your passion. Thank you very much. So we heard today quite a lot about lifelong learning. We heard about public-public collaboration private-private collaboration and public-private collaboration and maybe one piece of information for all of you one please join the reskilling revolution we are currently working with about 20 governments and more than 350 businesses if you are here in the audience and you want to commit please join the reskilling revolution second we'll be doing a lot of work coming up on exactly one of the core issues that you've all brought up which is the funding model around this who pays and how do we take some of that forward thank you so much thank you to the entire panel and thanks to all of you


This is Hari Swaminathan from optionTiger.com and I want to give a brief description of the options beginner module in this video. Options as you know have a learning curve. They are mathematical and so the theory and foundation for options is very critical and every options fader has started right here. So in this module, we are going to get a comprehensive understanding of call options, put options, time decay, implied volatility and the Greeks. These are the five basic foundational aspects of options and within option Greeks, you also have four different Greeks that govern the movement of price, the time decay element of options as well as how volatility impacts options and then you have three courses that will also show how you can use in combination with stocks you can use options for getting a much better performance booster to your stock positions. And finally, we look at some live trade examples. We look at the option market structure itself where we define all the elements of the options market, which are pretty unique from all the other markets and after we do the four different options live trades, we'll also look at some strategy elements and we look at how do you adjust options and then take a deeper look at probability and the Greeks. Now we also have some mini courses in this module. Most of these are free and if you want to get a list of all the free courses, all you have to do is come here and you click on the free mini courses. These are full-length courses. The full-length courses will go for $19 and then there are some half-length courses which will go for $9 and mini courses generally go for $5, but I believe all of these are free and then of course you also have the bundle which is a collection of everything that you see on this page all the way from call options all the way including all the mini courses and the full-length courses as well and you get a 25% discount for this bundle purchase. This foundation and theory is extremely important. So even if you have just some knowledge of options would recommend that you start and all the courses are in order so you would start from here, finish the first row and then go all the way down. Thank you.


Hi everyone. Happy Wednesday, Joe, for Jasper's casewrakes.com coming at you with 2020 Panini Absolute Football 6-Box Inter case number 8. So we did the first Inter last night, and we're doing the second Inter tonight. All card ship, of course. A lot of great stuff in this. I think the first half was pretty solid, so maybe we have the makings of a hot master case. Big thanks everybody here for getting their spots straight up and pick your team number 8 on the 30th. Happy New Year too. Upcoming New Year. There you go, Walter. Last spot, Mojo Chargers. And here's pick your team number 8. Remember we marked that last night, so you know it's from the same master case. Alright, good luck. So here's what we're looking for. I don't think we've seen that. I think they generally fall one per case, or they guaranteed one per case. I think they generally fall one per case. Either way, I don't remember seeing one in the first half, so maybe we'll see it in this half here. Remember folks, we are taking a break for a new year, just two days, two nights. The 31st and the 1st will be back on Saturday. So with that being said, I don't know how many more opportunities we'll have together to talk about this Sunday's NFL Madem. We'll talk a lot of playoff matchups too. But week 17, what are the interesting matchups in week 17? What's still pending? I guess Cowboys Giants? Giants and Cowboys both battling for the NFC East. I think the Cowboys are still in it, right? And Giants? I think Giants might need a little help, but I think they're still in it. I think Dolphins' Bills, no, nothing really there. I guess Ravens are still battling for a playoff spot. Ravens at Bangles. Ravens should be able to win that, right? There's Ray Kwan-Davis. Dolphins 11 out of 50. That's for Jay. I think the Dolphins also have to win. And they're in. There's Joe Mixon and Tyler Boyd. Two-color dual-relic team tandem to 199. That'll be for Jared and Cincinnati. And there's Red Zone Aaron Rodgers. Oh, there it is. Not like this. He's not flying in that way. He's flying in like this. I'll go to the Packers. Aaron Rodgers having a nice season this year. MVP candidate. We've got Shaquille Barrett. 19 out of 99. Grid-Ironed Force for Tampa Bay. That's going to be for Karen and the Bucks. A.J. Brown, quad-relic for the Titans. Two out of 49. That's going to go to Peter Ang. And there's Frank Clark to 75 for the Chiefs. Drew Locke, George Kittle, Jamaical Hasty to 199. For the Niners, that'll be for Raphael. All-Card Chick too. And there's J.K. Dobbins. Triple-relic and Autograph to one at 99. Piece of the pigskin in there too. I think J.K. Dobbins has kind of been showing off his skills a little bit later on this year. I feel like I'm hearing his name a little more often. There's Eno Benjamin to 100 for the Cardinals. Just a box. I'm looking at ESPN's playoff standings here. So I think the Chiefs have the number one seed locked up. So they're going to have a buy. I think they're resting my homes. I'm no football coach. But I feel like to rest them this week and the buy, I know you're going to try not to risk unnecessary injury. But do you risk rust? When does rest become rust? Oh yeah, Danny also saying that he did not see Kaboom in the first half. So I think as far as the AFC is concerned, looks like it's pretty much set. Because there's eight in the playoffs. I think it's just seeding, I think is just what we're figuring out. Chiefs, Bills, Steelers are one, two, three. Then it's Titans, Dolphins, Ravens and Browns and Colts. So I think it's set. It's just trying to figure out what the seeding is going to be. And there's a lot of tiebreaker stuff. But only seven make it? So then Colts are on the outside. Oh, okay, okay. So yeah, so Titans, Dolphins, Ravens, Browns and Colts are all at 10 wins. If there's only seven playoff spots, that's going to be wild, okay. And then a lot happening here too in the NFC. Washington, Rams, Bears, Cardinals and Cowboys. Those teams are all vying for the final one, two, three, four spots. Oh, right. So then two plays six, so on and so forth, right? Okay. Did they change it this year? Do we like the buy? I kind of like it. There's Josh Uchi to 199. And speaking of Washington, Triple Relic and Autograph, Antonio Gibson to 2.99. 3.99 that is. He's shown some flashes of brilliance. For Ryan Bartow and the Washington football team, they got a chance. It's Vaughn Miller to 75. Got you. Matt Arnold is confirming. Yeah, this year is the first year where the team, the top team in each conference can go by. There's Jerry Judy. This should be an autograph. Nice. 44 out of 60 from my rivals, the Broncos, Matt Arnold. There you go, Matt. Thanks for getting the Broncos. Chase Young, he's looking pretty good too to 199. And we've got, there's my guy right there, Josh Jacobs to 25. Raiders offense is just fine. I think we know what they need to do in the offseason though. There's Anthony McFarland Jr. Oh, and Josh Allen. There's Josh Allen first, 27 out of 99. Good to see the Bills. It's going to be fun to watch the Bills in the playoffs, I think, as a neutral fan. Steve Wright, Buffalo! And there's Anthony McFarland Jr. to 100. Steelers are going to be interesting too. Oliver Soria, he's a Steelers guy. Are they going to be the 11 and 0 Steelers in the playoffs? Or are they going to be what we've seen more recently? There's Dan the Man, Reno to 100. Some of you may remember that I made some super crazy, long shot dogs to win the division. My only play that I have left would be the New York Giants winning the division. That was my wacky pick. I felt like it was kind of boring picking favorites. But every year there's always like some team where they had no business with the division and they do. Giants have a shot. I'm rooting for the Giants this weekend. I want them to win the division. Which should cover all of my other futures plays that I had. And a little profit as well, which I'll take. Giants have actually been kind of sneaky tough. I think after Saquon went down, everyone was like, yep, that's it. But imagine, I mean, imagine if the Giants had Saquon Barkley. How many wins is that? Would that give him a couple more wins? Saquon Barkley worth a couple more wins, maybe. I mean, having that kind of threat definitely changes your offense. I'm trying to look at close. When did they lose Saquon? Did they lose him early? Week two maybe? I mean, they lost to the Ram 17-9. You don't think Saquon makes a difference there? They lost the Cowboys 37-34. You don't think that makes a difference? They lost to the Eagles by a point. Saquon makes a difference there, right? They lost to the Buccaneers by two points. Saquon makes a difference there. Oh, there's the Kaboom. And it's...is this your rookie rushing leader? I think he still is. Clyde Edwards-Elair. That's Joshua B with the Kansas City Chiefs. Kaboom! He's generally fall one per case. These are pretty awesome. Yeah, it is pretty sweet, Josh. Nice. Hopefully we'll see him in the playoffs. And go off in the playoffs, and that Kaboom card value will... One out of ten for the Ravens, James Prosh. Aaron Billingsley with the Purple Birds. Lin Bowden Jr. Raiders Edition, War Room Relic to 1-99. We saw him with the...in Miami running a few trick plays here and there. Jay Golan...oh, sorry, check that. McKee with the Raiders. Travis Kelsey, Star Gazing to 15. There's Cousins, there's Jared Stidham. There's Lin Bowden Jr. again for the Raiders to 1-99. And a Clyde Edwards-Elair autograph. Nice. I did send it, Bill. I think you might have two different email addresses. Check both. And check your spam file. I didn't know which one to send it to. But they've all been sent. Clyde Edwards-Elair, Kansas City Chiefs. Joshua B, nice autograph right there. Another one to keep and hold on to. See if he...see if he emerges in the playoffs. Dak Prescott to 100. Cowboys looking good to close out the season. Dwayne Haskins, where does he end up? There's Jason Huntley to 1-99 for the Lions. That'll be for Tony. And Joey B, wow, nice. Triple Relic and autograph. 93 out of 99, Joey B. That's for Jared Brinkner and the Bengals. And there's my guy right there, Henry Ruggs from McKee out of 100. Yeah, so far so good. And we still have three boxes to go. We've got half of this in our case to go. Now I want to see Herbert, I want to see Tua, I want to see Jalen Hurts. Happy New Year. Sorry, I just walked away with this box. Alright, there's Jordan Lug to 1-99 and Tyler Johnson, Triple Relic and Otto. 57 out of 99. I like that they put kind of a canvassy sort of feel on the front this year. That'll go to Karen and the Buccaneers. Derek Henry to 50. Man, I thought Derek Henry was going to feast against the Packers. That just didn't happen. Alright, and we got Darnell Mooney, Chicago Bears, Kyle, with this dynamic player here to 1-49. Bears could be in the play with MVP Mitch. There you go Kyle, Kyle D with that one. Anthony McFarlane Jr. for Oliver and his Steelers to 1-99. It's an exciting time of year, folks, NFL playoffs. We just hope that all these ball players stay healthy. I want to see full strength squads out there. I had a 100. Mike Williams, Bolts, would be for Walter. We've got Miles Sanders, Triple Relic in autograph. 35 out of 49 for the Fly Eagles Fly. That's going to go to Jonathan O'Neill with the Eagles. There's Derek Henry right there, Triple Relic. 13 out of 75 tools of the trade. Peter Ng, Titans. Titan up. And there's Javon Kinlaw to 100. Niners. Alright, two to go. Anyone in San Antonio or in Texas? What is Frost? That's the sponsor on the Spurs. Is that a bank? I feel like I've asked this before. The bronze birthday? Tiger's birthday? Guess what? Nick Jaspy's birthday as well. Happy birthday, Nick Jaspy. Ah, it's his birthday. Give him the foul. Alright, Terry McLauren, Devonte Parker. And we've got Van Jefferson. 21 out of 50. Rams drew with that one. And there's the guy that throws him the ball. Jared Gopp, 16 out of 4-90. Broke his thumb. He was pointing the other way. He popped it back in. He got surgery the next day. They got a pin in it. And I think they're going to put a brace on it. And then I think at that point he'll be able to hold a football. So I think they're trying to have him play either this week. Let's see what happens there. There's Damon Arnett, 18 out of 50. Defensive back for the Raiders. McKee with Vegas. There's been some moments for him. Some good moments for him. He'll be able to evolve pretty quickly. 133 out of 1-9 we need him to evolve pretty quickly. Team Tandem, Dual Relic. Calvin Ridley, Matt Ryan. ATL, Kelly with the Falcons. And Michael Pittman Jr. for the Blue Horseshoes to 50. Kurt Disser with the Colts. Joanne Jennings to 199. Looks like another Blue Horseshoe. It's Jonathan Taylor Thomas. Triple Relic and Autograph to 249. And AJ Eponessa, Buffalo. And the final box, Absolute. I think this is... I didn't see any more Absolute in the back. So this might be it for the time being, but we'll be on the lookout for more if we can get it at a good price from our distributors. Final three mini boxes, good luck. Come on Kuzma. Get the ball poked away from you like that. DJ Dallas for Seattle to 199 and Tishon Vaughn for Karen. And the Bucks, Triple Relic and Autograph.  Out of 399, 337 out of 399. Got Anthony Miller to 25. For Chicago. All right. We've got a Michael Pittman Jr. Autograph. Nice to 75. Kurt Disser and the Colts. And we've got Nick Chubb Quad Relic. 9 out of 49. Brown still battling some COVID issues or COVID related issues. Kelly with the Browns. Which might affect their chance again to the playoffs. I'd like to see him in the playoffs. Oh, I've... Sorry. This question just popped in my head. I remember someone asking it, but I forgot to answer it. Are we investing in Baker Mayfield? Who asked that question? Is that person still here? Sorry. I don't know. The playoffs. It's a good playoff run. His value has been up and down and then kind of climbing back up again. So the market is still... The jury is still out on that market. Michael Perine, 5 out of 5. He's had some bright moments too. Patrick Davis and the New York Jets. J-E-T-S Jets, Jets, Jets. And out of 5s and under. Get the train whistle. All aboard the Big Hit Express. Woo-Boo! Leased dual relic. Chris Godwin, 22 out of 99. Let's see how Brady looks with the bucks. All right. Playoffs. Sean Alexander, 9 out of 10. Look up some Sean Alexander highlights. Kids. Some pretty good stuff there. And a pretty good break. That was Pick Your Team number 8 of 2020. Panini Absolute Football. Thanks everyone for getting in. Happy holidays. Happy New Year. And I'll see you next time for the next break. Bye.


Coming up on DTNS, Amazon launches a crime fighting unit. Goldman Sachs won't let you use their font to criticize them, and Google offers to pay publishers. This is the Daily Tech News for Thursday, June 25th, 2020 in Los Angeles. I'm Tom Merritt. And from Studio Redwood, I'm Sarah Lane. From Oakland, California, I'm Justin Robert Young. And from LA County, I am the show's producer, Roger Shane. And the fact that Justin was in Oakland the last week on the show and is in Oakland this week on the show shouldn't sound weird to you, but it is. And he explains it all on good day internet. If you want to find out about his journey, his COVID tests, his staring at his heel, got to become a member at patreon.com slash DTNS. Let's start with a few tech things you should know. Rank 1 Computing said Wednesday will add legal means and look at other ways to prevent its software from being misused by clients. Rank 1 Software was used in the mistaken arrest of a black man in Detroit for 30 hours back in January. In addition, Wayne County prosecutor Kim Worthy said the police lacked any corroborating evidence to justify the arrest and apologized. Michigan State Police and Rank 1 Guidelines state facial recognition should not be used as the basis of an arrest. Apple introduced a way for web developers to support Face ID and Touch ID to log on to websites. That is, of course, in Safari. Face ID and Touch ID were built into the web off, so devs can build authentication using the FIDO2 spec. Technology is already supported in Firefox, Chrome, and Edge. Sony announced a bug bounty program Wednesday in partnership with Hacker 1 that'll pay you up to $50,000 if you find a major vulnerability in the PS4. The bounty program also pays between $103,000 for PlayStation Network issue reports and $550,000 for PS4 issues. The Hey! email app from Basecamp is now open to anyone to try without needing an invite code, which is just a day after I got my exclusive invite email. The Apple app is now updated to include the feature that allows it to stay in the app store free temporarily 14-day email addresses. Remember, that's the way Hey! is getting around this. The update also includes support for multi-user corporate accounts. Comcast is the first ISP to join Firefox's Trusted Recursive Resolver program. In addition to encrypted DNS, the program requires ISPs to pledge not to block or filter domains by default unless specifically required to by law enforcement and not to, quote, retain, sell, or transfer, and quote, information from DNS queries to third parties. A bipartisan bill to overhaul Section 230's safe harbor provisions in the United States has been proposed by Senators Brian Schatz and John Thune. The Platform Accountability and Consumer Transparency Act, yes, the PACT Act, would require an acceptable use policy, quarterly reports, and a defined complaint system. Sites would have 24 hours to remove content deemed illegal once a site is aware of it. NASA is working with the European Space Agency and the Japanese Aerospace Exploration Agency to collect and organize satellite-based data into a dashboard to help monitor the impacts of COVID-19. The dashboard combines photographic, air quality, temperature, and climate satellite data operated by each of the agencies. The COVID-19 Earth Observation Data, as it's known, shows global changes in water quality or climate change or economic activity, even agriculture, so that policymakers, health authorities, city planners, and others can study both short and long-term impacts of the ongoing global crisis. Google is adding the ability to do group video calls to its smart displays. You can do a group call of up to 100 people on Google Meet or 32 people on Google Duo on smart displays that use Google Assistant like the Nest Hub Max, Lenovo Smart Display, JBL LinkView, and more. The features will not roll out to compatible, sorry, the features will roll out to compatible displays next week. G Suite Meetings will also come to the Nest Hub Max in beta in the next few weeks. And Volvo and Waymo announced they're partnering on a new Level 4 Autonomous Electric Vehicle Platform coming for you ride-hailing services. Level 4, of course, refers to no driver engagement while in a geofenced area or under a specific set of road, weather, and traffic conditions. It's essentially what Waymo is operating without drivers in Arizona right now. All right, let's talk a little bit more about Google Photos. Well, tech sites are as excited as I am to be out of quarantine about these Google Photo redesigns. The app now opens up in a tab called Photos. At the top of the tab are Memories, an archive of older photos, including a section called Recent Highlights. Below that are Recent Photos in reverse chronological order. Google will enlarge photos it thinks are more interesting as you scroll. The search tab shows people and pets that appear most often. And below that, a Places section that lets you explore your photos based on where you took them. There's also a Things View that tries to collect photos about interests like baking. The final tab called Library has the utilities like printing, scanning, et cetera. The update is rolling out to Android and iOS as we speak. They say that, but I'm looking at both my Android and my iOS phone and I ain't seen it yet. Yeah, I don't have it either. I've been refreshing every hour or so. It's, which sucks because it'd be a lot more fun to talk about the changes if I could see them firsthand. But I actually kind of, it's not that I didn't realize Google Photos existed but I didn't realize how many of my photos were on Google Photos. It wasn't really, I was backing up to Flickr for a while and Flickr sort of a mess now. And I back up to Dropbox. And I guess at some point I was also backing up to Google Photos because I don't know a third place to back up all my iPhone photos. So there's actually quite a bit of stuff in there and it'll be nice to see it organized differently. I really like Google Photos. I think the machine learning that they employ there works really well. I did one of those printed books of our trip to France where it picked the photos and I could go in and tweak and edit it but it picked them really well. So I'm interested to see what interests it thinks I have. That'll be, I'm curious about that. And the ability to like find all the pictures of my dog Sawyer or Ray or even Django in these photos will be fun. That already exists to a certain extent but it sounds like they're cleaning up the interface and making it even better. Yeah, you know, I just, I wonder, I don't know what the market share is for Google Photos. Obviously it's pretty big. A lot of people on iOS use it. Yeah, I mean, I would assume so because obviously it has a gigantic install with Android and also, you know, in my opinion of the iOS experience is rarely better than iOS stability with Google software or sorry, Google web services. So I hope it just provides another opportunity for people to be able to use their photos. Although I do think that we're probably due for another just large idea of exactly what we're doing with all this stuff and how we wanna use it and how it can interact with our lives. Well, speaking of interacting with your life, especially if you're an advertiser, TikTok launched a brand and ad platform called TikTok for Business is the home for all marketing offerings. Businesses can access TikTok ad formats like Top View, the ad that shows up when you first launch TikTok. Other products include three to five second brand takeovers in feed videos up to 60 seconds, hashtag challenges, hashtag plus, which is the challenge with a shopping feature. There's also branded effects which lets companies offer their brand during the creation of a video as a 2D or 3D or even an AR effect called brand scan. TikTok is also testing a creator marketplace for branded content similar to YouTube's brand connects. Yeah, this is TikTok.  But it's also TikTok stepping up and saying we are at the table with Facebook, Google, Twitter, et cetera. We are ready to take your advertising and we're showing that we're serious about this. It's not just an experiment anymore. I don't know if that's going to work. Now I know that TikTok's hot. I know that TikTok is something that they want to make it as easy as possible for you to spend money with them. But what some of those platforms that you mentioned have an advantage in are they are tech space. Whenever you add video as a component to it unless you are programmatically creating compelling or interesting videos for people to upload, you are always going to have a, you're not going to be able to scale at the level that a Facebook or even a Twitter or a Google can where all you need to do is type a few words and that's the effort you need to put in as an advertiser. It just gets so many of those low dollar campaigns. But TikTok does have the idea that at least in terms of the user experience, they know who their customers are better than their customers know themselves and therefore could theoretically push the right ad to them. Well, I think the better comparison is Snapchat, right? Because these ads are in the experience. That's the difference. Facebook ads are still kind of intrusive. Twitter ads also tend to blend in but then sometimes they don't. But what TikTok can say is we are part of the creation. We are just like a Snapchat lens could be branded R2D3D or now augmented reality effects can be branded as people are creating TikToks. There have been examples of people creating TikTok videos that are imitations of ads. They saw ads that went viral. So I don't know. I mean, it doesn't scale as easy as text. You're not wrong about that but I think they've got something pretty good especially with that user base. And I would say their best case scenario is we are Snapchat plus plus plus not Facebook or Google. Amazon has created a counterfeit crimes unit to try to keep knockoff products off Amazon. The unit includes former federal prosecutors, investigators and data analysts and we'll use data from both Amazon and external sources quote and open source intelligence and leverage on the ground assets to connect the dots between targets. Amazon says it will pursue civil litigation and aid in investigations by brands and law enforcement. They're working with these big textile makers, these big Louis Vuittons and high-end brands to fight this stuff now in partnership to the point where Amazon in this announcement sort of pushed it back on government to say you need to give us better tools to work with these folks to catch the scoff laws. Oh, Amazon. I mean, it just goes to show you what an issue counterfeit products are on Amazon. I love how, you know, to crackerjack crime team within Amazon because we really care about this stuff. However, I mean, what other choices does the company have really? It is a huge problem. It's been a whack-a-mole problem up to now. If you take it more seriously with some actual department, is it going to get better?  Well, I'll take what they have been doing, which is telling vendors, we'll get to it. We're working on it. Don't worry, we'll take care of it. And sometimes they do, but it's slow and the communication's bad. What this division does is give a central hub with a name where people aren't just, you know, emailing into the general abyss of Amazon. They know exactly where to go and maybe there will be stages to this. It is my opinion that this comes now with the announcement that it comes with because they are going to face antitrust and a lot of it is going to be because vendors, big and small, have many problems with the Amazon Marketplace.  But this kind of vendor friendly move, I don't think that it is a coincidence that this happens in a close proximity to when I believe we are going to see antitrust. Oh yeah, no, this certainly doesn't hurt their push against antitrust investigations, but it's not at the core of them. The core is they let third parties on and those third parties create a product and then Amazon sees it do well and creates their own. In fact, a kind of counterfeiting in a way, even though it's not counterfeit because they're not making it the same brand, this is easier for Amazon to do. In fact, this doesn't help the smaller third party vendors all that much because this is targeted towards big luxury brands and they definitely want to keep those folks happy because they don't want those folks jumping in on those antitrust complaints, but I don't know if this addresses the problem but it doesn't hurt. No, no, no. I don't think that it addresses the problem head on that they're going to have with antitrust, but they can have a choice to either have a happier vendor community or a very angry vendor community. And right now, the Amazon vendor community is happy that the money's coming in. The money is so big that they deal with a platform and a company that at times they can very much hate and this is part of the problem is that from what I have heard Amazon vendors both in the big side and the small side, if somebody else is ripping off your product and you lose days, days actually matter against your bottom line. Yeah, the problem is scale, right? Easy solution to this is to vet every single vendor and every single product, but Amazon doesn't want to spend the time and money to do that. So they're spending the time and money to catch people on the other end, right? Because that is actually better scale if you just go after the people who are breaking the law rather than have to look at every single, I mean, there are millions and millions of products every day being added to Amazon. It's a similar situation to moderating against abusive or misinformation on social networks just with products. Moving on, Facebook announced Thursday that it is introducing a notification screen to warn users that if they share content that's more than 90 days old, the notification will give them a choice to go back or click through and post it anyway. Old story shared out of context can lead to the spread of misinformation and Facebook is also considering other kinds of notifications, including pop-ups that steer users to public health sources if they are posting about COVID-19. This will keep, yeah, I mean, and it'll help in some way. I mean, there's gonna be some, however small, portion of people who go, is it old? Yeah, I thought this was like posted today. I mean, that gets me sometimes. You know, when I look at an article and I think it's a lot more current than it is and even if it's not wrong information, it's been much updated since then, so that's good. You know, it's not gonna stop the spread of misinformation, but anything helps. Well, I think that the dangerous point for this is when you're not the one finding it, but rather you are the ones just sharing it. And what Facebook doesn't wanna do is hamper your ability to share it. So they're gonna try and cut it off at the root. And this is something that's very, very interesting. Tomorrow on Politics, Politics, Politics, I'm gonna talk to a friend of mine, Pete Friedman, who runs a website in Dallas that serves the Dallas arts and culture scene called Central Track. And he has recently seen massive traffic, gigantic traffic on a story about how the Dallas City Council was going to make it illegal to have police officers run into protesters with their cars. The problem is twofold. Number one, that article is from two years ago. And number two, the proposal that was going through whatever body it was going through was shot down. So this has no bearing on our modern era of police and protesting. And yet it became I think 40% of their traffic overnight because of exactly this situation that could have been rectified if the first person to put it up got a, oh, you know this is two years old, which normally is what happens to everybody who shares it in their comment section about five minutes afterward anyway. Well, and even if somebody was resharing it, they're still gonna get this notification. And that will help too, because there could be somebody who's like, I don't care if it's two years old, I'm mad. I'm gonna share it anyway.  Yeah, that's a great example. Well, in this world, you have a choice of a lot of fonts, but you should be careful which font you choose. Because if you choose, Goldman Sands made by Goldman Sachs. Yes, they released a typeface called Goldman Sands. You may be sued for breach of contract. This particular typeface is somewhat unremarkable since there are a set of characters that Goldman Sachs is designed for the needs of digital finance because fonts do that, I guess.  So you might say, this is actually kind of nice. What isn't so nice, or at least open, is the license which states, quote, the user may not use the licensed font software to disparage or suggest any affiliation with or endorsement by Goldman Sachs. Which maybe you don't care about because another term says, Goldman Sachs can terminate your license to use the typeface for any reason or no reason at all. Like I'm almost curious why they put any other provisions in there. Cause if they have like, look, we can suspend your use for whatever we want. We can suspend it for no reason. Kind of covers everything. Also, this typeface is for Goldman Sachs to use on its own stuff, right? It's a way for them to say, we have a distinctive typeface that we think is easier to read financial information. We did a lot of work on the numbers, make it easy to scan. And anybody who works with Goldman Sachs on partner materials probably wants to be able to download it so they can put it in their partner materials. And that's why it's available to download why they would go to this extent to put such a restrictive term of service on it. I don't know. We also have our article that's in our show notes for the show is from The Verge. But there were several outlets that picked this up this morning and all of them used the font to write disparaging sentences about Goldman Sachs. You know, just to show us what it looks like. Come on, folks, you know why this is here. Lawyers, this is what lawyers get paid for. Lawyers get paid handsomely to write that sentence, not because they're going to enforce it, because they want to have it covered. And when you're on retainer, you might as well show that you're doing your work by the word anyway. To be honest, I can understand saying that, you know, you shouldn't use it to suggest you're affiliated or endorsed by Goldman Sachs. But disparaging is literally just an excuse for everybody to write all the nasty things you never want to say about, you know, Wall Street or banking and in this company in particular in the most open, lettered, optically balanced way possible. Our letters are open. Our terms are not, basically. So after, I don't know, a minute or two of consideration, we've decided not to switch DailyTechNewShow.com to Goldman Sachs. It just seems a little restrictive. Yeah. Folks, if you want to get all the tech headlines each day in about five minutes, you can be unrestricted with the rest of your time. Subscribe to DailyTechHeadlines.com. All right, folks, we've been talking for a long time about the push to get Google to pay to index news articles in their news section. This is usually not about the search. Everybody's cool with the search, but a lot, sometimes not sometimes, yes, but it's always focused on Google news to the point that Google actually stopped operating Google news in Spain. When Spain put a law that said you not only have to pay publishers to use news in Google news, you can't not use their links. And so Google is like, well, if that's the case, we're just not gonna do the product. This has been happening in a lot of countries and Google has finally come up with their solution. They're creating a licensing program that will pay publishers for content. Executives talk to Axios about this program ahead of its formal launch later this year. So consider this a preview. Google's like casting its bread upon the waters to just see what the reaction is ahead of the launch later this year. My guess is so they can fine-tune that launch to address any concerns. The program has two main parts. One, select publishers. So not every publisher, but select publishers will be paid to have content in a new news product. This isn't just Google news, this is a new function and that function will offer an enhanced storytelling experience within both Google news and Android Discover. So this is Google saying, we're not gonna pay you just to index your site, that's silly, but we will do more with your news, we'll make a enhanced experience. We really don't know what that means yet, but we'll make this enhanced experience and that's worth paying for because we'll probably want extra access to your content. We wanna be able to do things with it. We couldn't do just by spidering your site. So that makes sense.  And number two, Google will foot the bill for access to otherwise to pay walled content on the publisher site. So if Wall Street Journal was part of this, for instance, if you were in Google news in this new product area, you could click on a Wall Street Journal story, be taken to Wall Street Journal, but not have to log in and the Wall Street Journal would get paid for that and they could still hit you up for a subscription but you'd still get to read their story. So that's Google saying like, let's help get people into your paywall we'll pay the toll to get them in there. Publishers will be selected from various perspectives. So they're trying to say, look, it's not gonna just be one political perspective. We're gonna try to balance it out. They wouldn't comment on particular sites, but they said, look, we're gonna try to use various perspectives. And they say they wanna focus on local and regional publishers, not national and worldwide. Google has reached agreements already with local and national publications in Germany, Australia and Brazil, and is in talks with publishers in about a half dozen other countries. Now, the short answer to what I'm about to ask Justin is, no, the regulators will keep coming for them, but how much, Justin and Sarah, do we think this will help Google's case and maybe take some of the heat off them? Well, of those first three that you mentioned, Germany, Australia and Brazil, we can really just tell Australia and Brazil to take a powder because in that particular conversation, you are mostly talking about European regulators that have had the issue with Google News indexing. There's a big push in Australia too though, which is why they put it there. But yeah, no, the longer fight has been in Europe. The longer fight. The question, I mean, will this satisfy European EU regulators? No, nothing satisfies EU regulators. In fact, it has proven a statistical impossibility.  Maybe. I think that the idea that Google is going to solve this by paying money directly to the publishers is an interesting one. The next level conversation will be how much do some of these paywalled websites want to even do a per article, pay the troll toll to get in on these specific issues because there's a philosophy specifically with some of these American big paywalled organizations that they don't want anybody creating any kind of hole or bundle in the paywall. You pay to read the thing and we get our relationship with you and that's that. Well, and it depends. We don't know the details of how they'll implement it. The devil's in the details there. Is this a bundle? Is the user going to have to pay to access this thing? Or does this give you an account as if you were paid somehow? All of those are questions that need to be answered. Yeah, I mean, as we all do, reading all sorts of news from all sorts of different publications, some are completely paywalled. You get a few articles a month and then you got to open another browser if you want to keep reading articles. There are worker rounds anyway for people who don't want to pay for news. How much something in this upcoming Google news product, how many articles from the Wall Street Journal say would be covered? They're not going to pay for the whole thing because then people just go to Google news. It remains to be seen how this does roll out and what the relationship between Google and a publication really is because it's going to end up so that somewhere the newspaper is going to say, well, hold on a second, this all sounded really good until it didn't and we're not happy with the product that you have now because we want more money. That was the problem with Facebook. Facebook's still fighting this where they basically require publications to rework their product, to put it on Facebook and get paid for it and publishers started to realize they weren't getting the return for it. Then you have Apple news which is saying, look, we'll cut you in based on what people read. So they're paying us and then we'll pay you out of what they're paying us but that's what Justin was saying is like, yeah, but what's valuable is the relationship. So that's why I said, I'll be interested to see Google's take on this because I don't think it's going to be what Facebook did at all. I doubt it'll be exactly what Apple did, but maybe there'll be some kind of subscription service there and then who's going to want to take it up? Will the Wall Street Journal even be part of this? It's not a regional publisher. It's a niche publisher if you consider it a financial news, I guess, but I'm very curious who they get in here and then getting back to the original question, will in Brazil, Australia and Europe, will this cause the publishers like Der Spiegel? Der Spiegel is one that's already on board to go, you know what, we're not going to bug the regulators anymore about this. We're good, we like this situation and will that take the pressure off the regulators to the point where they won't be pushing these more extreme measures that they have been? Yeah, I think, look, it's Google making an effort. Well, thanks everybody who participates in our subreddit. We like your efforts too. Submit stories and vote on other stories. Let the good stuff float to the top. A Daily Tech News Show.Reddit.com. We did not pay anyone to send us an email in our mailbag. No, we didn't. Mike just did it because he felt like it. Mike says he's been in the same four walls he's been in for the past four months. Mike, I hear that. He says, my sense, and this is a facial recognition story that we talked about yesterday. This is Mike responding to it. My sense is that a law enforcement officer that uses facial recognition fails to confirm the suspect in front of them actually looks like the person in the original photo or video, which is what facial recognition is supposed to do, but humans as well, is now using new tools for old problems. I don't think ending the use of facial recognition stops biased or racist officers from picking up the wrong suspect, but rather results in that officer casting an even broader net and hassling or arresting people without links to an alleged crime. My hope is that we demand improved protocols for using facial recognition as just one piece of evidence an officer must use amongst several other pieces to effect an arrest. With improvements to facial recognition, I would hope that the police would improve their rates of arresting the right suspect, get criminals off the streets, thus resulting in fewer crimes and fewer reasons to potentially arrest the wrong suspects. I hope we don't judge the tool by the improper way that people use it. Improving both the tools, the rules for using the tools and the people using them could help reduce crime, improper arrests and might even reduce tensions between police and the communities they serve. Yeah, that is well said, Mike. I thought this was a really good way of putting it. I mean, those problems are not easy to solve, but that is the right way. Facial recognition could be helpful, but it has to meet these three tests that Mike's setting up here, right? You have to have protocols that will stop improper use that are really effective at stopping proper use. As we saw, protocols were in place with the facial recognition in Detroit and didn't stop improper use, and you have to make sure that the tools no longer have biases that affect the results, and you have to actually make sure that you're using it to arrest criminals and all of that. So, well said, Mike. Thank you for that. Thanks, Mike. Shout out to patrons at our master and grandmaster levels, including Mark Gibson, Dr. Carmine M. Bailey and Mike McLaughlin. Also thanks to Justin Robert Young, who's back in Oakland after a wild week. Mm-hmm. And in fact, if you would like to go and take a listen, both last Friday and last Monday, or this Monday's episode of Politics, Politics, Politics were created in Tulsa, Oklahoma during the Trump rally. And I know that this is an apolitical platform, but I would dare say that if you find yourself on the side of the aisle, that oftentimes would be very frustrated by what you hear at such political gatherings, I would ask you to go ahead and give it a listen. The biggest feedback that I've gotten on those episodes were that people who are staunchly opposed to the president and oftentimes find themselves very frustrated by his supporters found, if not agreement, certainly, context and a little bit more of a three-dimensional view of some of your political opponents. And I've been, I was, I'm very happy to hear that because it's what I try to do in giving people a non-narrative driven picture of what the front lines of this political contest is. Yeah, I'll second that. I forgot how good Justin is that this, because I only listened to him and not the outlets that benefit by outraging you. And I was like, oh yeah, no, this seems like a really, this is what I would expect from reasonable people who support the president to say, versus what you get, which is the other outlets trying to find the most outrageous examples that they can show. And I value that, I really do. Yeah, politics, politics, politics, politics. Trust me, I watch people with cameras walk up to the people that were screaming the loudest and waving the biggest flags. And you can realize very, very quickly how the perception becomes reality. Also, Sarah, you just finished trying out the Oculus Quest for three months, not that you're finished playing with the Oculus Quest, but you have now lived with it and we've got a new live with it in the Patreon feed. Is VR still in its early days or is it unexpected fun? Find out Sarah's opinion and get the full review at patreon.com slash DTNS. And of course, you can keep supporting us at patreon.com slash DTNS as well. Also over at patreon.com slash DTNS, we have a poll of sorts. You don't really have anything to choose from, but we just want some suggestions for what I should live with next because every time I think I've done it all, somebody comes up with a really good idea and then I get a new gadget and now I'm like this VR freak and three months ago I never would have said that.  Our email address is feedback at dailytechnewshow.com Write us early and often. We're also live Monday through Friday, 4 30 p.m. Eastern, 20 30 UTC. Please join us if you can and you can find out more at dailytechnewshow.com slash live. Robert Herron's gonna talk about outdoor projectors with us tomorrow and Len Peralta will be here to illustrate. Talk to you then. This show is part of the Frog Pants Network. Get more at frogpants.com. I hope you have enjoyed this program.