2. Create a simple, custom, graphics-only (no collisions / physics) game engine using Entt (https://github.com/skypjack/entt) and Panda3d. The engine would rely mostly on simple inputs, like mouse clicks, and 3d graphics.
3. Configure clangd to error on features outside C++11 then refactor both projects (1 & 2) to use C++ 11.
I'm not really sure what 'access to electricity' actually means.
Would it still count as access if the electricity was only available for an hour a day on average? Or would it count if said access comes mostly from privately-owned diesel generators?
If the answer is 'yes' to either question then those numbers are quite accurate.
Agree. A white person from a trailer park home and a black person from a government housing home are much more alike than a group of like-skinned people among each other.
I also notice the change in the reasoning of proponents of these measures. The issue affirmative action was to address originally was that a hiring manager might choose a candidate based on race, the goal being fairness. Today it's moved to 'righting the wrongs of the past.' The goal I don't know, but it's not fairness.
The people who decide which attributes are relevant are the higher ups in the company. These people are making their decisions based off traits that they believe unfairly disadvantage people. The reason for that belief is the political advocacy of people who have those traits.
Ideally, I would hope that everyone who has such a trait also has a group to advocate for them, and thus the hiring managers would be making perfect decisions. I do not think this is at all the case though. Regardless, I think it is better to correct for the traits that do have advocacy behind them rather than just not doing any correction at all.
I think what's more important is transparency. Tell us the modifiers used in the hiring process. Are black people a 1.25x or 1.5x modifier? What are the modifiers for impoverished individuals? Then we can start to come to a consensus as a society, how much we want each modifier to be. But as long as these weights and biases are kept behind closed doors, we'll be left spouting speculation until the end of time.
Currently, the hiring process is opaque in pretty much every respect. I think this probably is a benefit to companies, since if they list the metrics they use, candidates will optimize for those metrics instead of actually being good at the job (Goodhart's law)
Thus, I don't think we can expect the hiring process to become transparent anytime soon. It is known that the (opaque) hiring process does discriminate based on race. If I had to guess, the policy mentioned in the article is a direct response to papers like [1], which show that simply changing a person's name to be more "ethnic" results in their application being considered less. Thus I don't mind if someone tries to opaquely enforce a rule like the one in the article to counterbalance this.
Both of those classes are actually illegal to ask about(in Canada at least but probably many nations, so unless the candidate volunteers this information (almost certainly not). Who knows how one could know to reverse discriminate themselves.
The more pain (and hence unlikely to see the light of day) would be companies chipping into a educational fund to support impoverished individuals who would need added education to make it into positions where they can support themselves and break the difficult to climb wealth ladder.
He'll, even the location of on-site jobs can be considered discrimination. All our candidates must attend interviews at our offices in NY, SF, London, or Seattle. All others can spend their own bucks to travel here for the hope that we'll hire you .
It helps you practice listening to and reading Japanese.