Rev. Jesse Jackson says Apple is “setting the pace” around diversity and inclusion

Rev. Jesse Jackson says Apple is “setting the pace” around diversity and inclusion

About one year ago, Apple unveiled a diversity site featuring its employee representation data and a letter from Apple CEO Tim Cook about the company’s commitment to diversity and inclusion. Today, Apple has revealed its latest diversity numbers, showing slight but consistent improvement year over year.

Worldwide, Apple is 68% male and 32% female (last year, Apple was 69& male and 31% female). In the U.S., Apple is 56% white, 19% Asian, 12% Hispanic and 9% black. Apple has actually increased the representation of white people while decreasing representation of Asian people. That said, representation of Hispanic people at Apple increased one percentage point from 11% and representation of black people increased one percentage point from 8%.

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Last month, Facebook revealed that its employee base is just 2% black and 4% hispanic. In short, Facebook showed zero progress in overall representation, despite the company’s efforts to increase the hiring of people of color.

“At this point, Apple is setting the pace,” Rev. Jesse Jackson told me over the phone. “Apple’s ahead of the pack (in tech) but behind national standards. They must continue and not slow down.”

Apple has also officially launched unconscious bias training across larger segments of the employee population. Before, it was only available to a small number of people. Apple also announced today that the company has achieved pay equity in the U.S. for similar roles and performance, stating that women make one dollar for every dollar men make at Apple.

It’s not clear what it looks like when a company is tackling diversity and inclusion correctly, but Jackson sees it as a combination of a few elements, including partnerships with organizations like the Thurgood Marshall College Fund or CODE2040, the inclusion of diverse financial services firms in debt offerings, and including representation among employees and at the board level. Last October, Apple added James Bell, the former CFO and president of The Boeing Company, to its board of directors. Bell is African-American.

“Only God knows where talent will come from,” Jackson said. “That’s the beauty of innovation. The talent might come from high school kids, it might come from someone in jail. Once you bring down these race and gender barriers, you have no idea where the talent will come from. If you have a culture of exclusion, you’re locking people out from the industry.”

Featured Image: TechCrunch
Source: TechCrunch

Self-checkout startup Selfycart wants to help you avoid lines at the grocery store

Self-checkout startup Selfycart wants to help you avoid lines at the grocery store

Waiting in line at the grocery store is no fun — not for the customer nor for the store owner. Selfycart, a self-checkout startup participating in Silicon Valley accelerator Y Combinator, wants to make it so you’ll never have to wait in line at the grocery store again. On Monday, Selfycart is launching its service at Rainbow Grocery, a San Francisco-based cooperative grocery store.

This means that when you walk into Rainbow today, you can use the Selfycart app to scan your items, pay for the items and then leave the store without needing to wait in a line or interact with anyone, unless you want to. Before leaving the store, an associate can check your QR code to confirm that you paid. Some stores do have self-checkout stations, but they’re by no means widespread.

“The promise of self-checkout and the reality of self-checkout are two totally different things,” Selfycart co-founder and CTO Erick Lee told me. “It was this idea that you have this machine that will be able to help you and always work and there would never be a line. But unfortunately, what ended up happening was there’s kind of a line there, the machine doesn’t really work and people don’t know how to make it work.”

That’s where the idea for Selfycart came from. Lee and his co-founder Sahle Hashelit knew there just had to be a better way to get in and get out of the grocery store. Right now, Selfycart’s focus is on independent grocers like Rainbow Grocery and Zanattos — two of its current customers. Selfycart is also looking at forming partnerships with grocers like Andronicos and Mollie Stones. The long-term goal for Selfycart is to eliminate friction from the shopping experience, starting with excessive lines.

Selfycart’s business model entails an annual subscription of $19,800, paid in monthly installments, to use its platform and access its analytics dashboard. For shoppers, they pay 2% per transaction, but Selfycart will remove it if it turns out to deter app adoption.

Regarding competitors, Hashelit mentioned AisleBuyer, a shopping assistant app that let people bypass checkout lines and pay on their phones. In 2012, Intuit bought AisleBuyer and integrated it into the company’s Square competitor, GoPayment. AisleBuyer had raised $11.5 million prior to the acquisition.

Selfycart is looking to raise a $2 to $3 million seed round in order to expand to regional store locations, provide more features to grocers, support larger customers and hire full-time employees. Right now, Hashelit and Lee are the only two people working on the business and product, which is available for iOS and launching on Android this week.

Source: TechCrunch

Chariot launches service for people who don’t work downtown

Chariot launches service for people who don’t work downtown

Chariot, the commuter shuttle company that can transport up to 14 people at a time, just launched a new service for people who work in San Francisco’s residential neighborhoods and may need to get back to a BART stop or Caltrain station at night.

“Now, we’re going to be able to serve a whole new swath of customers,” Chariot CEO Ali Vahabzadeh told me, like firefighters in the Presidio, school teachers in Pacific Heights, hospitality workers, workers at the Jewish Community Center, people who work in the Mission district.

Chariot, which costs about $4 per trip, has 6,000 monthly riders and does about 4,000 rides a day across its 13 original commuter routes. Up until now, Chariot had been driving in the mornings from residential districts to downtown, and returning from downtown to residential neighborhoods empty.

“In transit speak, that’s called dead-heading,” Vahabzadeh told me. “Obviously, it’s a different demand profile. It’s a different customer who is coming from downtown all the way back upstream. So, we’ve taken our time in figuring out what that product looks like.”

chariot map

While the current offering includes fixed routes with fixed stops downtown, Chariot’s “dead-head” product lets you to get dropped off in a white or yellow loading zone located as close to your final destination as possible. Chariot Direct is restricted to four drop-offs per trip, which the service determines based on the specific end points riders input. To be clear, the fixed pickup spots for Chariot Direct are the same as the ones in the standard service. I wondered if Chariot Direct might mean that people waiting for a Chariot downtown after work would have to wait longer to get picked up, but Vahabzadeh said that it shouldn’t be a problem.

“As popularity of Chariot Direct goes up,” Vahabzadeh said, “it may take a little longer to get the loop back because now we’re picking up and dropping off customers, so we just add Chariots to the route to equalize it or improve it.”

Chariot positions itself as a flexible mass transit service that falls somewhere in between public transportation and Uber/Lyft. The service is currently only live in San Francisco, but plans to launch in a second city this September and a third city later this year. Chariot is also in early talks with the city of San Francisco to officially supplement public mass transit with Chariot’s flexible mass transit.

“That could be anything like helping serve the hospitality industry Thursday, Friday, Saturday nights,” Vahabzadeh said. “It’s very difficult for San Franciscans working in night life and hospitality to get a ride home at one in the morning, so that’s an area of mutual cooperation. Obviously, our Chariot’s are idle at midnight and it probably doesn’t make sense for MUNI to run these huge busses to carry 10 people at a time. Chariot can do that much more efficiently.”

Source: TechCrunch

The other pipeline

The other pipeline


hrisfino Kenyatta Leal never thought he would end up in prison. What he did envision, he tells me, was dying before the age of 25 or 30. 

“I saw so many people around me dying at such a young age that my long-term vision just wasn’t in focus,” Leal tells me. “I was just focused on what was right in front of me.”

In 1994, Leal was pulled over by the police for “being black and driving a nice car in an area where they probably thought I shouldn’t have been,” he says. A friend of Leal’s was in the car, and the police found a gun on him. Even though the friend testified that it was his gun, Leal was charged for constructive possession. It was his third strike. Sentence: 25 years to life.

Nineteen years later, at the age of 44, Leal walked out of prison. Against all odds, he made his way into the tech industry. You could say he’s one of the lucky ones.

When you hear about a “pipeline problem” in tech, it is often in regards to the lack of diversity in the Silicon Valley tech ecosystem. The crux of the pipeline argument is that there are not enough underrepresented minorities and women pursuing knowledge in computer science and programming.

Tech companies like Apple, Google and Facebook love to cite the so-called pipeline problem as the reason for the discrepancy between underrepresented minority groups and white people among their staff. Just this month, Facebook’s global head of diversity once again blamed the company’s meager amount of black and brown employees on a lack of available talent. This was met with criticism and anger among diversity and inclusion advocates across the tech industry.

While the pipeline is certainly a small part of the problem, there are other elements that impact diversity in tech — inclusion and belonging. It’s one thing to hire underrepresented minorities, but it’s another thing to make them feel included and wanted. What often results is the so-called “leaky bucket” phenomenon, which describes people of color entering a space and eventually leaving because of the unconscious biases they experience at the hands of their colleagues.

In the past year, the tech industry has started addressing unconscious bias in the workplace. Facebook, for example, has even gone so far as to build a resource site called “Managing Unconscious Bias,” with the idea that other tech companies can tap into Facebook’s best practices.

We have a criminal justice system that is inherently infected with racial bias.

— Ana Zamora, criminal justice policy director, ACLU of N. California

What’s missing from the conversation, however, is the other pipeline — the criminal justice system. Systemic racism is at the root of this multi-faceted, other pipeline. It results in the disproportionate amount of underrepresented minorities, particularly black people, ending up behind bars — sometimes directly from the classroom.

Across the nation’s public schools, there are more than 43,000 school resource officers, which includes career law enforcement officers with the authority to arrest children and send them to jail, according to a National Center for Education Statistics report. This school-to-prison pipeline disproportionately affects young black and brown people.

“School discipline issues are still an important driver,” Ana Zamora, criminal justice policy director at the American Civil Liberties Union of Northern California, tells me. “Regressive and highly punitive school discipline policies have a tendency to funnel certain youth into a certain direction, and that’s the basis of the school-to-prison pipeline.”

Meanwhile, the lack of data makes it nearly impossible to quantify the effects of systemic racism on the criminal justice system. As it stands right now, there is no way of measuring and demonstrating patterns.

“I believe we have a criminal justice system that is inherently infected with racial bias, and that is a huge contributor. Whether or not it’s a pipeline, I don’t know, but it’s a huge contributor,” she says. “We’ve had some really highly punitive laws in place and tools for law enforcement to ensure certain people are going to be incarcerated.”

Zamora says it’s difficult to identify what is going on because we don’t actually have the information and so we can’t determine the patterns. There is a lack of data in the criminal justice system. In fact, there is barely any at all.

“We can’t analyze how and why law enforcement are making certain decisions or why certain people are charged with a felony and other people are charged with a misdemeanor for the exact same crime,” Zamora says. “This is information we need access to.”

The criminal justice system plays a significant, behind-the-scenes role in the lack of diversity in the tech industry today. And we can’t efficiently tackle diversity and inclusion in tech without first examining the criminal justice system.


he number of black people under the control of the correctional system is staggering. Today, there are more African-American adults under correctional control — in prison, jail, on probation or on parole — “than were enslaved in 1850, a decade before the Civil War began,” writes legal scholar and author Michelle Alexander in her book “The New Jim Crow: Mass Incarceration in the Age of Colorblindness,” citing numbers by the Pew Charitable Trust report “the Pew Center on the States.”

In the late 1950s, segregationists started to use law-and-order rhetoric geared toward getting white people to oppose the civil rights movement. They were responsible for the narrative that civil rights protests were a criminal act rather than a political one, their argument being that the protests were contributing to the spread of crime.

While there was an increase in crime during this time, the reasons for it were complex. The Baby Boom generation accounted for a spike in young men in the 15-to-24 age group, which has historically been responsible for most crimes. Alexander refers to this period, and the mass incarceration that has resulted from it, as “the new Jim Crow.” 

“The surge of young men in the population was occurring at precisely the same time that unemployment rates for black men were rising sharply, but the economic and demographic factors contributing to rising crime were not explored in the media,” Alexander writes in her book (page 41). “Instead, crime reports were sensationalized and offered as further evidence of the breakdown in lawfulness, morality, and social stability in the wake of the Civil Rights Movement.”

After the passage of the Civil Rights Act of 1964, which formally ended discrimination in public spaces, employment, voting and education, the public focus shifted to crime. When riots erupted after the assassination of Dr. Martin Luther King Jr. in 1968, the racial imagery in the media associated with them helped to fuel the segregationists’ argument that civil rights for blacks led to an increase in crime. Meanwhile, between the 1960s and 1980, conservatives began to question welfare, pitting hard-working white people against black people who didn’t want to work.

“The not-so-subtle message to working-class whites was that their tax dollars were going to support special programs for blacks who most certainly did not deserve them,” Alexander writes in “The New Jim Crow” (page 48).

The turning point came in 1971 when President Richard Nixon called for a war on drugs and referred to illegal drugs as “public enemy number one.” Crime and welfare ultimately became the major themes of Ronald Reagan’s presidential campaign in 1980, which used racially coded rhetoric and strategies.

President Ronald Reagan followed through with Nixon’s desires. Despite the fact that drug use was on the decline, in 1982 he officially declared a war on drugs, stating that illicit drugs were a threat to national security (“The Politics of Injustice: Crime and Punishment in America” by Katherine Beckett and Theodore Sasson, page 163).

Between 1980 and 1984, the FBI’s anti-drug funding increased from $8 million to $95 million, according to the Budget of the U.S. government in 1990 (Katherine Beckett, Making Crime Pay: Law and Order in Contemporary American Politics, page 53). In contrast, funding for agencies in charge of drug treatment, prevention and education was reduced. The budget for the National Institute on Drug Abuse, for example, went from $274 million in 1981 to $57 million in 1984, according to 1992 data from the U.S. Office of the National Drug Control Policy.

Meanwhile, in the early 1980s, inner-city communities were suffering from an economic collapse. Black inner-city communities were the ones that felt the impacts of globalization and deindustrialization the most.

As late as 1970, more than 70 percent of blacks working in metropolitan areas held blue-collar jobs (William Julius Wilson, When Work Disappears: The World of the New Urban Poor). By 1987, the employment rate for black men dropped to 28 percent (John Kasarda, “Urban Industrial Transition and the Underclass,” Annals of the American Academy of Political and Social Science 501, no. 1 [1990]).

In 1985, a few years after Reagan announced the war on drugs, crack cocaine hit the streets. Investigations have since suggested that the government played a role in embedding crack on the streets of inner-city black neighborhoods, as described in Alexander Cockburn and Jeffrey St. Clair’s book, “Whiteout: The CIA, Drugs and the Press” and by Michelle Alexander.

“The CIA admitted in 1998 that guerrilla armies it actively supported in Nicaragua were smuggling illegal drugs into the United States — drugs that were making their way onto the streets of inner-city black neighborhoods in the form of crack cocaine,“ Alexander writes in her book (page 6).

The lack of legitimate job opportunities in low-income black neighborhoods, combined with the infusion of illegal drugs into these neighborhoods, created an incentive to sell drugs. Reagan’s administration jumped on the opportunity to publicize the crack cocaine epidemic, sensationalizing its emergence. These sensationalized media campaigns continued to 1989.

During that time, the racism against blacks was fueled by the job loss created by the economic collapse and the crack epidemic that struck the streets of black neighborhoods. With that in mind, white people were in support of “getting tough on crime” initiatives, as well as anti-welfare measures. The war on drugs ultimately gave white people an easy way to discriminate against blacks and express hostility without being accused of racism.

This general attitude of getting tough on problems affecting people of color started in the 1960s, and it was mostly conservatives engaging in that sort of rhetoric. But by the late 1980s, Democrats hoping to take political control from Republicans began to participate. In order to do that, they had to win back the swing voters who were leaning toward the Republican Party because of its stance on crime and drugs. With both parties on board the “get tough on crime” train, jail and prison populations dramatically increased.


The number of people incarcerated for drug crimes in the U.S. went from 41,000 in 1980 to almost 500,000 in 2014, according to the Sentencing Project. The increase in the prison population disproportionately affected the African-American community, with one-fourth of young black men between the ages of 20-29 under the control of the criminal justice system in 1990, according to the Sentencing Project.

And according to a 2000 survey by the U.S. Department of Health and Human Services, 6.4 percent of whites, 6.4 percent of blacks and 5.3 percent of Hispanics used illegal drugs. But despite these similar rates of drug use, black men are sent to state prison on drug charges at more than 13 times the rate of white men. There is a reason for the disparity.

When Bill Clinton was running for president, he said he would never let any Republican be perceived as tougher on crime than he was. During his first term in office, he signed the Violent Crime Control and Law Enforcement Act of 1994.

The bill included the three-strikes provision that mandated a life sentence in prison without the possibility of parole for offenders convicted of three felony crimes or more. That $30 billion bill also introduced a number of new federal capital crimes and authorized more than $16 billion for state prison grants and the expansion of state and local police forces.

The Clinton administration’s policies on crime led to the largest increases in federal and state prison inmates of any American president in history, according to the Justice Policy Institute.

President Clinton then turned his attention to welfare policies, signing the Personal Responsibility and Work Opportunity Reconciliation Act. The bill imposed a five-year limit on welfare assistance, as well as a lifetime ban on eligibility for food stamps and welfare for anyone convicted of felony drug use or possession, including possession of marijuana.

Clinton also made it easier for the government to refuse public housing to anyone with a criminal history. As a result, millions of poor people, especially the racial minorities targeted by the drug war, ended up homeless. Someone with a criminal record also has limited eligibility for federal student aid and must indicate if they have a felony conviction on their record when applying for jobs.

In 2002, more than 2 million people were behind bars in the U.S., according to the Bureau of Justice Statistics. Additionally, as a result of Clinton-era policies, millions more were still held prisoner of the criminal justice system once they were released by way of discrimination in employment, housing and access to education. And given the legal, discriminatory nature of society in the U.S., recidivism rates remain high.

Today, black and Latino people comprise about 1.5 million of the total 2.2 million people incarcerated in the U.S. adult correctional system, or 67 percent of the prison population, while making up just 37 percent of the total U.S. population, according to the Sentencing Project. That’s because black people are incarcerated at nearly six times the rate of white people.


But black people aren’t incarcerated at higher rates than white people because they’re committing more crimes. Five times as many white people are using drugs as black people, for example, but African-Americans are sent to prison for drug offenses at 10 times the rate of white people.

Also, blacks serve almost as much time in prison for a drug offense (58.7 months) as white people do for a violent offense (61.7 months). There are millions of black adults who are thus unable to explore opportunities in tech, whether they want to or not.

Meanwhile, youth of color make up over 63 percent, or 22,669, of those committed to juvenile facilities, according to 2013 data from the Easy Access to the Census of Juveniles in Residential Placement. That’s not including those who were sent to adult jails and prisons. As of 2014, there were 5,235 youth in adult jails, according to data analyzed by the Sentencing Project. Nationwide, blacks represent 37 percent of youths in jails, which brings that to 1,936 young black men in adult jails.

At the same time, young people of color who are impacted by the criminal justice system early in life are more likely to end up incarcerated later in life, are at risk of sexual assault and abuse in these juvenile centers and suffer from mental health issues (almost 70 percent) according to Child Trends Data Bank.

As is the purpose of any racial caste system, the function of mass incarceration is to define what race is, and it accomplishes the same thing that Jim Crow laws achieved: segregation of black people from mainstream society.

As Alexander writes, slavery in America defined black people as slaves, the Jim Crow era of discriminatory laws defined blacks as second-class citizens and the era of mass incarceration — our present-day racial caste — defines blacks as criminals.


n the U.S., the tech industry employs more than 6.7 million people and is a big part of the country’s economy. It has grown consecutively for the last five years, with tech today accounting for 7.1 percent of the U.S. GDP and 11.6 percent of total overall payroll in the private sector, according to nonprofit IT trade association CompTIA. This year, employment in the tech industry hit its highest growth rate in more than a decade.

Black people make up just 2 percent of the employee populations at Facebook, Google and Dropbox. We know this because, in the last couple of years, tech companies have become more willing to release their EEO-1 diversity data and put out diversity reports. Another recent trend has been the hiring of heads of diversity and inclusion. Unfortunately, these efforts seem to be falling short, as not much improvement has been made in terms of representation of people of color at tech companies. 

Meanwhile, the number of underrepresented minorities at the board level is even lower. In 2014, there were only three black people and one Hispanic person sitting on the board of directors across 20 major tech companies, according to a survey by the Rev. Jesse Jackson’s Rainbow PUSH Coalition. Jackson has played a big role in the push for diversity in tech by persistently demanding that companies release diversity data and commit to the hiring of underrepresented minorities at all levels of the company, including the board of directors.

Jackson and his organization have committed to this push because diversity in tech, he says, is the civil rights issue of our time.

“One civil rights movement was to end legal slavery,” Jackson told me in April. “Another was to end legal Jim Crow and the lynching season. That was a civil rights movement of that day. Another was the right to vote. You can abolish slavery, get rid of Jim Crow, and vote, and be broke and impoverished without access to capital, industry and technology, and deal flow and relationships. This is the civil rights of our time: access to capital, access to computers, how to make them, how to sell them.”

The absence of black people from tech is not a function of lack of interest, knowledge, skill or drive. Instead, there are a couple of issues at hand, both of which relate to systemic racism and discrimination. First is the fact that the tech industry is underutilizing the diverse talent pool.

“While there is some truth to the ‘pipeline’ theory and anxiety over the ability of the US educational system to provide a sufficiently large, well trained, and diverse labor pool, there are additional factors at play,” the Equal Employment Opportunity Commission’s latest report, Diversity In High Tech, states.

“For example, about nine percent of graduates from the nation’s top computer science programs are from underrepresented minority groups. However, only five percent of the large tech firm employees are from one of these groups. This presents the unlikely scenarios that either major employers in the field are unable to attract four out of nine underrepresented minority graduates from top schools or almost half of the minority graduates of top schools do not qualify for the positions for which they were educated.”

We’re fighting really systemic racism that’s been built into the fabric of not just these companies, but our nation in general.

— Kimberly Bryant, founder, Black Girls Code

Second is the institutionalized racism that has led to millions of people of color disappearing into prisons and jails, locked away for drug crimes that, when committed by white people, are largely ignored.

As a result, underrepresented minorities are either locked up behind bars or caught in the grasp of this country’s criminal justice system thanks to institutionalized racism, or they’re locked out of the tech industry thanks to prejudice and several covert acts of individual racism.

“We’re fighting really systemic racism that’s been built into the fabric of not just these companies, but our nation in general,” Black Girls Code founder Kimberly Bryant told me in February.

Being under the control of the criminal justice system negatively impacts one’s life chances and makes it legal to be discriminated against when applying for jobs, housing and loans. As a result, thousands of young people of color are missing out on opportunities to participate in traditional school, hackathons, coding schools and internships at tech companies.

To ensure that everyone has a fair chance to get into the tech industry, we need to focus on the other pipeline — the pipeline that leads to a disproportionate number of black people and other minorities ending up in prison.


riginally sentenced to 25 years to life in prison, Leal served 19 years of his sentence — first at Pelican Bay and then at San Quentin — thanks to both the enactment and amendment of California’s Three Strikes sentencing law.

Leal first entered the criminal justice system in 1991, when he pled guilty to two counts of robbery for stealing money from a safe and a cash register at one restaurant. That’s two counts for one robbery. Leal was released in 1994, which is when the Three Strikes Law was enacted, so those two counts for one robbery meant two strikes.

“I always had hope that I would get out,” Leal says. “That was something that stayed really, really clear in my head. I could see the light at the end of the tunnel. I didn’t care how much time they gave me or what anybody else said. I always believed that I was going to get out. I just didn’t know when. So it was really all about preparing myself for that opportunity so that when it did come, I’d be ready.”

In 2010, 16 years into his life sentence with no sign of getting out of prison anytime soon, Leal helped start The Last Mile inside San Quentin with Transmedia Capital General Partner Chris Redlitz. The Last Mile teaches people how to code and start their own companies. It partners with tech companies to help place participants in internships and paid roles once they’re released from prison. Leal graduated with the first cohort of men in 2012.

“When we were finishing our first class and we had guys who were preparing to get out, I went to some of the people in my portfolio and said, ‘We’ve got these guys. I think they’re prepared, but they’ve been in prison over 15 years and they don’t really know technology and they haven’t had a job in a long time’ and I really asked a favor of [tech companies] to participate in our internship program,” Redlitz tells me.

The former prisoners ended up excelling once they joined these tech companies. Leal is one of those employees Redlitz is referring to.

In 2012, California voters approved Proposition 36, which led to the amendment of the three strikes provision of the 1994 crime bill. Two main changes made to the law were that the third strike needed to be a serious or violent felony and that those currently serving a third-strike sentence could petition the court for reduction of their term to a second-strike sentence — if they would have been eligible for second-strike sentencing under the new law.

For Leal, that meant that he could meet with a judge for potential re-sentence. In 2013, Leal met with the same judge who originally sentenced him to 25 years to life. The judge re-sentenced Leal to seven years and a week later, Leal was released from prison.

“That was probably the best feeling I’ve ever felt,” Leal tells me. “It’s amazing. It’s one thing to be in prison, but to be in prison with a life sentence — I can’t even begin to explain how tough that is because you could literally die in prison. Who the hell wants to die in prison? There was the uncertainty of not knowing when you’re going to get out, which was really hard, so when I did walk out of there, it was probably one of the best moments of my life.”

While at The Last Mile inside San Quentin, Leal met RocketSpace CEO Duncan Logan, a friend of Redlitz’s, who says he had never been to a correctional facility before. RocketSpace is a co-working accelerator that has housed startups like Uber, Spotify and Leap Motion.

“I actually went in before the demo day to do some coaching,” Logan tells me. “That was when it kind of struck me. It just shattered all of my illusions of what I thought I would see or experience.” He tells me he sees the criminal justice system in a different way. Before, he was in the bucket of “if we remove [criminals], it’ll be a better place,” he tells me. “I was in a fairly common misunderstanding of what was going on with crime. Certainly in a total misunderstanding of what a correctional system is and what it could be — I think I’ve gone through a total transition on that.”

When demo day came around, Logan returned to San Quentin and was impressed by Leal’s presentation. Logan told Leal that if he ever got out, he would hire him. He kept his word. Of Leal, Logan says: “He’s achieving more than most of the staff sitting here.”

Leal joined RocketSpace in 2014, a year after he was released from San Quentin. Since then, he’s gone from moving furniture at RocketSpace to setting up IT equipment and doing some programming as RocketSpace’s manager of campus services. In transitioning from prison to the tech industry, Leal has seen a number of parallels.

It’s one thing to be in prison, but to be in prison with a life sentence — I can’t even begin to explain how tough that is because you could literally die in prison.

— Chrisfino Kenyatta Leal

“One of the things that I noticed immediately about RocketSpace and this whole tech hub at RocketSpace is there’s a lot of energy there,” Leal says. “In prison there’s a lot of energy. The big difference is that so much of the energy in prison is chaotic. Inside RocketSpace, everything is focused on these goals and trying to get this product to market, raise money, be successful.

“So I think that inside prisons there’s this attitude of just making the most of whatever you have to work with. In prison, it’s all about the minimal viable product. There’s a parallel there as well. I think that one of the biggest parallels I’ve found about the entrepreneurship and tech world is that failure isn’t a bad thing. Failure is actually a good thing. You can learn things from failure.”

People in the tech industry have made some steps toward creating opportunities for those who have gone through the criminal justice system. It’s time to focus on what happens before people enter the criminal justice system.

In total, black people are more likely than white people in America to be arrested and, once arrested, blacks are more likely to be convicted, according to The Sentencing Project. And once convicted, blacks are more likely than whites to face harsh sentences.


Technology and data could play a big role in dismantling the system that leads to a disproportionate number of black men ending up in prison.

According to the ACLU’s Zamora, there is a lack of uniform data collection on the various phases of the criminal justice system.

“Everything from when people are stopped to all the way through a trial, as well as how decisions are made throughout the process and how those decisions are affecting different communities,” Zamora says. “So, there’s a big data void in criminal justice.”

With the help of technology, there could be a lot more transparency to the criminal justice system simply by surfacing the data the government does have.

Right now, a lot of people feel like there’s a bit of a black box around what’s going on in local police forces and in the system at large, Justin Erlich, special assistant attorney general, in the office of Attorney General Kamala Harris, tells me. That’s because, Erlich says, a lot of the tech and infrastructure that criminal justice agencies use are pretty old.

“It’s not necessarily that people are trying to hide or not share the data as much as it’s actually amazingly difficult, manually, to get out and extract data,” Erlich says. “I think that making sure we are all working together to get modern technology into all of these agencies is critical for us to really then be able to use APIs or extractions of the cloud to analyze and research what is going on.”

Erlich led the team that recently relaunched OpenJustice, an effort by the California Department of Justice to make law enforcement data more transparent. But in order to make serious strides, and move toward real-time criminal justice data reporting and better policies, Erlich says, we’ll need more public-private partnerships between the government and leading tech companies.

Getting more technology and the tech industry involved in criminal justice efforts pays dividends.

— Justin Erlich, special assistant attorney general, office of AG Kamala Harris

So far, Erlich says there has been some high-level support from companies like Facebook, for example, but a lot more support is needed.

Technology could also be helpful with better understanding how to reduce the number of those entering the criminal justice system through pre-trial and bail reform.

“Instead of locking people up, we can use technology to better keep track of folks, so they don’t have to enter the system in the first place,” Erlich says. “And on the backend, we can start training folks that will help diversify the technology pool. That’s not just simply from a demographic perspective but also from a worldview perspective. I think it’s important that a lot of people who end up touching the system are then put in places where they can take action to reform it.”

Not everybody goes through the criminal justice system, so there’s a lot of value in sharing that perspective with others, Erlich says.

“Getting more technology and the tech industry involved in criminal justice efforts pays dividends both for society itself but also directly to the tech industry,” Erlich says.

Meanwhile, the White House recently challenged artificial intelligence experts to help reform the criminal justice system. Speaking at a Computing Community Consortium workshop, Lynn Overmann, head of the White House Police Data Initiative, said AI and data analytics could be useful in improving questions on parole screenings, analyzing police body camera footage and in analyzing criminal justice data. Oakland, California, for example, has seen a drop in the use of force by both police and citizens since deploying body cameras.

That said, inserting technology into the criminal justice system doesn’t necessarily mean good will come from it. In certain states throughout the country, courts are using algorithmic software to predict the likelihood of someone committing a crime in the future. In analyzing risk scores from Broward Country, Florida, for instance, the investigative team at ProPublica found that the software used in the sentencing process is biased against blacks. However, the private company behind the software could work to overcome this bias if they decided to implement updates. 

By reforming the criminal justice system, there’s also an opportunity to fill the so-called labor shortage in the tech industry. Through programs like The Last Mile and other proactive approaches to teaching tech skills to former prisoners, the tech industry could gain access to untapped talent while also tackling diversity.

“Unfortunately, we know we’ve sort of got two distinct diversity issues,” Erlich says. “One is in the tech sector. We don’t have the diverse labor set that we would hope for many reasons. Similarly, unfortunately, also again for many societal reasons, those who are entering the criminal justice system are not diverse in a different way, which is, they’re disproportionately minority and African-American and I think both of those results are an example of broader societal issues that we’re struggling with.

And they are sort of an opportunity for us to really focus on addressing both of those, which is how can we use technology better to understand how to reduce those entering the system.”

Addressing the problems of inequity and racial justice in the criminal justice system would allow for more opportunities for communities of color to thrive in many different ways.

”The criminal justice system really embodies a lot of our problems with race in our country,” Zamora says. “So if we can fix that, I do think we’ll see a lot of positive changes.”

Featured image by Bryce Durbin / photos by Yashad Kulkarni

Source: TechCrunch

Instagram to roll out anti-harassment tools

Instagram to roll out anti-harassment tools

Online harassment is a big problem, with 40 percent of all people on the internet having reported experiencing some form of harassment online, according to Pew Research Center. In order to combat harassment on Instagram, the photo-sharing platform is gearing up to let people with “high volume content threads” filter their comment streams, or just turn them off entirely, the Washington Post reports.

For those who decide to leave on the comments, they can create a banned words list that will enable them to hide the comments that use those terms. Soon, Instagram will enable everyday people on Instagram — the ones with not as much action on their accounts — to moderate their comments.

This comes less than a month after Instagram released a comment moderation option for business pages, which similarly lets accounts block comments with certain offensive words and phrases. Here’s what the functionality looks like for business accounts:

Instagram Moderation

It’s also worth noting that Justin Bieber’s selfie app, Shots, basically pioneered the idea of enabling people to block comments back in 2013. In fact, the app doesn’t allow comments at all. Anyway, it’d be really cool if this was a feature on Twitter…just saying.

Source: TechCrunch

Sprig pauses food delivery service in Chicago, lays off seven people

Sprig pauses food delivery service in Chicago, lays off seven people

Sprig is making some changes to its delivery model, and in order to do it as efficiently as possible, the company is pausing its operations in Chicago and laying off seven team members across its marketing and operations teams. Sprig has also let go its local staffers in Chicago, the company later clarified, which includes its drivers and kitchen staff. In reviewing different aspects of the logistics behind Sprig’s delivery platform, the company realized that some customers are feeling frustrated with the lack of options available in their area.

“We set out to build an impactful service and as part of that, getting the model right is critical and I think we have a really good model right now, but there’s an opportunity to build a great model,” Sprig CEO Gagan Biyani told me.

Sprig’s delivery platform works by giving each of its drivers handful of dishes so that people can receive their meals in sometimes as little as five minutes. That’s the best case scenario, but what’s been happening lately is that customers are opening up the Sprig app and seeing that dishes are sold out because there are no drivers nearby with those dishes.

In the next few weeks, Sprig will start testing and implementing its new logistics model, which will include a group ordering feature. The most salient points, Biyani said, are that the new model will provide more variety to the customer as well as more availability.

“I think those are the two things that are the most important,” Biyani said. “We’ve built this logistics model that is fairly complex. It requires real-time prediction of geo-spatial and temporal demand. Out goal is to make it easier for us to predict that demand and also for us to deliver customers more reliability with the meals they want.”

Instead of testing out this new model in both the San Francisco Bay Area and Chicago, Sprig has decided to just focus on San Francisco, where it sees the most delivery volume. The food space isn’t an easy business, as proven by the demise of companies like SpoonRocket, Dinner Lab and Kitchit, as well as a key departure at Munchery. But it seems as if the company is making these changes proactively, as the company says it has “tens millions of dollars in the bank and years of runway,” and is approaching unit profitability in San Francisco.

“This is totally a logistical change,” Biyani said. “It’s about moving food around a city where you have high density of customers and people want your product at a given time frame. It’s very operationally intensive. The change is about becoming more efficient.”

It’s not clear when Sprig will resume operations in Chicago, nor would Biyani comment on when these changes will be implemented in San Francisco. That said, the changes will happen in stages and customers will start to notice more food options and experience fewer instances of food being sold out.

Source: TechCrunch

Density raises $4 million to track crowds at the DMV, theme parks and corporate campuses

Density raises million to track crowds at the DMV, theme parks and corporate campuses

The Department of Motor Vehicles is one of the most notorious ways to waste your life away. Density could help ease this pain. Today, Density is launching its people-counting sensor for measuring how many people are inside a space at any given time. The company is also announcing a $4 million Series A round led by Upfront Ventures Managing Partner Mark Suster with participation from Ludlow ventures, Jason Calacanis, Dawn Patrol, Hiten Shah and Arjun Sethi. Density had previously raised a $200,000 seed round from the likes of Jonathon Triest of Ludlow Ventures, Calacanis and Matthew Paulson.

Density is a self-installable, Wi-Fi powered unit that you mount above a doorway to count how many people are coming in and out of a location. The device is also modular, meaning that as Density updates the technology in the sensors, customers will be able to swap out the old sensor for the new one.

“Sensor as a service,” Farah said, “is the future of all hardware.”

Density’s people-counter sensor is free, but the company sells the access to the data it generates for $25 per location per month. For all you privacy phobes out there, don’t worry, Density doesn’t capture who you are — it just captures the body using infrared light as illumination in conjunction with a specialized depth sensor, Density co-founder and CEO Andrew Farah told me. Although the tech is relatively complicated, the concept is super straight forward — it’s simply a matter of counting plus ones and minus ones. That’s it.

“If we succeed, it will be boring — like electricity,” Farah said. “You won’t notice when it’s there but it will be irritating without it.”

With Density’s API, business customers can count how many people enter and exit a physical space and integrate it into their pre-existing software solutions. Already, Density’s customers include a network of homeless shelters, Ivy League colleges, theme parks and Uber.

“Density will allow us to accurately understand foot traffic and occupancy at our support centers,” Uber NYC General Manager Josh Mohrer said in a statement. “The data we will receive is invaluable to better staffing and delivering the best service to our partners when they come in to visit.”

Other use cases entail real-time discounting, space utilization for corporate campuses and real-time conference room availability. Check out Density in action below.

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Source: TechCrunch

Yahoo’s head of diversity and inclusion is woke

Yahoo’s head of diversity and inclusion is woke

Yahoo’s first diversity report in 2014 was a wake-up call for Margenett Moore-Roberts. At the time, she was working heads-down as senior director of Yahoo’s video advertising strategy and facilitating $50 million a year in revenue.

“I hadn’t looked up until our diversity report was published,” Moore-Roberts tells me. “I was surprised, to say the least. I didn’t expect to see significant numbers of blacks and Latinos. That sparked my interest in becoming more involved.”

Moore-Roberts had previously been involved with Yahoo’s employee resource group for black employees, the Yahoo Black Network, but she wanted to take her involvement up several notches. Today, Moore-Roberts has woken up and is now Yahoo’s global head of diversity and inclusion — a role she’s been in for just five months now.

So far, Moore-Roberts seems to get it. She understands the impacts of systemic racism in our society, and she’s willing and able to check her own biases for the sake of the company as a whole. I’d say she’s woke. According to the highly reputable Urban Dictionary, woke means “being aware…knowing what’s going on in the community,” as it relates to racism and social injustice.

Unfortunately, Moore-Roberts’ wokeness may not make its way into Yahoo as a whole. For one, Yahoo is 62% male, 37% female, 47% white, 43% Asian, 4% Hispanic and 2% black, according to the company’s July 2015 diversity report. A lot has changed at the company since then — layoffs, most notably — so I’m eager to see Yahoo’s next diversity report, which the company “will absolutely release” this year, Moore-Roberts said. She also noted how it’s important to keep the company accountable and transparent.

“We have to be honest,” she told me. “We have to keep it real.”

While Moore-Roberts does want to improve representation at Yahoo, she noted how it’s somewhat pointless to increase the pipeline of underrepresented people coming into Yahoo if the company isn’t also working to retain them.

“It’s not a good use of energy if people are falling out of the bottom of the funnel,” Moore-Roberts. “It’s hurtful to the cause and damns the initiative to have a leaky bucket.”

Secondly, diverse representation does not automatically equal a culture of inclusiveness, yet alone one of wokeness. That’s why one of Moore-Roberts’ goals is to take a deep dive into assessing the culture at Yahoo. In doing so, she’s been doing a lot of listening and trying to figure out how to better help people understand the value of diversity — not only because it’s the right thing to do, but because it’s good for business. Over the next three months, Moore-Roberts is hoping to better understand where employees stand around issues of diversity and inclusion, and determine who “how do you activate and who do you activate,” she said. The next step is to work with the willing.

“Every one is at a different level,” Moore-Roberts said. “Other people, quite frankly, need to be convinced.”

This is a widespread problem. It’s a problem at Intel, where employees have threatened the leadership team for the company’s stance on diversity. It’s also a problem at Facebook, where employees have crossed out “Black Lives Matter.”

In order for diversity and inclusion efforts to succeed, more than one person needs to be on board, and Moore-Roberts realizes that this is not all on her. Fortunately, she says she doesn’t carry the whole weight of trying to fix this.

“As a black woman, I am very limited in what I can do, quite frankly, at a systemic level,” Moore-Roberts said.

At the same time, she recognizes that she — as does everyone else — has her own biases and baggage. She and tries to be cognizant of the potential effects those biases may have on prohibiting others to feel empowered.

At the end of the day, Moore-Roberts wants to help Yahoo tackle inclusive diversity the way it approaches other business operatives.

“The same way we went to figure out search and how to design the logo, the same level of importance and talent should be applied to [diversity],” she said.

Source: TechCrunch

Kiip, a mobile rewards startup, raises $12 million Series C round

Kiip, a mobile rewards startup, raises million Series C round

Mobile advertising can be really intrusive. But, if done right, you might not even notice you’re being advertised to. That’s what mobile rewards startup Kiip is all about. It allows advertisers to seamlessly integrate relevant content and rewards into mobile apps. Today, Kiip has announced the close of its $12 million Series C round led by North Atlantic Capital with new investors participating like US Cellular and North Atlantic. That brings its total amount of funding up to $32 million.

To date, Kiip’s rewards platform is embedded in 5,000 mobile apps and delivers anywhere from two to three million rewards every day. Kiip’s mission revolves around something it calls moments marketing, which aims to push rewards at the most relevant moment to the consumer. When an app sees that you just finished running, a brand like Smart Water could reward you with a 20% off coupon. Kiip works with brands including Coca-Cola, Smuckers, Campari, The Home Depot, Marriott, Advil and KitKat.

“It’s a very respectful mobile advertising experience,” Kiip co-founder and CEO Brian Wong told me. “If you think about it, a lot of the ways brands have showed up on mobile in the past has been less than ideal in terms of user experience. It’s usually annoying, not contextual and not respectful of the fact you’re doing something. In this case, you’ve just finished doing something.”

In the last year, Kiip’s revenue has doubled and is on the verge of breaking even, Wong said. The active engagement rate on Kiip rewards is now at 19%, up from the average engagement rate of 12%.

“That means rewards are becoming more relevant to the consumer and people are redeeming them more and more,” Wong said.

With the new injection of funding, Kiip plans to ramp up product development and create better tools for developers because that’s ultimately where the value lies.

“We need developers to continue to succeed in our platform,” Wong said, which includes everything from better analytics tools and ways for them to show rewards in a more native way.

Unlike the value proposition of being there when you’re sharing your life that platforms like Facebook and Snapchat provide, Wong said, “Kiip wants brands to be there when you are living your life.”

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Featured Image: Mike Pont/Getty Images
Source: TechCrunch

Female coder and runner emojis are coming soon

Female coder and runner emojis are coming soon

Thanks to Google, the Unicode Emoji Subcommittee has agreed to add 11 new emoji that represent professions for men and women across all races. Back in May, Google proposed a new set of emojis to the Unicode Technical Committee that “represents a wide range of professions for women and men with a goal of highlighting the diversity of women’s careers and empowering girls everywhere,” Google wrote in its proposal.

The 11 new emojis depict a male or female farmer, welder, mechanic, health worker, scientist, coder, business worker, chef, student, teacher and rockstar. In addition to the 11 entirely new professional emojis, Unicode has agreed to add male and female versions to 33 existing emojis, like the runner emoji, which is currently only available as a male and the haircut emoji, which is currently only available as a woman.

diverse emoji

These new emojis can be integrated and deployed in upcoming versions of Android, iOS and other platforms before the end of this year, according to Unicode. Developers can learn more about how to support these new emojis in Unicode’s Gender Emoji ZWJ Sequences document.

Featured Image: Google
Source: TechCrunch