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A new study by Protocol’s chief correspondent, Issie Lapowsky, has found that users with white-sounding names are more successful on GitHub than those with black-sounding names. The study is a fascinating insight into how unconscious bias affects recruitment and hiring processes in the tech industry. It may also help to encourage more organizations to think critically about how they approach diversity and inclusion in their workplaces.

The 2M GitHub/Lapowsky Convention

The 2M GitHub/Lapowsky convention is the latest and greatest in the race to create the next best thing in the field of artificial intelligence (AI). This new convention involves an enormous dataset of open source code obtained from the world famous platform for hosting and sharing code storehouses, GitHub. Using this dataset, the convention demonstrates a few of the coolest tidbits in the AI universe. The most important is that the convention can be used to make computer based intelligent calculations that are both fair and accurate, which will have positive impacts on both the technology itself as well as the businesses and consumers it affects. It is certainly a big win for GitHub in particular, and an exciting development for the tech industry as a whole.

The Advantages of the Convention

The 2m 365k githublapowskyprotocol can help address the problem of sexism and unconscious bias in the tech industry. It uses AI to analyze the success of developers on GitHub and shows that those with white-sounding names have more success than users with black-sounding names. This research could lead to more diversity and inclusion in the technology industry and encourage people to think critically about their practices when hiring new employees.

The convention is a great improvement in the field of computer based intelligence (also known as artificial intelligence). It involves preparing man-made intelligence calculations on an enormous dataset of open source code, which is obtained from GitHub, a famous stage for facilitating and sharing code storehouses. By utilizing this large and diverse dataset, the convention expects to lessen predisposition in simulated intelligence frameworks and work on their precision. This can be used in a scope of utilizations where predisposition is a concern, such as foreseeing client behavior on social media or controlling self-driving vehicles.

The Limitations of the Convention

The Limitation Convention provides a uniform framework for the prescription of legal proceedings relating to international contracts of sale of goods due to the passage of time. This brings clarity and predictability to an area that is frequently overlooked when negotiating these contracts.

The Convention applies to contracts for the sale of goods between parties whose places of business are in different States if both States are Contracting States or when the rules of private international law lead to the application of the law of a Contracting State. Alternatively, the Convention may apply to purely domestic sales contracts.

The Convention limits liability to four years commencing from the date of the accrual of a claim (Articles 8 and 9). The limitation period is automatically extended to a further year when judicial or arbitral proceedings are commenced or where it has run out during existing proceedings. However, a State Party may exclude from the application of the Convention any person who does not have his habitual residence in a State Party or has his principal place of business in a State Party or any ship to which the right of limitation is invoked or whose release is sought and which does not fly the flag of a State Party at the time when such rights are invoked.


Artificial intelligence (AI) has been a booming industry for years now. In spite of that, it’s not without its kinks. For instance, it’s a good idea to avoid using AI when possible, or relying on it to the detriment of human expertise and creativity. In this context, the best solution is to hire and retain people with diverse skill sets who are genuinely interested in their craft. One way to achieve this is to promote the right kinds of communication and collaboration among employees. Similarly, companies should consider hiring people with diverse backgrounds and cultures in order to be more inclusive. This will make the workplace a more welcoming place where everyone can flourish and contribute their talents.