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Developed the basement with Stadia in mind. I was following Stadia news in 2019. In the summer of 2021, we finished the basement during the pandemic for multiple uses, including “social” gaming.
1 Samsung 85 inch - 4K60 in the centre
3 TCLs 40 inch Google TV - 4k60 - 1 TV (not in the picture) is in the basement office just right of the third TV. Office TV doubles as a 40 inch office monitor.
Everything is hardwired. Gigabit wifi access point above the couch for controllers.
Network is fiber to house with gigabit LAN (cat 6)
All players would see and hear each other while playing online multiplayer. (modern take on the LAN party!)
The couch sits 8 and there are two blue chairs on either end specifically for players at the 2 screens on either side of the Samsung. The second blue chair is in the office (guest chair) and can be moved out for gaming. G*mer in office will use the office chair.
The idea was to have 4 players (a team) at their own large screen for games that are designed for online co-op (Destiny 2, outcasters, or the “signature one” from Stadia Games and Entertainment that never happened,. etc, etc)
Will not pay for 4 consoles!! I got three 40 inch TVs for the price of one console. Got many of the controllers+CCU through the YouTube music promotion (Family plan).
I had it all planned! Google bailed on their excellent concept…
He spent all that money but he refuses to buy a single console
](/images/16655528171172316.webp)
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/r/StableDiffusion is a subreddit for the open-source AI generated image program of the same name, run by Stability AI. Ever since Stable Diffusion was made public, users have used the subreddit to post images generated by said AI.
But today, the sub looks a little... different.
Continuing on with the Automatic1111 drama, users began to notice that the mods of the subreddit had changed, becoming far less active. An old mod responded revealing that Stability staff had tricked him into giving them ownership of the subreddit. The subreddit is now facing a mass callout and exodus, with many users migrating to the new subreddit /r/sdforall.
r/Futurology 
s put their tinfoil hats on and doesn't believe the science, claims that Covid was manufactured in a lab - 2
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Peter Daszak lead the panel. The same Peter Daszak who headed up the nonprofit EcoHealth Alliance, which has funded work on bat coronaviruses at the Wuhan Institute of Virology. So they picked the guy who funded the coronavirus lab work to say it wasn't a lab leak. Got it.
Did you actually read the paper? Because they go over this specifically, and why they make their assumptions on a zoonotic origin. They don’t rule out a lab creation, but they think it’s less likely, from comparing it to other known zoonotic infections. You can disagree but… they literally list this limitation and they have no evidence (partially because they don’t have access to Chinese labs, and yes they are a bit sketchy but that isn’t proof they created covid) so… would you prefer they lie about probabilities when they don’t have evidence?
This "Evidence" was founded by the panel which is CONTROLLED AND FUNDED by China, wtf else do you think they would say
Redditor find evil 
evidence
Corrupt Chinese Government and people who funded the lab that the virus supposedly was created in: "We did an internal investigation and came to the conclusion there was no wrongdoing"
Yep totally gunna buy that
That isn't what the paper said. The team was disbanded in early 2021 because of conflict of interest, but the team members continued to meet and deliberate with the information they have available. Reports and reports and reports of covid 19, analysis of the parent viruses, reports of other viruses making the leap to contagious.
But your summary doesn't correspond to what was said. They said, and I'll paraphrase too, is that the leading evidence and understanding of the virus does not point to a lab leak, not that a lab leak doesn't exist but that the evidence they have leads more support discrediting it. You can't summarize an article by giving it a clear answer, when that article didn't present it as a definitive result.
I know it's an unpopular opinion but I still think it's an unbelievable coincidence that it originated in Wuhan where there happens to be a BSL-4 lab. Thinking critically about that doesn't make you a conspiracy theorist. It's a logical hypothesis.
Why are people so fast to jump on the "IT CAME FROM NATURE" train? How did lab leak vs nature become political.
They think we are fools, it came from the lab right outside of wuhan where they were working with the virus. They need to start being real about it.
With help and funding from the US government, a lab was established in Wuhan to study novel viruses that kept cropping up in the area, notably being traced back to the "wet markets."
Propaganda.
And shit tier at that.
No biological source has been found. Covid demonstrates some unique characteristics not found in wild reservoirs.
Add to the lack of a natural source, we have evidence that the NIH was funding gain of function studies at the WuHan lab on bat coronaviruses.
It stretches credulity to believe the reservoir is natural in light of the mass of circumstantial evidence of lab origins.
The amount of conspiracy theories being thrown out here is alarming. Why would this come from a lab when most of the diseases that have hopped from animals to humans have done so naturally? I understand it's hard to trust the government and it's easy and more fun to dream up wild accusations about the origin rather than the boring truth, but this is how we've gotten so far down this misinformation rabbit hole.
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From 2021 to 2022, I worked as a manager in Microsoft's AI Platform division. I've been working in the software industry for over a decade, and while I've often encountered some combination of the words "diversity" and "inclusion," how those words have been translated into culture and policy has varied dramatically over time and between companies. At Microsoft, I became concerned about diversity and inclusion policies that required me to sacrifice what I viewed as the best way to serve the company's mission, particularly as it affected work prioritization, hiring, and promotions.
Large companies like Microsoft have a major impact on their billions of users. But they also influence other companies' cultures and policies, since former employees move on to other firms and use what they learned, and some people view things being done at large successful corporations as "best practices." How these cultural and policy issues manifest themselves at universities has received a lot of attention. My aim in writing this piece is to raise awareness of what's going on inside one of the world's most valuable companies.
I'm publishing this article pseudonymously because I fear I would be fired or many companies would in the future refuse to hire me for writing it.
Microsoft classifies its employees by race, gender, and other categories, and aims to increase the shares of employees in preferred groups. This is not a secret. Microsoft has publicly committed to racial equity, including an effort to "double the number of US Black and African American, and Latinx and Latinx people managers, senior individual contributors, and senior leaders." The company publishes an annual report on Diversity & Inclusion (hereafter shortened to "D&I") in which it tracks its progress toward such goals. Some "gains" noted in the 2021 report include:
Amongst US employees, Latinx increased from 6.5% to 7.0%.
Amongst all employees, women increased from 28.6% to 29.7%.
Amongst US executives, Blacks increased from 3.7% to 5.6%.
So how does Microsoft achieve this progress?
D&I Must be a Core Priority of Every Employee
Every Microsoft employee has to complete a "Connect" several times a year. As part of this process they must write out their priorities for the coming months, and how they plan to make progress on them ("critical indicators of success"). This text must be reviewed and approved by the employee's manager.
You might think that a company that spent time writing a mission statement would ask employees to focus on its mission (Microsoft's is "to empower every person and every organization on the planet to achieve more"). But every Microsoft employee instead is told that D&I must be a "core priority," and that they should write about that first, and then "briefly" discuss their own additional priorities. Below is the text shown to employees:
When I initially saw this, I thought I would just write something anodyne and get back to focusing on producing great software for our users. But I soon learned that there was more to Microsoft’s commitment to D&I than making me write some text that was only visible to my manager every few months. I received an email from my corporate vice president (2 hops below the CEO), requiring all managers and employees above a certain level to publicly share our personal D&I plans.
I soon learned that if I wanted to get promoted, visibly announcing my commitment to D&I wasn't enough. The corporate vice president who sent that email had to approve all promotions within his organization above a certain level, and it was made clear to me that he weighed contributions to D&I very heavily when making those decisions, and that he encouraged lower levels of management to do the same.
To contribute to D&I, people did and were encouraged to do the following:
Hire "diverse" candidates (more on that below).
Promote "diverse" employees (more on that below).
Participate in a "culture club," which organized speakers, book clubs, and movie showings focusing on topics like allyship and discrimination.
"Diverse" Candidates are Preferred During Hiring and Promotion
An important and challenging part of my job was hiring people at a time when the labor market was tight and our competitors were offering better compensation, remote work policies, and higher levels of prestige (would you rather work at Google on Gmail or at Microsoft on Outlook?). But in addition to all of these challenges, the company also put in place additional constraints in the service of D&I.
As a hiring manager, I was told that for any position to be filled in the United States I had to interview:
At least 1 African-American, black, Latinx, or Latin candidate, and
At least 1 female candidate.
The slide below mentions a part of the company called "CELA" (Corporate, External, and Legal Affairs), but my impression was that it applied company-wide.
There weren't any quotas around how many of these "diverse" candidates I had to actually hire, but I was pretty sure my corporate vice president would be more likely to promote people who had hired more of them and thus made his contribution to the annual D&I report look good.
For one position I was trying to fill, dozens of people applied, and most of them seemed qualified based on their resumes, but I spent months waiting for a single person to apply who fulfilled the racial requirement. When no one did, I spent hours trying to find people on LinkedIn who I thought might count as black or Latinx based on their name or resume. Sadly, during these months I had many very qualified internal candidates applying for the role, but I couldn't hire them. Unable to hire, my team became a bottleneck that delayed several projects integrating AI into Microsoft products.
You might imagine this policy doesn't bias the hiring process, since managers are still free to choose who to hire after interviewing the diverse candidates. But because of the number of applicants, most are rejected based on their resumes. Imagine diversity candidates are 1% of the applicants but 15% of those interviewed. This gives those candidates opportunities to do well in interviews that their peers with similar resumes do not get.
In my role as a manager, I recommended employees for promotion. About a week after submitting one set of recommendations, I got an instant message from someone in human resources along the lines of "Hi, did you consider recommending [one of my subordinates] for promotion?" I replied, "I think I'm missing some context, can we discuss this over video?"
During the video call, I was told that HR was reviewing employees from "diverse" groups and making sure they had been considered for promotion. I told HR that I had considered it and I believed my recommendation was correct. HR said "OK, then we don't need to change anything. I just wanted to check that you had considered them."
Again, there was no quota, but it seemed clear that promoting this person would have made HR and my corporate vice president happy. At Microsoft, a division is given a fixed promotion budget each year, so promoting one person generally means not promoting another.
Microsoft doesn't discuss these policies with employees outside of HR and management. In the prompt that the company shows to all employees on its "core priority for diversity & inclusion," the message is that D&I is about creating a culture "where we do our best work as a result," and there is no mention of group identities or preferences in hiring and promotion. In this framing, D&I is a means of optimizing how people interact at work, not about changing the company's demographics or giving better jobs to one group at the expense of another. In contrast, the hiring and promotion policies push away from hiring and rewarding people for contributing to the company's mission. This is largely hidden from everyone other than managers and HR.
When I began my career, I believed that the systems for determining who got a job or a promotion at a company like Microsoft at least aimed at an ideal of meritocracy. Now I believe Microsoft hires and promotes people partly based on their group identities. Imagine you work under a black executive at Microsoft. Does a graph like this one make you more or less likely to think they got to where they are because of their accomplishments?
I fear that when large companies hire and promote people based on group identities, it discourages individuals from cultivating their abilities and ultimately hurts the corporate mission.
https://www.cspicenter.com/p/what-diversity-and-inclusion-means
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A lot of folks I know (myself included) are moving or want to move to more rural towns (from ~4 Mio. to around 10k popluations).
Anyone here did the same? Do you miss MeetUps, conferences or many like-minded people? If so, how do you make up for it?
least average hustle and bustlecel:
I did the opposite. I went from owning a house a few hundred feet from a river in an area with one bar of cell service to working remotely and living downtown in San Diego. The only things that living in the boonies had going for it were the fresh air and friendly neighbors - my current situation is better in literally every other metric. I have gigabit fiber and the ability to get basically anything delivered. I'm within walking distance of concerts, ball games, and restaurants. I can go to social events and bars without having to deal with townie drama from burnouts that my Dad fired for being drunk on the job a decade ago. I don't have to do yardwork and spend thousands of dollars keeping up a house just to appease potential buyers that watch too much HGTV. I don't have to dodge drunk drivers going down the wrong side of the road at noon on a Saturday (as often, at least). I can walk to the airport to catch a flight instead of driving two hours in traffic and paying for parking.
In short, I have access to a much greater percentage of things that I enjoy on a consistent basis and net fewer chronic sources of unhappiness. It's fantastic.
People from where I used to live trip over themselves to mention the cost of living increase which is definitely a thing (as far as housing is concerned) but as with many things in this life you definitely get what you pay for. Your mileage may vary; if you're single and have hobbies then the whole city vs. country debate is a no-brainer. If you have a family then the preference would probably shift to more rural living for reasons obvious.
Inside Elon Musk's Messages 
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https://old.reddit.com/r/technology/comments/y0fy1e/the_mac_keeps_growing_in_shipments_while_pc/
https://old.reddit.com/r/hardware/comments/y0fyti/the_mac_keeps_growing_in_shipments_while_pc/
Orange Site:
https://news.ycombinator.com/item?id=33151805
Mac growth the only highlight in a declining PC market, shows IDC report
Dramatic Mac growth was the only highlight in the global PC market in the third quarter of this year, according to a new IDC report.
IDC says that it is still monitoring average selling prices (ASPs) beyond Q1, but it has seen one trend: the ASP increased five quarters in a row to the first quarter of this year.
Additionally, the ever-popular MacBook Air got a major redesign back in June.
Just like the 2021 MacBook Pro, the display has also been pushed closer to the edges with the addition of a display notch.
The Air is 11.3mm thin, features a Magic Keyboard with Touch ID power button, and MagSafe returns for magnetic safe charging.
a bargain
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Did any dramatards make the list? 
https://old.reddit.com/r/Buttcoin/comments/y023p1/celcius_leaderboard_who_can_lose_the_most_money/
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http://oldvcr.blogspot.com/2022/10/going-where-beos-netpositive-hasnt-gone.html
But no rDrama 
(jk every Web Browser available on Haiku can't get past the Cloudflare captcha)
s about NFTs
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I built my own future-proof laptop — and it's a game changer 
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future-proof
- not_Bisky : Don't ban md
- DrTransmisia : XENOMISIA
](/images/16652994594914503.webp)
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