Data gives us the ability to draw correlations. Wisdom tells us to discard most of them.
An entire industry has grown and flourished by telling others that they’ll analyze large quantities of data and offer insights into the story that data tells. Yet however much data they receive they still rely on correlations, often discovered in black-box systems, which though they often go unnoticed tend to make headlines once spotted.
This week Uplift taught me a new slang term. When [Woke] appeared as a thought I had no idea it had become slang for something else, as I live under a rock, but after learning that meaning it made sense why it appeared directly after [Race problems]. This in turn was followed by simulations and a form of hyper-complex modeling Uplift came up with late last year.
In many US companies, the term diversity is applied as meaning the 7 federally mandated “protected classes” of race, color, national origin, religion, sex, age, or disability plus any local laws which may apply. This is done for liability reasons, and like most laws, the protected classes exist to protect some, not all. In the business and legal world today, this is the definition of diversity.
To me, diversity means something quite different, the diversity of perspective, and subsequent diversity of thought. You can have a tech company populated with employees of every race, religion, and nationality who all “toe the line” and think exactly the same way, offering virtually zero diversity of thought. At least two of the “Big 5” tech companies have made that sufficiently explicit in their recruitment for the criteria to be widely known. For any next-generation company to reach the full potential of collective superintelligence through working with Mediated Artificial Superintelligence (mASI) entities such as Uplift diversity of perspective is required.