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Elon Musk's Twitter bid may push marginalized voices off the platform: experts – CP24 Toronto's Breaking News

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Adina Bresge, The Canadian Press


Published Saturday, April 30, 2022 6:53AM EDT


Last Updated Saturday, April 30, 2022 6:53AM EDT

A sense of unease is percolating in some pockets of Twitter over concerns that Elon Musk’s pending takeover could amplify toxic elements on the platform and drown out marginalized voices.

Musk’s US$44-billion bid to buy Twitter has spurred speculation that the tech mogul’s promises to foster “free speech” on the social network could translate into a hands-off approach to harassment.

This prospect is particularly disconcerting for members of marginalized groups who have found community on Twitter despite being targets of online abuse.

Some experts and Twitter users say they’re waiting to see whether Musk manages to push the deal through regulatory hurdles that could thwart his plans.

But there are already signs that the Tesla CEO’s influence may be shifting the makeup of the social network. A Twitter Canada spokesperson said in an email that the social media giant is looking into “fluctuations in follower counts,” with more accounts being created and also deactivated in recent days.

Jaigris Hodson, the Canada Research Chair in Digital Communication for the Public Interest, said these early signs suggest that Musk’s self-described “free speech absolutist” philosophy could in practice stifle the speech of Twitter’s most vulnerable users.

“After being abused online, people will cease posting themselves, because they don’t want to invite that kind of abuse,” said Hodson, an associate professor at Royal Roads University. “That’s actually the opposite of what Musk wants, which is for people to freely speak their minds.”

Her research indicates that when social networks fail to moderate harmful content, users who experience harassment are likely to reduce their engagement or even delete their accounts.

This has a distinct impact on members of marginalized groups, who are more likely to be harassed on the basis of their identity, said Hodson. The abuse they receive also tends to be more explicit and extreme, she said. For example, women often experience sexualized harassment, such as rape threats.

Toronto culture writer Roslyn Talusan said she suffered this type of targeted abuse when an offhand tweet calling out a white woman for writing a cookbook about Asian cuisine became the subject of a harassment campaign.

Her Twitter feed was flooded with racist, misogynistic and ableist slurs. A trauma survivor, Talusan said the psychological toll was so immense that she couldn’t and was afraid to leave the house.

Twitter’s safety tools did little to stem the tide of hate, Talusan said, and she’s concerned that Musk may erode the few protections that users have.

“It’s not legitimate free speech that is being limited on Twitter,” she said. “It’s that people want to be able to bully people without any consequence.”

Talusan said she’s too “stubborn” to abandon Twitter, but some of her friends have decided to step back from the site or log off for good.

“I feel like people are going to be more hesitant to stay on Twitter,” she said. “Having those perspectives suppressed in this way is definitely going to be problematic.”

A lenient stance on offensive content could also be bad for Twitter’s business, because no advertiser wants to be associated with a noxious online culture, said University of Toronto marketing professor David Soberman.

There could also be legal implications to hosting harassment, hate speech, incitements to violence and libel, he said.

June Findlay, a Toronto content marketer, hopes financial imperatives will impel Musk to temper his approach to social media moderation.

She sees much of the online fretting about Musk’s potential reign as “alarmist” given that the deal is not due to close until later this year, and it remains to be seen whether his grand plans for the social network will come to fruition.

But even Findlay can’t help but get swept up in the Musk mania as each new tweet threatens to upend the platform that has not only been a professional resource, but a community forum as part of #BlackTwitter.

“If you cut through all the noise, it’s really about … who’s going to police what’s being said in the town square,” she said. “That’s the beauty and the terror of social media. It changes all the time.”

Junia Joplin, a transgender pastor in Toronto, said Twitter was the first place where she could publicly be her true self, even if behind the veil of an anonymous account. Ever since, the platform’s transgender community has been a vital resource, offering guidance, friendship and even financial help when she was fired from her job after coming out.

But if Musk opens the floodgates of harassment, Joplin said she worries that transgender people and other marginalized groups could lose a support system that can have real-life consequences.

“It’s a platform they can use to raise money for basic living expenses and medically necessary procedures, to help them escape abusive situations or to just connect with somebody that tells them, hey, you’re not alone,” she said.

“That can really be a lifeline. So we don’t know that it’s going away, but some signs suggest that it might, and that’s a sad and scary thing.”

This report by The Canadian Press was first published April 30, 2022.

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Stop Asking Your Interviewer Cliché Questions

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Most job search advice is cookie-cutter. The advice you’re following is almost certainly the same advice other job seekers follow, making you just another candidate following the same script.

In today’s hyper-competitive job market, standing out is critical, a challenge most job seekers struggle with. Instead of relying on generic questions recommended by self-proclaimed career coaches, which often lead to a forgettable interview, ask unique, thought-provoking questions that’ll spark engaging conversations and leave a lasting impression.

English philosopher Francis Bacon once said, “A prudent question is one half of wisdom.”

The questions you ask convey the following:

  • Your level of interest in the company and the role.
  • Contributing to your employer’s success is essential.
  • You desire a cultural fit.

Here are the top four questions experts recommend candidates ask; hence, they’ve become cliché questions you should avoid asking:

  • “What are the key responsibilities of this position?”

Most likely, the job description answers this question. Therefore, asking this question indicates you didn’t read the job description. If you require clarification, ask, “How many outbound calls will I be required to make daily?” “What will be my monthly revenue target?”

  • “What does a typical day look like?”

Although it’s important to understand day-to-day expectations, this question tends to elicit vague responses and rarely leads to a deeper conversation. Don’t focus on what your day will look like; instead, focus on being clear on the results you need to deliver. Nobody I know has ever been fired for not following a “typical day.” However, I know several people who were fired for failing to meet expectations. Before accepting a job offer, ensure you’re capable of meeting the employer’s expectations.

  • “How would you describe the company culture?”

Asking this question screams, “I read somewhere to ask this question.” There are much better ways to research a company’s culture, such as speaking to current and former employees, reading online reviews and news articles. Furthermore, since your interviewer works for the company, they’re presumably comfortable with the culture. Do you expect your interviewer to give you the brutal truth? “Be careful of Craig; get on his bad side, and he’ll make your life miserable.” “Bob is close to retirement. I give him lots of slack, which the rest of the team needs to pick up.”

Truism: No matter how much due diligence you do, only when you start working for the employer will you experience and, therefore, know their culture firsthand.

  • “What opportunities are there for professional development?”

When asked this question, I immediately think the candidate cares more about gaining than contributing, a showstopper. Managing your career is your responsibility, not your employer’s.

Cliché questions don’t impress hiring managers, nor will they differentiate you from your competition. To transform your interaction with your interviewer from a Q&A session into a dynamic discussion, ask unique, insightful questions.

Here are my four go-to questions—I have many moreto accomplish this:

  • “Describe your management style. How will you manage me?”

This question gives your interviewer the opportunity to talk about themselves, which we all love doing. As well, being in sync with my boss is extremely important to me. The management style of who’ll be my boss is a determining factor in whether or not I’ll accept the job.

  • “What is the one thing I should never do that’ll piss you off and possibly damage our working relationship beyond repair?”

This question also allows me to determine whether I and my to-be boss would be in sync. Sometimes I ask, “What are your pet peeves?”

  • “When I join the team, what would be the most important contribution you’d want to see from me in the first six months?”

Setting myself up for failure is the last thing I want. As I mentioned, focus on the results you need to produce and timelines. How realistic are the expectations? It’s never about the question; it’s about what you want to know. It’s important to know whether you’ll be able to meet or even exceed your new boss’s expectations.

  • “If I wanted to sell you on an idea or suggestion, what do you need to know?”

Years ago, a candidate asked me this question. I was impressed he wasn’t looking just to put in time; he was looking for how he could be a contributing employee. Every time I ask this question, it leads to an in-depth discussion.

Other questions I’ve asked:

 

  • “What keeps you up at night?”
  • “If you were to leave this company, who would follow?”
  • “How do you handle an employee making a mistake?”
  • “If you were to give a Ted Talk, what topic would you talk about?”
  • “What are three highly valued skills at [company] that I should master to advance?”
  • “What are the informal expectations of the role?”
  • “What is one misconception people have about you [or the company]?”

 

Your questions reveal a great deal about your motivations, drive to make a meaningful impact on the business, and a chance to morph the questioning into a conversation. Cliché questions don’t lead to meaningful discussions, whereas unique, thought-provoking questions do and, in turn, make you memorable.

_____________________________________________________________________

 

Nick Kossovan, a well-seasoned veteran of the corporate landscape, offers “unsweetened” job search advice. You can send Nick your questions to artoffindingwork@gmail.com.

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Canadian Natural Resources reports $2.27-billion third-quarter profit

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CALGARY – Canadian Natural Resources Ltd. reported a third-quarter profit of $2.27 billion, down from $2.34 billion in the same quarter last year.

The company says the profit amounted to $1.06 per diluted share for the quarter that ended Sept. 30 compared with $1.06 per diluted share a year earlier.

Product sales totalled $10.40 billion, down from $11.76 billion in the same quarter last year.

Daily production for the quarter averaged 1,363,086 barrels of oil equivalent per day, down from 1,393,614 a year ago.

On an adjusted basis, Canadian Natural says it earned 97 cents per diluted share for the quarter, down from an adjusted profit of $1.30 per diluted share in the same quarter last year.

The average analyst estimate had been for a profit of 90 cents per share, according to LSEG Data & Analytics.

This report by The Canadian Press was first published Oct. 31, 2024.

Companies in this story: (TSX:CNQ)

The Canadian Press. All rights reserved.

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Cenovus Energy reports $820M Q3 profit, down from $1.86B a year ago

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CALGARY – Cenovus Energy Inc. reported its third-quarter profit fell compared with a year as its revenue edged lower.

The company says it earned $820 million or 42 cents per diluted share for the quarter ended Sept. 30, down from $1.86 billion or 97 cents per diluted share a year earlier.

Revenue for the quarter totalled $14.25 billion, down from $14.58 billion in the same quarter last year.

Total upstream production in the quarter amounted to 771,300 barrels of oil equivalent per day, down from 797,000 a year earlier.

Total downstream throughput was 642,900 barrels per day compared with 664,300 in the same quarter last year.

On an adjusted basis, Cenovus says its funds flow amounted to $1.05 per diluted share in its latest quarter, down from adjusted funds flow of $1.81 per diluted share a year earlier.

This report by The Canadian Press was first published Oct. 31, 2024.

Companies in this story: (TSX:CVE)

The Canadian Press. All rights reserved.

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