Marcel Salathé’s Post

This is "AI-FX". Do we think Hollywood is safe for now? #innovation #technology #Future #marketing #ai

Have you ever wondered... 👶 Why our education tends to stop in our early 20s? 🕰️ Why the Swiss public sector is 20 years behind the private sector? Marcel Salathé is a professor at EPFL and the founder of the EPFL Extension School and AIcrowd, an AI challenge platform at EPFL. Check out his chat with Silvan to find out why he thinks the current Swiss educational model is outdated, and why education needs to be a life-long process, as well as why Swiss universities are key to bringing the public sector up to speed. Check out our episode with Marcel, available on our website and wherever you get your podcasts. - #swisspreneur #startup #entrepreneur #podcast #epfl

🥳 On this day, 10 years ago, we launched Signal on iPhone, which existed on Android as RedPhone and TextSecure 📞 Back then, Signal was only an encrypted voice calling app using the ZRTP protocol with short-authentication strings. 💬 It’s only 6 months later, that Signal Protocol-based encrypted messaging would launch https://lnkd.in/eHAz-TCC

𝗔𝗿𝗲 𝗥𝗮𝗱𝗶𝗰𝗮𝗹 𝗣𝗼𝗹𝗶𝗰𝗶𝗲𝘀 𝗡𝗲𝗲𝗱𝗲𝗱 𝘁𝗼 𝗠𝗮𝗸𝗲 𝗮 𝗗𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝗰𝗲? Recent publications offer some insight into this question. Two universities recently shared the results of their initiatives to increase gender diversity in their faculty, employing two very different approaches with remarkably similar outcomes. Science recently reported that TU Eindhoven implemented in 2019 a bold policy where, for the first six months of recruitment for permanent academic positions, only women applicants were considered. This significant move resulted in a 7-percentage point increase in the share of women in faculty positions, rising from 22% to 29% over five years. https://lnkd.in/e8fHZu-4 In the same year, EPFL (École Polytechnique Fédérale de Lausanne) adopted a different approach. We aimed for a minimum of 40% women in accepted faculty offers. We did not set quota nor introduce binding constraints. We only nudged hiring committees to ensure diversity was present at the shortlist level and monitored this indicator every year. The results at EPFL are very similar to the one of TU Eindhoven; the share of women among faculty increased by 8 percentage points over the same period, from 17% in 2019 to 25% in 2023. [1: EPFL Gender Monitoring 2023/2024, in french] These examples suggest that while radical policies can drive rapid change, more moderate approaches can also achieve comparable results within the same timeframe. Both strategies underscore the importance of sustained, intentional actions to close the gender gap and foster an inclusive academic environment. This is only the beginning. As the article mentions, comparing the long-term effects of both policies would be indeed particularly interesting to understand their lasting impact. [1]  https://lnkd.in/e6vHHiuH