back to article Brace yourselves, fanboys. Winter is coming. And the iPhone X can't handle the cold

Apple's $1,000 iPhone X may have trouble operating in the winter weather. This is according to multiple complaints from owners and an admission from the Cupertino idiot-tax operation itself that, in cold temperatures, the OLED touchscreen on the shiny new handsets can become temporarily unresponsive. We're told that, when …

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Re: Apple looks pretty much the same: pasty, white and male...

I'm sure some of the interns are sober...

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Re: Apple looks pretty much the same: pasty, white and male...

I'm not sure at all, but I keep hope...

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Anonymous Coward

Re: Apple looks pretty in stale male pale...

Pretty flush, actually.

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Anonymous Coward

Re: Apple looks pretty much the same: pasty, white and male...

Uncharacteristic silence from The Register here... was at least expecting Kieren McCarthy to chip in here.

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Diversity figures are meaningless without context

Having looked at both the article and the report itself, I can see no sign anywhere of the proportions of the various racial groups amongst the population base from which they recruit. Without that, the figures have no bearing whatsoever on fairness. e.g. (for a simplified 2 race model) an employee ratio of 55% black, 45% white might look good until you realised that the local population was 80% black (or visa versa).

Yes, there are issues with defining the recruitment area, and that might even vary by job (senior management and technical staff recruited worldwide, and cleaners more locally), but without such figures, they might as well not bother with the figures they do provide.

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Re: Diversity figures are meaningless without context

45% white might look good until you realised that the local population was 80% black (or visa versa)

Almost all populations are roughly 50:50 male:female so if only 10% of your local midwives are male, that looks bad, right? Men are clearly underrepresented and likely being discriminated against? Wrong. Only 0.3% of qualified midwives are male so a 10% figure would be far too high and indicative of rampant sex discrimination against women.

The sex and ethnic breakdown of the population is irrelevant unless it precisely mirrors the breakdown of qualified candidates (which it doesn't). Current "IT" graduation rates (USA) are about 25% Female and the percentage drops to less than 5% for over 50s or ethnic minority women. Those are the relevant benchmarks and any significant departure from those ratios is likely to be indicative of illegal (I'm pivoting to UK law) discriminatory practices.

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Re: Diversity figures are meaningless without context

"Yes, there are issues with defining the recruitment area, and that might even vary by job (senior management and technical staff recruited worldwide, and cleaners more locally),"

And in terms of "world wide" recruitment, all those primarily "white" senior managers and Cxx are the racial minority.

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Anonymous Coward

Re: Diversity figures are meaningless without context

And in terms of "world wide" recruitment, all those primarily "white" senior managers and Cxx are the racial minority.

Not really relevant, IMHO. I think you'll find that the directors and senior managers of (say) India's 100 largest international companies are largely Indian. And of China's largest international businesses, they'll be largely Chinese. Even within Europe, take any German or French multinational, and the boards are largely from the home nation (sometimes there's a bit of token variety).

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Re: Diversity figures are meaningless without context

"The sex and ethnic breakdown of the population is irrelevant unless it precisely mirrors the breakdown of qualified candidates"

This.

Couldn't agree more. The expectation of all jobs to reflect the POPULATION is bonkers. At a minimum we should be starting with the demographics of the local workforce, which will then at least take into account the bias of having more women being a housewife than men being a househusband. I'm no expert, but I would assume there are more potential male candidates generally than female across the board for this reason.

Your ideal of going further and basing 'diversity targets' on the total potential eligible candidates for each specific role sounds incredibly sensible.

So I doubt it'll happen.

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Re: Diversity figures are meaningless without context

Just to be clear - I agree! When I wrote "population" I was really meaning "eligible, qualified, employable etc." population - rather than what's on the census! I hinted at this with the second half of my comment, but others have put it more clearly.

So yes, I agree with all those who added more precision to my concern.

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Anonymous Coward

Re: Diversity figures are meaningless without context

Some of the point isn't to just represent the industry it is to change gender stereotypes. So if 90% of engineers are men then 90% of engineer employees are men and it trends that engineers are normally men and less women are inclined towards that field. Also employers start to look at engineering candidates expecting them to be men and a female candidate may be subject to extra scrutiny. Unless you believe that women are not capable engineers and that men are genetically better (I suggest you use reddit to argue that one) then to correct this imbalance then employers can slowly take proactive measures to help redress this.

Similar with midwifes - may be a start to remove the gender tag from the job title for a start. Then if you were just as likely to see a male midwife as a female then you might get more male applicants - although I would say that this may have a legitimate gender association due to the intimate nature of the job and the fact that 100% of those receiving the main part of their services will have female organs.

Sometimes you do have to have a little bit of positive discrimination or else the roles become self-fulfilling gender proportional.

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Anonymous Coward

Re: Diversity figures are meaningless without context

in the midwives subject...

the midwife that delivered me (back in 1975) was male.

he was also apparently quite annoyed because I took my time to appear causing him to miss the home game at coventry that afternoon

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Re: Diversity figures are meaningless without context

I'm afraid you have completely missed the point of diversity targets.

Make of that what you will.

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Re: Diversity figures are meaningless without context

Only 0.3% of qualified midwives are male so a 10% figure would be far too high and indicative of rampant sex discrimination against women.

Nope.

Enumerating the mistaken assumptions in your comment is left as an exercise for the reader.

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Re: Diversity figures are meaningless without context

then to correct this imbalance then employers can slowly take proactive measures to help redress this.

Not if they want to stay on the right side of the (UK) law they can't. Sex (or racial) discrimination is illegal unless those factors constitute a genuine occupational qualification in the individually specific case (i.e. social engineering the overall population isn't a valid excuse). There is no provision for "affirmative action" schemes.

although I would say that this may have a legitimate gender association due to the intimate nature of the job and the fact that 100% of those receiving the main part of their services will have female organs

Most gynaecologists are male and they always have been. To make such an argument remotely coherent you would have to discriminate against anyone who had not personally had a baby, regardless of sex, and you would still end up losing in court on the grounds of constructive discrimination.

Sometimes you do have to have a little bit of positive discrimination or else the roles become self-fulfilling gender proportional.

See above. Social engineering via sex or race discrimination isn't legal in the UK.

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Re: Diversity figures are meaningless without context

"Not if they want to stay on the right side of the (UK) law they can't. Sex (or racial) discrimination is illegal unless those factors constitute a genuine occupational qualification in the individually specific case (i.e. social engineering the overall population isn't a valid excuse). There is no provision for "affirmative action" schemes."

Whilst this is technically true, in practice there is no enforcement at all. Companies openly trumpet their discriminative recruitment policies and no action is taken.

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Anonymous Coward

Re: Diversity figures are meaningless without context

"then to correct this imbalance then employers can slowly take proactive measures to help redress this.

Not if they want to stay on the right side of the (UK) law they can't. Sex (or racial) discrimination is illegal"

It's called Positive Action and is legal and is written in to law.

"Section 159 of the Equality Act 2010 allows an employer to treat an applicant or employee with a protected characteristic (eg race, sex or age) more favourably in connection with recruitment or promotion than someone without that characteristic who is as qualified for the role. The employer must reasonably think that people with the protected characteristic suffer a disadvantage or are under-represented in that particular activity. Taking the positive action must be a proportionate means of enabling or encouraging people to overcome the disadvantage or to take part in the activity."

"Most gynaecologists are male and they always have been"

See you are falling into a statistic trap. Many gynaecologists are male because most consultants are male and in the UK you don't get proper choice over your consultant. However if you look at GP level nearly all requests for gynaecological appointments request a female doctor and within a surgery it is usually the female doctors who are given that training and take up that role.

"See above. Social engineering via sex or race discrimination isn't legal in the UK."

See above, yes it is.

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Re: Diversity figures are meaningless without context

"Almost all populations are roughly 50:50 male:female so if only 10% of your local midwives are male, that looks bad, right? Men are clearly underrepresented and likely being discriminated against? Wrong. Only 0.3% of qualified midwives are male so a 10% figure would be far too high and indicative of rampant sex discrimination against women."

Or it indicates that men are massively discriminated against in the selection for training...

Or there is some other reason that it is a female dominated industry...

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Re: Diversity figures are meaningless without context

It's called Positive Action and is legal and is written in to law.

Positive action only permits an employer to choose one candidate over another on grounds of group under representation when all other factors are equal and the decision is otherwise a coin toss between two equally qualified candidates. Positive discrimination (meaning hiring someone specifically because they are a member of an under represented group or to meet a quota) remains illegal. Reference from the Bar Council if you want to verify that.

See you are falling into a statistic trap. Many gynaecologists are male because most consultants are male and in the UK you don't get proper choice over your consultant.

Are you sure you want to go there? You're one step away from advocating that people receiving NHS care should be able to refuse to be treated by "darkies" or "jews". You've always been able to make choices rooted in sexism or racism, but as a matter of public policy the state isn't going to pander to such bigotry by funding it.

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Re: Diversity figures are meaningless without context

"Or there is some other reason that it is a female dominated industry..."

Yes...But call it personal choice and others will call you a horrible sexist or insist it's actually bigotry.

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Happy

Re: Diversity figures are meaningless without context

the midwife that delivered me (back in 1975) was male.

he was also apparently quite annoyed because I took my time to appear causing him to miss the home game at coventry that afternoon

Very impressive! To have done your first good deed while still in the womb.

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Re: Diversity figures are meaningless without context

"

Sometimes you do have to have a little bit of positive discrimination or else the roles become self-fulfilling gender proportional.

"

I have yet to see any rational argument that explains *why* having all jobs done by an equally proportionate number of males, females, blacks, whites, eskimos etc. is in principle beneficial.

I have also not seen any huge outcry about the fact that AFAICS there are far more men filling the roles of dustbin collector and street sweeper than there are women.

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Re: Diversity figures are meaningless without context

I have yet to see any rational argument that explains *why* having all jobs done by an equally proportionate number of males, females, blacks, whites, eskimos etc. is in principle beneficial.

The issue wasn't having "appropriate proportions", but that people had difficulties getting into jobs for various reasons NOT related to their skills. For a long time well qualified and well-able women could not advance much past the "typing pool" and breaking into senior roles could not be done. This of course led to various pay-parity issues, eg a woman who worked hard, learned her industry etc would never be more than a typist at $20k/yr whereas a much less capable man could become her boss on $150k/a. Women who actually wanted to get into other roles (construction. mechanics, physics and so forth) would find they often got laughed out of the interview room. Same goes for blacks, jews, gays etc etc etc (not equating these btw, before anyone takes offence) - black people were often treated as being a lower class of human, sometimes even more like a despised animal.

The idea behind the quotas was to force companies to bring in people from other sexes/races/sexualities/beliefs etc. Unfortunately while some things have improved, there's still a lot of odd issues (eg still often pay rate gaps between people of comparable skill and length of service, largely based on gender), and this tokenism won't help much any more.

Hire those who want to work for you, pay them what they earn, and if you can make your work more interesting to those who normally wouldn't be then do so, else forget about it. Pay more for more work, less for less work, more for more skill, less for less skill, same for same work and same skill. Don't pay me less because you think I'm gay and somehow feel threatened, pay me less if I skive off more often, get sick more often etc, pay me more if I spend more time at work and am more productive.

I have also not seen any huge outcry about the fact that AFAICS there are far more men filling the roles of dustbin collector and street sweeper than there are women.

Oh yeah, demands for "more X in Y" only come about for the "glamorous" jobs. But Shhhh! You're not supposed to talk about that!

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Anonymous Coward

You wanna know why tech companies are overwhelmingly staffed by white and Asian males?

They get shit done.

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Unhappy

Re: You wanna know why tech companies are overwhelmingly staffed by white and Asian males?

Mainly based on the educational requirements of the job.

No point hiring art & humanities people for technical or scientific jobs - the gender difference in many instances.

On the colour front it's mainly the educational opportunities the people had or didn't have. Many didn't have decent schools to go to, came under peer pressure to become a gang member and drop out, or suffered from some societal norms limiting education.

In South Africa the ANC's old mantra of "no education without liberation" has come back to bite their affirmative action. Since '94 the endemic corruption has left many schools with no books or other teaching supplies so the kids don't even get a halfway decent chance. Currently the only decent job available to uneducated people there is being president and that is only for one person at a time. "Cry the Beloved Country" does not quite cover it.

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Anonymous Coward

Re: You wanna know why tech companies are overwhelmingly staffed by white and Asian males?

White and yellow privilege. Obviously.

Check it. I think there are buzzfeed quizzes to solve the problem of the legacy of slavery and the systemic oppression of lgbt, darker than yellow people and women, in that order.

The oppressed people are not only oppressed, but righteous and pure. Spacey isn’t gay, because (as Matt Lucas pointed out) being gay isn’t about same-sex attraction. That was a surprise to me, but apparently it’s about particular social values. (Plus, we can’t have pervert or abuser and gay in the same category - bviously only heterosexuals can be abusers.) So if we hold those values, we can all be feminists, or gay, or socially constructed black. Or something.

If we are going to support arbitrary categories of people, I’m with the Kekistanis.

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Anonymous Coward

Re: You wanna know why tech companies are overwhelmingly staffed by white and Asian males?

It's okay to be trans-Kekistani.

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Windows

Apple said that, over the past year, its overall percentage of women employees was flat at 32 per cent, while underrepresented minority employee levels were only up one per cent, at 23 per cent overall.

What an eldritch horror. Can't something BE DONE to attain those activist-imposed musrt-have pewrcentages?

But then, you know, when the bottom line is on the line,. Social Justice Bullshit and their retarded defenders can go f*ck themself and one actually wants to hire people good in tech...

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Anonymous Coward

But people tend not to hire people based on their abilities, they tend to hire people who they like. White men tend to hire men who are like themself, and tend to hire women they find attractive. I said tend. It isn't a rule.

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I am so sick of this new found diversity persecution. Make cool products. Period. Where did that go?

The last couple decades have shown repeatedly the ability of people to be disruptive. I have not noticed there is an "advantage" or "privilege" to the disrupting groups. If you don't like where you're at, go be disruptive.

And maybe go read Kurt Vonnegutt's Harrison Bergeron (http://www.tnellen.com/westside/harrison.pdf). Got to be one of the most prescient short stories ever written.

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Make cool products. Period. Where did that go?

The company that makes BodyForm?

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Re: Make cool products. Period. Where did that go?

Too cool, in this case.

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Pint

Re: Make cool products. Period. Where did that go?

Waaaaaaaaa haaaaaaaaaa

Body-foooooooooooooooooooorm!

Body formed for yoooooooooooooooooooooooooooooooou!

Thank-you.

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WTF?

Re: as autumn weather turns to winter

Comparing the price of an iPhone X to the tariffs of budget airlines you might as well travel to the hemisphere where the sun shines.

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Re: as autumn weather turns to winter

You missed something,

"as the autumn weather turns to winter for much of the world"

Lets see, around the equator, (a large part of the worlds surface), there is no real winter.

SOUTH of that, Spring is turning into summer.

Apparently, the writer failed geography, and lives in a secluded hut with limited internet access, because they have never seen or heard of 2 thirds of the world.

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Re: as autumn weather turns to winter

Probably based on the Southern Hemisphere having 20% / 80% land/water ratio.

Therefore the part that is not the equator or Antarctica is even smaller.

Whilst Winter is applicable to the whole non-equatorial Southern Hemisphere, we can assume that the bulk of iPhone X users are on land (as indeed for the Northern Hemisphere), and not in Antarctica.

Therefore as far as iPhone X users go the statement is likely to be accurate.

Geographically however - what you said.

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Re: as autumn weather turns to winter

"As autumn weather turns to winter" speaks of countries that are busy having an autumn. In Australia, autumn also turns to winter -- it just does it six months differently than the northern hemisphere. Nearer the equator, things like "rainy season" get their chance to strut.

"Much of the world," I'd say, means "a pretty decent percentage." If they'd said "most", I could go with you. Remember, also, that the northern hemisphere has almost twice the land surface as the southern hemisphere does -- and that "winter" means different things to different people. I was in Thailand during their cold season, happily wearing short-sleeve shirts, but saw the occasional Thai going past in a light parka or heavy hoodie.

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Facepalm

Re: as autumn weather turns to winter

Goddammit, I didn't spot your comment and posted a much-less-funny one of my own. Now I have to find how to delete my nonsense...

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Joke

Re: as autumn weather turns to winter

"Whilst Winter is applicable to the whole non-equatorial Southern Hemisphere, we can assume that the bulk of iPhone X users are on land .... Therefore as far as iPhone X users go the statement is likely to be accurate"

But surely owning an iPhone X gives you the ability to walk on water?

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Digital warfare

My goodness. I attempted to open this article on a Pixel- C 3 times and Chrome closed itself.

I say "itself" but given the content of the article the Apple Underground were probably hard at work protecting all right-thinking members of society from renegade lick-spittle fifth columnists.

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Anonymous Coward

Food for thought

Many of Apple's problems could have been avoided or at least mitigated, if Apple had focused on hiring the most competent people for the job, instead of obsessing about diversity for diversity's sake.

No, liberals, diversity is not our 'strength', and an enforced social objective is usually at odds with meritocracy. Things move at a rapid pace in the tech world, and I hope you do not get left behind while playing your frivolous virtue-signalling games.

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Re: Food for thought

Ah yes, the company behind Antennagate.

Exclusion and discrimination aren't strengths either.

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Anonymous Coward

Re: Food for thought

No, liberals, diversity is not our 'strength', and an enforced social objective is usually at odds with meritocracy.

If we (the Western world) had a meritocracy in the first place, you'd have a valid point. But in the big corporate world, there's little evidence of the best people getting to the top, more like dull corporate wafflers who then recruit like-minded dullards (Tim Cook, the boards of HP and its spawn, IBM etc).

If you don't fit the mould, you're not getting in. That isn't directly about colour or gender, its just that lack of alikeness. Try speaking out of turn, and no matter how correct you are, no matter how white or male you are, if you're off message in a big corporation then you'll be shown the door, or no be promoted.

The question then becomes, should anything be done about this? I think the answer is a resolute no in non-monopoly markets. If a company recruits weaker management than it could, it will suffer the consequences. For monopolies like utilities, I can see that you might want to break up the cosy elitism, but in that scenario appointments are often political patronage rather than the old boys club, so not self-perpetuating as such.

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You can't solve the sex/race equality difference quickly.

Companies can only work with what they are given as input.

STEM graduates are still predominately male, not necessarily white male, but more likely white male or Asian male than any other. I base that on personal experience so no Wikipedia reference, but it seems to be true to me.

We need to fix things at a lower lever (AKA younger age) to make a long term difference.

Successful companies are a meritocracy (at least at the lower levels, I'll exclude the likes of Jony Ive and Tim Cook) so you can't just push people who aren't qualified or experienced up the ladder.

My personal experience of the few women and people of colour I work with is that their talents are largely in line with the general expectations. So neither better or worse, just equally valuable if the opportunities and motivation align to get them in to the job.

But still, the OLED isn't to blame here and I'm struggling to see how a an OS update is going to fix that problem.

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Re: Pushing people up the ladder

Quote:

so you can't just push people who aren't qualified or experienced up the ladder.

ROFL

I am sure that many of us oldies have seen manager after manager come, fuck things up and get promoted out the way. How else did the term PHB originate then?

I was interviewed for a job once and almost the first question was

"What Golf Clubs do you belong to and what is your handicap?"

My answer was "None and don't have one."

Needless to say, I didn't get the job. Probably a good thing too.

When I was in a position to add more staff, I would have liked to even consider a woman but none applied for the job. Most of the Asian applicants lied through their teeth on their CV's so it is little wonder that I employed a White Male?

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Headmaster

Re: Pushing people up the ladder

Well of course. I also wouldn't want to work for a company who employed people with such a poor grasp of grammar.

"To which Golf Clubs do you belong? ..."

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Megaphone

Some can't handle the study!

My daughter was one of 7 females that started her programming degree in a class of 76 students. She was one of three females and 18 males that graduated.

Surely it's not about meeting these so called diversity targets but more of equal pay for equal work and equal respect. No point having 50/50 male / female workforce if the female half are get paid 30 - 40% less then their male counterparts who are doing the same or even lesser work. Even 5% less for the same work is wrong!

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Re: Some can't handle the study!

21 out of 76 graduated?? Christ, that's some tough course.

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Anonymous Coward

Re: Some can't handle the study!

@TRT

I don't know where JJKing's daughter went to school but here in Atlantic Canada that's quite typical of Engineering/CS courses at Community Colleges have about a 50% or lower graduation rate and Universities are lower than that I believe.

I don't know if that says good things about the expectations of the Instructor's and Professor's or bad things about the education that the students have received prior to enrollment in those programs. I suspect the latter.

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Re: Some can't handle the study!

Hmmm... an observation. A young female who has picked up a passion for engineering outside of school may have picked it up from a family member. Children of professionals may have an advantage over children of people whose life opportunities were more limited. There are patterns of advantageous upbringing passed down the generations.

I liked the pattern in The Fastest Indian in the World, about a boy chooses to hang out with the cranky old local motorcycle enthusiast. It requires hound people to have freedom and older people to have time, issues social and economic.

Fragments.

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