The recruitment website is jazzy, awash with pictures of happy young workers, and festooned with upbeat mini-slogans such as insane speed, infinite curiosity and customer obsession. Read a bit lower, and there are promises of perks galore: competitive compensation, free meals, free gym membership, free health and dental care and so on. But then comes the catch. Each job ad contains a warning: Please don't join if you're not excited about working ~70 hrs/week in person with some of the most ambitious people in NYC. The website belongs to Rilla, a New York-based tech business which sells AI-based systems that allow employers to monitor sales representatives when they are out and about, interacting with clients. The company has become something of a poster child for a fast-paced workplace culture known as 996, also sometimes referred to as hustle culture or grindcore.

Human resources professionals and job seekers alike may soon be able to better understand a company's unique organizational culture thanks to a new machine-learning approach. Developed by Georgia Tech researchers, the approach is the first of its kind to computationally model organizational culture using publicly available anonymized data sources – including Glassdoor user reviews. These models are illustrated using heat maps that reveal positive and negative sentiment for a company and its business units across 41 dimensions of organizational culture. The heat maps give a "cloud-contributed" sense of what the culture is like in a particular workplace and can provide actionable insights to HR teams, unit managers, and job seekers, according to the researchers. "Right now, to get a measure of organizational culture, companies rely on internal surveys, which are difficult to scale. It's also unlikely that they are getting true responses given factors like organizational bias or employee concerns about anonymity," said Vedant Das Swain, a second-year Ph.D. student studying human-computer interaction at Georgia Tech.

Contrary to press-propagated blames on rapid industry changes, unforeseen circumstances and uncontrollable crises, most business failures boil down to poor corporate culture. Interestingly, how corporate culture is perceived has changed just as rapidly as industries have evolved in recent times. In the 20th and early 21st centuries, assessment of corporate culture focused almost entirely on how businesses treated their customers. For instance, the dent in Blackberry's culture was caused by the company prioritizing its smartphone technology over customers' needs. Meanwhile, how customers interact with technology was changing. More recently, corporate culture has more to do with how companies manage communication internally than with their public relations.

Call Simulator is a well-funded growth-stage company harnessing the power of artificial intelligence for good. We provide an AI-based emergency call training platform that fully integrates with Priority Dispatch's ProQA software, used by over 3,700 9-1-1 emergency call centers around the world. In a nutshell, we have created the inverse of a chatbot where our technology simulates a caller instead of the agent. This augmented-training software reduces the need for expensive human role-playing, while dramatically increasing the proficiency of call center agents. We have already gone past the proof-of-concept phase and are currently generating revenue from clients. Although our initial focus is with 9-1-1 emergency call centers, our vision is to expand this model into other industries such as banking, telehealth, insurance, and tier-1 brand customer support. How this role is important to the company: We are looking for a highly-motivated Machine Learning Intern to join our team.

Activision Blizzard is facing criticism for discouraging labor organizing after the video game giant wrote an email to employees imploring them to "take time to consider the consequences" of pushing ahead with an effort to unionize. Brian Bulatao, a former Trump administration official who is now the chief administrative officer at Activision Blizzard, sent an email to the company's 9,500 employees on Friday addressing a campaign led by the Communications Workers of America to organize the workplace. The company behind video games like "World of Warcraft," "Call of Duty" and "Candy Crush" has been engulfed in crisis since July, when California's civil rights agency sued over an alleged "frat boy" workplace culture where sexual harassment allegedly runs rampant. The suit also claimed women are paid less than their male counterparts. In his companywide note, Bulatao said employees' forming a union is not the most productive way to reshape workplace culture.

The company behind some of the biggest video games in the world is facing intense scrutiny after California regulators filed a lawsuit on July 20 alleging that it has fostered an intensely sexist workplace culture. The state's Department of Fair Employment and Housing is suing Activision Blizzard, the publisher of Call of Duty and Warcraft, following a two-year investigation in which it allegedly discovered evidence that women at the company perpetually face professional and personal discrimination. The disturbing examples span everything from pay imbalances and a glass ceiling to a drunken office culture wherein rape jokes and unwanted advances go unpunished. The company quickly denied the allegations in the lawsuit, but the scandal is snowballing. Both current and former executives have reacted with horror at the investigation, and a growing number of Activision Blizzard employees have shared their own troubling experiences working at the publisher--experiences that echo similar stories of discrimination at other major video game companies.

As organizations begin strategizing how to bring employees back to the office, employers need to not only greet employees at the door with kindness and compassion, but build compassion into the heart of their return-to-office plans. Intrinsically, I know a compassionate workplace performs better than others; I've witnessed it over the years, especially this last year where we've needed understanding and support more than ever. Research also backs this up. Recently, I've been taking a closer look at how we can do this with artificial intelligence. With almost six decades of research and work in the field, I've seen AI detect facial expressions, detect fraud, create maintenance schedules for aircrafts and cars, understand emotions of customers and customer representatives from call center conversations, and more recently estimate the spread of Covid-19 and its economic impact.

Human resources professionals and job seekers alike may soon be able to better understand a company's unique organizational culture thanks to a new machine-learning approach. Developed by Georgia Tech researchers, the approach is the first of its kind to computationally model organizational culture using publicly available anonymized data sources – including Glassdoor user reviews. These models are illustrated using heat maps that reveal positive and negative sentiment for a company and its business units across 41 dimensions of organizational culture. The heat maps give a "cloud-contributed" sense of what a particular workplace culture is like and can provide actionable insights to HR teams, unit managers, and job seekers, according to the researchers. "Right now, to get a measure of organizational culture, companies rely on internal surveys, which are difficult to scale. It's also unlikely that they are getting true responses given factors like organizational bias or employee concerns about anonymity," said Vedant Das Swain, a second-year Ph.D. student studying human-computer interaction at Georgia Tech.

Over the last two years, in a protracted and devastating #MeToo movement for the video games industry, hundreds of women have spoken out about the manipulative and predatory behaviour they have experienced in their video game careers. A 2018 investigation by games website Kotaku led to legal action at California developer Riot Games, where five former employees sued the company over workplace harassment and discrimination and hundreds more joined walkouts to protest. The company promised to overhaul its workplace culture and a settlement was made in 2019. Then, last summer saw a wave of stories on Twitter about people in the games industry generally being plied with drinks and pressured into sex at industry parties, belittled and gaslit at work by male bosses, stalked, groomed, harassed, or treated with contempt when a senior man's advances were spurned. In the past month there has been another surge of allegations against men from all areas of the video game world - developers to the games media, Twitch streamers and YouTubers to competitive players.

It can also reflect human flaws and inconsistencies, including 180 known types of bias. Biased AI is everywhere, and like humans, it can discriminate against gender, race, age, disability and ideology. AI bias has enormous potential to negatively affect women, minorities, the disabled, the elderly and other groups. Computer vision has more issues with false-positive facial identification for women and people of color, according to research by MIT and Stanford University. A recent ACLU experiment discovered that nearly 17 percent of professional athlete photos were falsely matched to mugshots in an arrest database.