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Human augmentation: Experts on why business must act now

  • min read
    • Far from science fiction, human augmentation has long been with us, from prosthetic limbs to hearing aids to pacemakers. As augmentation gets more sophisticated, most agree the greater independence it can give many, such as ill or disabled people, is worth celebrating. But what about augmentation that makes 'super humans' or implanted identification or payment tech? What ethical limits and security standards do human augmentation technologies need, and how should business be part of the change? In my role as director of global research and analysis (GReAT) in Europe for Kaspersky, human augmentation is one of the most exciting and challenging topics I delve into. I was proud to take part in the Kaspersky-hosted conversation about the future of human augmentation as part of the Internet Governance Forum (IGF) conference 2021 with leaders who create, secure and regulate human augmentation. Here's what we said about how business can prepare for human augmentation's future. 1.  Realize human augmentation will become mainstream fast Ilya Chekh, CEO of affordable artificial limb makers Motorica, spoke of how plastic surgery began as a way to repair war injuries, but was fast adapted for cosmetic use. This shows demand to 'improve' an undamaged and fully mobile human body is inevitable. I said we must stop thinking of augmentation as niche and see it as an essential part of future human lives. "We have important challenges to solve today, technologically and for society. We need more standardizations, policies and regulations – not to limit, but to shape this new world." 2.  Give space to discuss concerns Marcelo de Araujo, professor of philosophy of law at Federal University of Rio de Janeiro (@profdraraujo,) said debates around COVID-19 vaccination show the prevalence of strong feelings about what could or should go inside our bodies, even for medical reasons. He stressed the importance of giving room to discuss concerns upfront. Kaspersky's research agrees concerns are common. A survey of nearly 14,500 people in 16 countries found most support human augmentation used for the good of humanity, but almost all had concerns about cybersecurity (88 percent) and many worried only the wealthy would have access (69 percent.) Chekh of Motorica says his company already gets approached by people who want to remove a healthy limb and replace it with a prosthetic. "It's a big ethical question. Another example: A client's prosthetic arm was broken in an assault. Is the crime breaking someone's device or arm? The prosthesis is part of their body for our clients – it's not like a smartphone. We should address these ethical questions in the development process." 3.  Prioritize uses that reduce inequality Tristan Vouga, co-founder and mechanics designer for powered exoskeleton creators TWIICE, believes augmentation technologies can vastly improve access for people with disabilities. But, To improve financial access to their powered exoskeletons, TWIICE lets customers hire the technology when they need it. They have also embedded considering of inequality and ethics in their process for choosing ideas to develop. Jorge Quevedo is co-founder of Robotics Lab, which makes robots tailored for sectors like logistics and healthcare. He believes while we should prioritize uses of augmentation that help people, such as medical and mobility, it may be unwise to restrict other uses, because advances for any use will benefit all uses. He says instead, government funding and private sector investment should steer towards inequality-reducing augmentation uses. 4.  Consider security early in the process The first step to better security is not thinking about security when the product is done and ready to ship, but instead, as early as possible in the development process. I said, "When security isn't considered upfront, we see easily avoided mistakes. For example, many IoT devices lack a way to update, so there's no way to correct a problem." I believe businesses must involve the right expertise to understand their security needs, and it needn't be a struggle. "Security is a huge global community – you'll find someone near you." Quevedo of Robotics Lab said with the speed augmentation technology is progressing, we shouldn't wait for the technologies to cause problems before we put security protocols in place. 5.  Get involved to help regulators make better regulation Eva Kaili (@evakaili,) Chair of the European Parliament Committee on the Future of Technology and Science, says good regulation would ensure human augmentation technologies don't harm society while not restricting technological development. Kaspersky research found widespread support for regulation of human augmentation: As high as 77 percent of respondents in the UK. But Professor de Araujo advised countries must work together to regulate fairly. "Perceptions around human augmentation vary between countries and change over time. We see lots of ethical questions revolving around the role of the state. We need international cooperation." Vouga thinks diverse viewpoints make for the best regulation. "I'd love to see more people get involved. As we step into a future radically different from now, artists, policymakers, business – everyone needs to take part." I agreed with Vouga, adding, "It's clear these technologies are essential for our future, but to ensure more including than excluding technologies, all of us together must shape this future."

Why recruiting more neurodiverse talent could benefit your business

  • min read
    • The candidate's application was impeccable. They had great academic scores and a flawless practical test. But in their interview and presentation, they avoid eye contact and can't give a succinct answer. How would you assess them? Many hiring managers would dismiss this candidate without a second thought, labelling them "not a good fit" or "fails to perform under pressure." But evidence suggests they may be throwing the proverbial baby out with the bathwater. Untapped potential in neurodiverse workforce Neurodiversity refers to variations in how people think and experience the world. Neurodivergent people might have attention deficit hyperactivity disorder (ADHD,) autism, dyslexia and more. Increasingly, these conditions are seen as natural and valuable variation between people rather than disorders. Meg O'Connell, CEO and Founder of Global Disability Inclusion, says, "Companies often overlook people with disabilities, and this includes people who are neurodivergent. Recruiters and hiring managers are not equipped to effectively interview and assess people who are neurodiverse." O'Connell says not being able to fairly assess a neurodivergent person's abilities deprives companies of talent at a time of higher than average numbers of people resigning. Organizations need a strategy to include neurodiverse candidates. For tech companies, neurodiverse talent can mean especially useful strengths, like hyperfocus, pattern recognition and attention to detail. Cybersecurity and content marketing consultant Lisa Ventura, who is autistic herself, points to what neurodiversity can offer in cybersecurity. "[Some] neurodiverse people are good at finding the proverbial needle in a haystack, the small red flags and minute details critical for hunting down and analyzing potential threats. Other strengths include pattern recognition, thinking outside the box and methodical thinking." Differences are strengths "Instead of focusing only on what makes a neurodivergent person different, we should embrace the benefits different viewpoints and minds bring to the table," says Ventura. This untapped potential comes in many forms. People on the autism spectrum have faster pattern recognition, attention to detail and a stronger memory. In the workplace, employers report a range of good qualities including honesty, precision and consistency. People with dyslexia have sharper peripheral vision and notice more visual anomalies. Thom Hartmann, the founder of the Hunter School, describes people with ADHD as "hunters in a farmer's world." Kimi Wright, Operations Executive at UK digital and tech recruiters Adam, says the condition means she can multitask efficiently. "I find it easy to juggle many pieces of work. I have been often told my hyperfocus is beneficial, especially when I am doing project work or large copywriting tasks. I research new projects passionately and retain a lot of information. When I see a problem, I jump right into it and work my way out. It's meant new processes and smoother ways of working within our team." Human brains exist on a continuum In his book The Power of Neurodiversity: Unleashing the Advantages of your Differently Wired Brain, Thomas Armstrong, Executive Director of American Institute for Learning and Human Development says human brains exist along continuums. People process information, present and communicate differently. Armstrong explains the 'spectrum' of autism using sociability: Some people with autism are very sociable, some are introverted but relate well to others and some prefer to be alone. Uptimize is a training platform that helps organizations engage with talent that thinks differently. It uses universal design principles to find out what colleagues, managers and HR can do that will likely benefit everybody. Ed Thompson, CEO and founder, says management should ask employees their working style preferences and find ways to accommodate. For example taking sensory sensitivities like noise or bright light into account when designing office layout, recreational spaces or company retreats. When it comes to the remote, hybrid or back-to-office debate, Thompson says there's no 'one size fits all.' "Some enjoy the control of their own environment. Others miss the stimulation of the office. The key is to be sensitive to each employee's needs and preferences, without making assumptions." Ventura agrees. "Giving those who are neurodivergent the choice over where and how they work is key. I started to work solely from home in 2015 because I got to the point where I could no longer cope with working in an office. I couldn't stand the noise, interruption and chatter. But I was brought up to ignore all that and go out to work because it's what we must do, and I masked how I really felt." Tailored to the individual To level the playing field for neurodiverse people, we must revamp job designs and hiring practices. David Emm, Principal Security Research at Kaspersky, recommends, "thinking outside the box and re-defining the methods we use to draw talented people into our organizations." We must move away from the 'survival of the fittest' mindset and focus on making environments in which everyone can flourish. And it's not just about the physical environment – Rejection Sensitive Dysphoria can often come hand-in-hand with ADHD. Wright says it helps that her manager checks in regularly, breaking news sensitively and working together on hard days. In his book, Thomas Armstrong also talks about the positive feedback loop when neurodiverse people can construct suitable niches for themselves, such as microhabitats or subcultures. Anthony Moffa, working as a Software Engineer as part of JP Morgan Chase's Autism at Work program, says, "not having to pretend I was neurotypical boosted my identity, confidence and self-esteem." Improving HR practices HR practices and work cultures must undergo a major revamp to be fair to everyone. Ventura advises job descriptions and advertisements avoid lists of skills and attributes describing the 'ideal' candidate instead focusing on what the role involves and experience needed, making clear what's desirable versus must-have. Requirements like 'must have strong teamwork skills' or 'must be a good communicator' can discourage neurodiverse jobhunters. Employers and hiring manager training helps. O'Connell of Global Disability Inclusion says, "We help managers understand how neurodiverse talent might interact or respond, giving space for candidates to respond and the opportunity for management to truly assess the skills and abilities of these candidates." Take behavioral-style interview question, where interviewers ask candidates for a specific example of using a skill, with questions like "tell me about a time you handled a difficult situation." Processing large numbers of past experiences and choosing just one can be hard for someone with autism. Instead, experts recommend making questions specific and phrasing them in future tense, for example, "If one of your team didn't want to participate in a project, how would you encourage them to take part?" Share information in advance, such as interview questions and assessment details. Be open to individual needs and suggest accommodations you can make. For online interviews, Wright suggests displaying the question in chat for the interviewee to refer to. Managing neurodiverse employees Many autistic employees feel empowered by routine as they feel comfortable in predictable patterns. Structure and schedule things as much as possible, use templates and break large tasks into smaller ones. Interpersonal interactions shouldn't make or break careers. Neurodiverse talent needs ways to show their skills and abilities that don't involve presentations or group work. Reflecting on how we can make work more inclusive for neurodiverse people shows we can tap into a more diverse talent pool by giving employees choice to work in ways that suit them. Neurodiverse people bring unique advantages and skills. Workplaces have an opportunity today to reinvent themselves and welcome those who think differently.

How tech’s brightest stars are putting accessibility first

  • min read
    • Today, tech firms are starting to realize it's good for business if their technology is accessible to all users, whether disabled or non-disabled. But knowing that accessibility matters – and making it a core business priority in actions as well as words – are different things. I've been speaking with two companies celebrated for putting accessibility first in product design – fast-growing accounting software business Xero and accessible app and software designers Axess Lab. I also spoke with Siteimprove – a company making software that helps businesses catch and fix website accessibility problems. "Accessibility is important because customers are at the center of everything we do," says Laila Coulton, Head of Digital Accessibility at Xero. "Our culture values diversity and inclusion. We want to make a difference by championing these values within our sector and the broader community. As a large tech company, we believe it's our obligation." Hampus Sethfors, Co-founder and Accessibility and User Experience Specialist at Axess Lab, thinks similarly. "I see it as being on the right side of history. People with disabilities have been excluded and discriminated against. It's time humankind stepped up. Making the digital space inclusive is a huge part of that." Sethfors believes improved accessibility for disabled people benefits all users. "I've got a baby at home and constantly find myself one-handed, lacking time and lacking sleep. Building products that work for people with impairments is a way to build awesome products for everyone." How common are accessibility problems? Axess Lab examined digital products like banking apps, online shopping sites and food delivery apps to find out if disabled users can complete routine tasks. They've found problems so widespread that, more often than not, web users with disabilities simply can't use them. Sethfors thinks one of the main reasons behind this is that software engineering and web designer education rarely includes practical accessibility skills or knowledge. "Too few tech professionals have accessibility training. If you're trained, accessibility is little or no extra effort. Picking colors with enough contrast doesn't take longer than picking colors that contrast poorly – you just need to know how." Accessibility, usability or both? Some use terms like accessibility and usability interchangeably. But are they the same thing? Coulton of Xero says, "The two are intertwined. I challenge my teams to start with usability rather than ticking off accessibility compliance criteria. The focus should always be on the user experience. Accessibility is making sure as many people as possible enjoy those usable experiences." Sethfors points out, "If your product is only usable for some, it should be called Some User's Experience, or SUX, as Ubisoft accessibility specialist Billy Gregory tweeted. Usability is more than accessibility, but a product can't be usable unless it's accessible." Accessibility can mesh well with security and affordability too. Take, for example, Motorica, who work with prosthesis users to create high-tech, secure and affordable artificial limbs. Kaspersky helps Motorica make sure its prostheses are safe from cyber-intrusion. Focus on making things work for users Coulton says Xero reviews designs using the Perceivable, Operable, Understandable and Robust (POUR) framework from the Web Content Accessibility Guidelines (WCAG). The World Wide Web Consortium created it in consultation with disabled web users to give standards for making digital products accessible. "We review and test code, including automated and manual testing against the WCAG success criteria. We do functional testing using screen readers such as VoiceOver, NVDA and TalkBack. We also test and research with users with disabilities." Sethfors says sometimes businesses get too hung up on the guidelines. "They're long and complex, but accessibility is super interesting, fun and engaging. Instead, focus on making things work for users." Jennifer Chadwick, Senior Accessibility Consultant at Siteimprove, agrees. "Using a checklist to comply with WCAG is an excellent practice to introduce teams to implementing accessibility. Companies should also run regular usability testing with people with disabilities. Sites can comply with WCAG but not be optimal for users, so using the guidelines and conducting user testing is best." Where accessibility work fits When is the right time in development to think about accessibility? Coulton says, "Across the whole cycle. We start with inclusive research and setting the accessibility scope. Designers and Front End Developers must ensure accessibility is part of their definition of 'done.' We validate with user testing and the WCAG success criteria." Sethfors thinks you can never start too soon. "I'd start before the development cycle and build accessibility into current business habits. If you acceptance-test regularly, add accessibility criteria. If you user-test every other month, recruit one or two diverse users for each test. Take small steps, everywhere, all the time. It's more effective and fun, and less costly." Tobias Christian Jensen, Siteimprove Digital Accessibility Specialist, says it's crucial to be proactive. "Fixing accessibility retroactively is like adding plumbing after building a house. Accessibility should be a part of every step." Jensen recommends adopting a practice of Shifting Left, described by Siteimprove's Chadwick as, "Moving efforts around designing and testing for accessibility issues as far back in the workflow as you can. Everyone – from UX and graphic designers; to content writers; to developers – must consider the needs and preferences of people with disabilities as early as possible." Finding testers with disabilities So at some point (ideally, many points,) you'll need to find people with a range of disabilities to test your products. These include physical impairments, like motor impairment and using prosthesis, low vision, Deaf or hard of hearing, but also invisible impairments, like memory loss and inability to focus. Then there's neurodivergence such as autism, ADHD and learning difficulties, and much more. Sethfors suggests, "Find and partner with disability organizations in your area. Make sure you have a way to pay users to take part. If you need help recruiting, Fable specializes in recruiting diverse test users for larger organizations." Siteimprove has a rewarding partnership with Fable. "Our software monitors your efforts to meet WCAG conformance and best practice for code. We combine this with usability assessments for the most complex and high-traffic webpages by Fable's testers. Both provide valuable reports on barriers to remove." Starting your accessibility journey Coulton points to Sheri Byrne-Haber's words in her handbook for designers, Giving a Damn About Accessibility. "To avoid the peaks and valleys of the accessibility emotional roller coaster, people just getting started on their accessibility journey need to accept the following statement at face value: Your first effort at accessibility is unlikely to be outstanding. Don't use this as an excuse." Sethfors adds, "If you approach accessibility in the right way, you'll have a blast, make your team proud and create a better product for everyone."
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Secure Futures magazine is your go-to business guide for opinions, trends and insight into the world of technology and cybersecurity. We help your business to bring on the future. Brought to you by Kaspersky, the global cybersecurity experts.

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