Regulation, good practice and censorship

 Where do you stand 

what questions does it raise 


Regulation 

There is currently no standard regulation of regulatory body to monitor social media. 

However, private businesses cannot break the data protection act e.g. publishing clients' personal details without permission


Cambridge Analytica - influenced the trump and the Brexit vote 


Facebook data harvested from millions of people across the world to profile and target them with political messages and misinformation, without their knowledge or consent 

share price has fallen by 50bn 


hate speech includes 

- Racism 

- Homophobia 

- Sexism 

- Xenophobia 

- Islamophobia 

- Antisemitism 


Terrorist attacks 

Increasingly, terrorist cells and individuals are uploading graphic content and sharing it via social media. This is taken down by the relevant organisation who responded to reported content that may be offensive 

The issue, though is the response time. for example ISIS beheadings, after being uploaded onto social media sites, were shared amongst users so rapidly that authorities were effectivly unable to remove them. There's also the issue of the dark web 


Christchurch terror attack - 15/03/2019 - 50 killed 


Self regulation 

Wether professionally or privately, users are advised to comply with the law through self regulation. 

This means they should have an awareness of what is, and what is not, illegal and act accordingly 


Relevant regulatory bodies 

IPSO - can monitor online copy from news agencies and magazine industry but have no control over private individuals/ businesses  

ASA - Can advise on online advertisements, as can Ofcom and BBFC 

Online streaming and VoD (coupled with increasing piracy) however, make this problematic 

Employers are searching for a few key items when researching candidates via social networking sites these include Information that supports their qualifications for the job (61%) if the candidate has a professional online persona at all (50%) What other people are posting about the candidates (37%) For any reason at all not to hire the candidate (24%) and they aren't stopping either - 69% are using online search engines such as Google, Yahoo and Bing to research candidates as well compared to 59% last year.  

The no-nos when using social networks - with more than half of employers (54%) finding content on social media caused them not to hire a candidate, why take your chances? Some examples of the no-nos are; candidate posted provocative or inappropriate photos, videos or information (39%) Candidate posted about them drinking or using drugs (38%) Candidate had discriminatory comments related to race, gender or religion (32%) Candidate bad-mouthed their previous company or fellow employee (30%) Candidate lied about their qualifications (27%) Candidate had poor communications skills (27%) Candidate was linked to criminal behaviour (26%) Candidate shared confidential information from previous employers (23%) Candidate's screen name was unprofessional (22%) Candidate lied about an absence (17%) Candidate posted too frequently (17%).

China - China has some strict firewalls to prevent potential subversion of its regime. Some internet searches are banned, and social media is currently blocked in the country include Facebook, Twitter, Instagram Google+, Gmail and YouTube. China has its own social media platforms - perhaps the most widely used and well known is Weibo. 

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