Hello dear photographers, peers by hobby and creativity.
I am greatly concerned by Generative AI and companies stealing our content and training their AI on it without paying benefits to us for that. It is time to give push back on his practice and protect our Intellectual property and our creativity!
I use 2 services to protect my photos from Geenrative AI analyzing them, understanding them, train on them and copy them.
First service is PhotoGuard:
[https://news.mit.edu/2023/using-ai-protect-against-ai-image-manipulation-0731](https://news.mit.edu/2023/using-ai-protect-against-ai-image-manipulation-0731)
developed by people in M.I.T. it uses technology to alter the background of your photos. It does not impact the quality and appearance of the photos, the photos can be printed, but AI cannot analyses them.
Using AI to protect against AI image manipulation “PhotoGuard,” developed by MIT CSAIL researchers, prevents unauthorized image manipulation, safeguarding authenticity in the era of advanced generative models.
Details about PhotoGuard:
Launched in 2023, PhotoGuard uses advanced technology to protect images from unauthorized AI analysis and manipulation. How PhotoGuard protects your photos against AI analysis? As photographers and creatives, we’re increasingly aware of generative AI’s potential to exploit our work. Enter PhotoGuard, a cutting-edge tool developed by researchers at MIT’s Computer Science and Artificial Intelligence Laboratory (CSAIL). How? It subtly alters the pixel data in an image’s background—changes imperceptible to the human eye but very disruptive to AI models. This “scrambling” prevents generative AI from understanding or replicating your photo, safeguarding its authenticity and value.
The beauty of PhotoGuard lies in its balance: it preserves the visual quality for viewers and allows printing without compromise, yet it thwarts AI-driven theft. MIT’s research, detailed in their July 31, 2023, announcement, positions this as a proactive response to the rise of sophisticated AI tools like DALL·E and Midjourney. For photographers concerned about their intellectual property in an AI-dominated landscape, PhotoGuard offers a practical, research-backed solution. It’s a clever use of AI to combat AI, empowering creators to protect their craft. Have you tried it? I’d love to hear your thoughts on this innovative defense.
The second service is Glaze:
[https://glaze.cs.uchicago.edu/what-is-glaze.html](https://glaze.cs.uchicago.edu/what-is-glaze.html)
University of Chicago University has another service named Glaze. This service also protect images from Generative AI.
Details about Glaze:
In the age of generative AI, protecting our creative work is more critical than ever. Glaze, developed by the University of Chicago’s SAND Lab, is a powerful tool designed to shield photographers and artists from AI exploitation. Available since 2023, Glaze applies subtle, imperceptible perturbations to images that confuse AI models attempting to analyze or mimic them. Unlike visible watermarks, these changes don’t affect how humans perceive your photo, preserving its aesthetic integrity while blocking AI from stealing your style or content.
The technology targets a key vulnerability:
AI’s reliance on precise data patterns. By disrupting these patterns, Glaze ensures your work can’t be used to train models or generate knockoffs. Detailed on their site, it’s particularly effective against style theft—a growing concern for photographers with unique visual signatures. Free to use and easy to implement, Glaze is a game-changer for creators fighting back against unethical AI practices. It’s not just protection; it’s a statement about the value of artistic ownership. I’ve been exploring it myself—its seamless integration into workflows is impressive. What’s your take? As AI evolves, tools like Glaze could redefine how we safeguard our creative legacies.
These services protect your creative work and it value, so it cannot be stolen, analyzed or given to AI as training data.
Saturday, March 15, 2025
Monday, March 10, 2025
BE CAREFUL ABOUT ENTERPRISES, ENTERPRISES ARE NOT OUR FRIENDS!
What enterprises like to say and what it means:
RED FLAGS SIGNS YOU NEED TO BE CAREFUL ABOUT
1. WE’RE LIKE A FAMILY
Hear this and IT’S TIME TO WALK OUT. It normally means they will violate violate your personal boundaries and won’t care about your feelings or efforts.
2. FIVE ROUNDS OF MULTI-HOUR INTERVIEW ASSESSMENTS
There’s no need to waste your time with such a horrible, inefficient drawn-out hiring process. It means they aren’t prepared for interviewing, or they’re happy to waste YOUR time because they can’t decide.
3. BAIT AND SWITCH
If the job you’re interviewing for isn’t what you applied for - this is bait and switch, take note. They might be desperate for staff or trying to trick you into accepting a lower salary than advertised.
4. LACK OF CLARITY ABOUT JOB EXPECTATIONS
If they can’t explain the job’s responsibilities, structure or goals, shows the company is a mess or they’re using the interview process and YOU to figure this out. This happens at your expense.
5. FUTURE PROMISES
Any job promises about promotions or pay rises mean nothing unless they’re SMART and written down as part of your job offer and your job contact.
6. SALARY RANGE IS 30K - 150K
A huge range or the word ‘competitive’ says they’re not serious about paying fairly or they haven’t clearly defined the role’s requirements or value, which can lead to the line. In simple words they are looking for cheap labor with high skill and high experience.
7. "OUR REMUNERATION PACKAGE INCLUDES COMPETITIVE SALARY AND VARIED PERFORMANCE BONUSES"
The base salary is low, barely above minimum wage. The promised bonuses are the company's way to keep you tied with low money and to try to squeeze every ounce or productivity and performance for less than questionable reward in return. The company is looking for cheap labor with high skill and high experience.
8. LOOKING FOR SOMEONE TO HIT THE GROUND RUNNING
While this sounds like a reasonable expectation, this often means the team’s short-staffed or under a lot of pressure. You might not get much on-boarding and support starting out, which can be really tough if you are not skilled and experienced.
9. BENEFITS WHICH ARE NOT BENEFITS
They brag about benefits like training, overtime, free parking, team socials, free uniform, casual Fridays, flexible working, tea and coffee, a pension contribution, equipment to do your job, the legal annual leave allowance. Today all these are just COMMON practice.
10. THE INTERVIEW IS TOO SHORT
A 20 minute interview might be a relief, but it could mean they’re desperate to fill the position. The interview process is weak, or they undervalue the importance of ensuring a good fit for you, them and the team.
The long and detailed explanation behind all this:
Companies are increasingly turning to interns as a cheaper labor source, often under the guise of offering "experience" or "exposure," particularly for students financially supported by their parents. This practice has become more prevalent in recent years, especially in competitive industries like tech, media, finance, and marketing. Research suggests that about 43% of internships in for-profit companies are unpaid, with many interns receiving minimal wages or stipends that barely cover basic expenses like utilities or food (Unpaid Internships and the Impact on the Labor Market).
Exploitation Concerns
This can be exploitative for several reasons. Interns often work long hours, sometimes doing the same tasks as entry-level employees, without benefits like health insurance or job security. For example, some interns report working up to 100 hours a week, which can lead to overwork and financial strain, especially for those without family support. This practice disproportionately affects students from lower-income families, as they may not afford to take unpaid roles, perpetuating inequality (Why unpaid internships still exist despite hardships for young workers | PBS News Weekend).
Connection to Experienced Workers Over 45
The evidence leans toward companies avoiding experienced workers over 45, mostly because these workers are more will recognize, challenge and counteract exploitative practices, demanding fair pay and better conditions investment in quality labor force, companies are not willing to do. This preference for interns could contribute to age discrimination, with studies showing older workers, especially those 45 and up, receive fewer callbacks after job interviews compared to younger counterparts (Employers can use phrases in your resume to unfairly discriminate based on age—how to protect yourself against it). Interns, being new to the workforce, are less likely to push back, making them an attractive, cost-effective option.
Unexpected Detail: Legislative Efforts
An unexpected detail is that there are ongoing legislative efforts to protect interns, such as proposals to ban unpaid internships in some regions and extend workplace harassment protections to unpaid federal interns. For instance, France has banned open market internships lasting over two months without pay, a holistic approach not yet widely adopted in the U.S. (Why unpaid internships still exist despite hardships for young workers | PBS News Weekend).
This trend highlights a complex issue, balancing the need for experience with fair treatment, and suggests a need for systemic changes to ensure equity in the job market.
Survey Note: Comprehensive Analysis of Intern Exploitation and Age Discrimination
This analysis delves into the growing trend of companies using interns as cheap labor, particularly in competitive industries, and its connection to the avoidance of experienced workers over 45. It examines the exploitative nature of this practice, its socioeconomic impacts, and potential solutions, drawing on recent data and legislative efforts as of March 10, 2025.
Prevalence and Industry Context
The trend of using interns as cheap labor has become more pronounced, especially in tech, media, finance, and marketing. According to a 2023 report by Zippia, approximately 43% of internships in for-profit companies are unpaid, with many offering minimal stipends (20+ Compelling Internship Statistics [2023]: Do Interns Get Paid? - Zippia). This is particularly evident in industries where competition for entry-level positions is high, and companies leverage the "experience" narrative to justify low or no pay. For instance, a PBS News Weekend segment from 2023 noted that 47% of U.S. interns were unpaid in 2022, creating disparities for many students (Why unpaid internships still exist despite hardships for young workers | PBS News Weekend).
Exploitative Practices
This practice is exploitative for several reasons, as outlined in various studies and reports. Interns often face low or no pay, with some U.S. internships offering stipends below the federal minimum wage of $7.25 per hour. For example, a 2021 CNBC article highlighted that over 40% of interns surveyed were unpaid, blurring the line between opportunity and exploitation (More than 40% of interns are still unpaid—why that's legal). High workloads are another concern, with anecdotal evidence from Reddit posts and articles showing interns working up to 100 hours a week, sometimes on critical software, without compensation (case study: regal advice - I was an overworked unpaid intern). This overwork can lead to health issues, as seen in a 2004 Harvard Gazette study on medical interns working 77–81 hours per week (Overworked interns prone to medical errors — Harvard Gazette).
Interns also lack long-term benefits, such as health insurance or paid time off, and there’s often no guarantee of a full-time position post-internship. This lack of security exacerbates financial pressure, particularly for students relying on parental support. A 2017 Tulane Hullabaloo article emphasized that unpaid internships exclude students from lower socioeconomic statuses, as they cannot cover living expenses like rent and transportation without income (Unpaid internships create unfair financial burden for students • The Tulane Hullabaloo). This creates a cycle of inequality, favoring those with family financial backing.
Corporate Motivations
Companies hire interns for cost savings, as they are cheaper than full-time employees or contractors. A 2014 article from YourERC listed cost savings as a top reason, noting that interns can be a low-risk way to evaluate potential hires without the expense of full-time salaries (The Top 5 Reasons Employers Hire Interns). Interns’ eagerness and flexibility also make them attractive, as they are less likely to push back against long hours or vague job descriptions. This is evident in a LinkedIn post discussing how interns are seen as a way to get “cheap work” without negotiation ( Why Companies Hire Interns ). The “experience” narrative is exploited, with companies framing internships as a foot in the door, even when the pay is minimal or nonexistent. Cultural acceptance, particularly in industries like fashion and media, normalizes unpaid roles as a rite of passage, as noted in a 2021 HBR article (It’s Time to Officially End Unpaid Internships).
Socioeconomic and Age-Related Impacts
The practice deepens socioeconomic divides, as only those with financial support can afford unpaid internships. A 2023 U.S. News article highlighted that unpaid internships shut doors for students without financial help, perpetuating economic inequality (Unpaid Internships Remain Out of Reach for Many College Students | Best Colleges | U.S. News). This connects to the avoidance of experienced workers over 45, as companies may prefer interns to avoid the higher salary demands and resistance to exploitation from older, more experienced professionals. A 2017 Federal Reserve Bank of San Francisco study found that older adults, especially those 65 and up, receive significantly lower callbacks after job interviews, suggesting age discrimination (Is there age discrimination in hiring? : Monthly Labor Review: U.S. Bureau of Labor Statistics). Experienced workers are more likely to recognize red flags, such as low pay or high workloads, and demand better conditions, making interns a more compliant workforce.
Counterarguments and Exceptions
Not all internships are exploitative; some are well-structured and pay competitively. For example, tech giants like Google and Microsoft offer internships with hourly rates of $20–$40, including housing stipends and clear paths to full-time roles (The 25 highest-paying internships of 2023 | Glassdoor Blog). A 2023 Glassdoor report listed Stripe as paying over $9,000 monthly, showing that high-paying internships exist, particularly in tech and finance (The 10 highest-paying internships of 2023, according to Glassdoor—some pay over $9,000 a month). Some argue that internships provide valuable experience, with a 2021 NACE survey showing that 56% of interns receive full-time job offers post-internship (20+ Compelling Internship Statistics [2023]: Do Interns Get Paid? - Zippia). However, the evidence suggests unpaid internships offer similar job offer rates as no internship, undermining this argument (It’s Time to Officially End Unpaid Internships).
Legislative and Cultural Solutions
Addressing this issue requires systemic change. Legislative efforts include the Fair Labor Standards Act (FLSA), which uses the “primary beneficiary test” to determine if interns are employees entitled to pay (Fact Sheet #71: Internship Programs Under The Fair Labor Standards Act | U.S. Department of Labor). In 2019, the House passed a measure to extend harassment protections to federal unpaid interns, and France has banned open market internships over two months without pay (House moves to protect federal interns from harassment and discrimination - Roll Call, Why unpaid internships still exist despite hardships for young workers | PBS News Weekend). Cultural shifts are needed, with job seekers encouraged to reject unpaid roles and negotiate better pay. Transparency from companies about internship details and increased financial support for students, such as tuition waivers in Arizona legislative internships, could reduce reliance on low-paid roles (Arizona Legislative Internships).
In conclusion, the exploitation of interns as cheap labor is a significant issue, with clear links to age discrimination and socioeconomic inequality. While there are exceptions, the trend underscores the need for legislative and cultural reforms to ensure fair treatment and opportunities for all workers, regardless of age or financial background.
Subscribe to:
Posts (Atom)