

Dirk de Vos
55.5K posts

@DirkdeVos
Just visiting. On an Odyssey from Oslo back to Cape Town.




Deputy President Paul Mashatile has made it clear that abandoning black economic empowerment policies in South Africa is not an option, as doing so would be tantamount to abandoning transformation itself. dailyinvestor.com/south-africa/1…


In my view after 2003 BBBEE was never implemented as designed, and no scientific evidence exists to prove that it failed except that it was largely ignored. Evidence from the South African Department of Employment and Labour and the B-BBEE Commission indicates that while B-BBEE (Broad-Based Black Economic Empowerment) was introduced in 2003, white males continue to hold a disproportionately large share of top and senior management roles in the private sector. Key Statistics on Management Trends (2003–2023) Top Management Representation: As of the 2022-2023 Employment Equity (EE) Report, White individuals still occupy 62.9% of top management positions, while Africans hold 16.9%. For comparison, in 2003, White representation in top management was 76.3%. Senior Management: White individuals held 50.1% of senior management roles in 2023, while Africans held 26.4%. Promotion Rates: Data from multiple years has shown that white employees frequently receive more promotion and recruitment opportunities at management levels than black employees. Private vs. Public Sector: The private sector remains heavily dominated by white males, who occupy roughly 65.9% of top management positions there. In contrast, the public sector has significantly higher black representation, with Africans occupying 73.2% of top management roles. Reasons for Stalled Transformation "Tick-Box" Compliance: Many companies focus on meeting minimum B-BBEE scorecard requirements to gain business advantages without genuine commitment to internal transformation. Mobility Patterns: White males are often the most "mobile" group—while they may be terminated or leave one company, they are recruited at the highest rates by the next employer. Corporate Culture and Bias: Research suggests black employees are sometimes marginalised by monocultural white corporate values or face negative stereotyping that hinders their career advancement. Fronting: Some enterprises use "fronting" to superficially improve their B-BBEE ratings by appointing black individuals to roles without giving them actual authority or influence. For detailed annual breakdowns, you can access reports directly from the Department of Employment and Labour or view the B-BBEE Commission's National Status and Trends.




EUV machines are the most complicated tools humans make. Their supply chain has over 10,000 individual suppliers, and any one of them not scaling fast enough can bottleneck the entire AI industry. An EUV tool fires lasers at a tiny tin droplet three times in precise sequence, blasting it hard enough to emit EUV light. That light bounces off 18 multilayer mirrors onto the wafer. Meanwhile, the two platforms inside the machine - one holding the stencil, one holding the chip - are flying back and forth at 9Gs in opposite directions. The successive passes have to land on top of each other to within 3 nanometers. If any part of this is off, yield goes to zero. Take just one component. The mirrors are mostly supplied by Carl Zeiss, who have probably fewer than a thousand people working on them. In turn, Carl Zeiss rely on machines from Switzerland to deposit each of the layers, and use a coating process co-developed with a different German company. None of these companies have woken up. They’re gradually increasing production, but nowhere near the levels necessary for what the labs want by the end of the decade. @dylan522p predicts production can't scale beyond about 100 EUV machines per year by 2030, no matter how much money gets thrown at the problem. In the medium term this is the key bottleneck on scaling.






Great men of history had little to no introspection. The personality that builds empires is not the same personality that sits around quietly questioning itself. @pmarca and I discuss what we both noticed but no one talks about: David: You don't have any levels of introspection? Marc: Yes, zero. As little as possible. David: Why? Marc: Move forward. Go! I found people who dwell in the past get stuck in the past. It's a real problem and it's a problem at work and it's a problem at home. David: So I've read 400 biographies of history’s greatest entrepreneurs and someone asked me what the most surprising thing I’ve learned from this was [and I answered] they have little or zero introspection. Sam Walton didn't wake up thinking about his internal self. He just woke up and was like: I like building Walmart. I'm going to keep building Walmart. I'm going to make more Walmarts. And he just kept doing it over and over again. Marc: If you go back 400 years ago it never would've occurred to anybody to be introspective. All of the modern conceptions around introspection and therapy, and all the things that kind of result from that are, a kind of a manufacture of the 1910s, 1920s. Great men of history didn't sit around doing this stuff. The individual runs and does all these things and builds things and builds empires and builds companies and builds technology. And then this kind of this kind of guilt based whammy kind of showed up from Europe. A lot of it from Vienna in 1910, 1920s, Freud and all that entire movement. And kind of turned all that inward and basically said, okay, now we need to basically second guess the individual. We need to criticize the individual. The individual needs to self criticize. The individual needs to feel guilt, needs to look backwards, needs to dwell in the past. It never resonated with me.


Most convincing argument I've read recently that the Pentagon knows what it's doing, from ... Al Jazeera aljazeera.com/opinions/2026/…




