social.stefan-muenz.de
A funny and impressive conversation between Russian Jew and Moroccan Arab :)
A funny and impressive conversation between Russian Jew and Moroccan Arab :)
@ghose [D*]What’s wrong with taking knee? In many countries people put their hand on their heart, take hat off, pose in a very emotional manner or even cry when their national anthem (a song!) plays even before a f… sport game. So what’s wrong if some people take knee down to reflect respect for those people whose LIVES are not RESPECTED. Taking knee, as that national song, a f… flag, are symbols. I’m sure you understand that. I’m truly respect those “six brave men” that stand (...)
INFOSEC: FUCK YOUR '"BLACK/WHITE NEUTRALITY"!
By Catalin Cimpanu for Zero Day | July 4, 2020MORE COMMENTS: https://www.zdnet.com/article/infosec-community-disagrees-with-changing-black-hat-term-due-to-racial-stereotyping/The information security (infosec) community has angrily reacted today to calls to abandon the use of the 'black hat' and 'white hat' terms, citing that the two, and especially 'black hat,' have nothing to do with racial stereotyping.
Discussions about the topic started late last night after David Kleidermacher, VP of Engineering at Google, and in charge of Android Security and the Google Play Store, withdrew from a scheduled talk he was set to give in August at the Black Hat USA 2020 security conference.
In his withdrawal announcement, Kleidermacher asked the infosec industry to consider replacing terms like black hat, white hat, and man-in-the-middle with neutral alternatives.
These changes remove harmful associations, promote inclusion, and help us break down walls of unconscious bias. Not everyone agrees which terms to change, but I feel strongly our language needs to (this one in particular).
— David Kleidermacher (@DaveKSecure) July 3, 2020
While Kleidermacher only asked the industry to consider changing these terms, several members mistook his statement as a direct request to the Black Hat conference to change its name.
With Black Hat being the biggest event in cyber-security, online discussions on the topic quickly became widespread among cyber-security experts, dominating the July 4th weekend.
While a part of the infosec community agreed with Kledermacher, the vast majority did not, and called it virtue signaling taken to the extreme.
Most security researchers pointed to the fact that the terms had nothing to do with racism or skin color, and had their origins in classic western movies, where the villain usually wore a black hat, while the good guy wore a white hat.
Others pointed to the dualism between black and white as representing evil and good, concepts that have been around since the dawn of civilizations, long before racial divides even existed between humans.
Right now, the infosec community doesn't seem to be willing to abandon the two terms, which they don't see as a problem when used in infosec-related writings.
#programming #computer #science #software #development #infosec #black hat #resistance #goggle #hackers #internet #censorship #freedom #sexism #social #web #human rights #sanctimony #activism #activist #correctness #meetoo #blacklivesmatter #racism #racist #USA #research #cyber-security #security #privacy
By Catalin Cimpanu for Zero Day | July 4, 2020MORE COMMENTS: https://www.zdnet.com/article/infosec-community-disagrees-with-changing-black-hat-term-due-to-racial-stereotyping/The information security (infosec) community has angrily reacted today to calls to abandon the use of the 'black hat' and 'white hat' terms, citing that the two, and especially 'black hat,' have nothing to do with racial stereotyping.
Discussions about the topic started late last night after David Kleidermacher, VP of Engineering at Google, and in charge of Android Security and the Google Play Store, withdrew from a scheduled talk he was set to give in August at the Black Hat USA 2020 security conference.
In his withdrawal announcement, Kleidermacher asked the infosec industry to consider replacing terms like black hat, white hat, and man-in-the-middle with neutral alternatives.
These changes remove harmful associations, promote inclusion, and help us break down walls of unconscious bias. Not everyone agrees which terms to change, but I feel strongly our language needs to (this one in particular).
— David Kleidermacher (@DaveKSecure) July 3, 2020
While Kleidermacher only asked the industry to consider changing these terms, several members mistook his statement as a direct request to the Black Hat conference to change its name.
With Black Hat being the biggest event in cyber-security, online discussions on the topic quickly became widespread among cyber-security experts, dominating the July 4th weekend.
While a part of the infosec community agreed with Kledermacher, the vast majority did not, and called it virtue signaling taken to the extreme.
Most security researchers pointed to the fact that the terms had nothing to do with racism or skin color, and had their origins in classic western movies, where the villain usually wore a black hat, while the good guy wore a white hat.
Others pointed to the dualism between black and white as representing evil and good, concepts that have been around since the dawn of civilizations, long before racial divides even existed between humans.
Right now, the infosec community doesn't seem to be willing to abandon the two terms, which they don't see as a problem when used in infosec-related writings.
(c) Photo: LE WEB PARIS, 2013. Creative Commons Attribution 2.0 Generic license.Addressing racial injustice
Jun 23, 2020
Microsoft Corporate Blogs
An email from CEO Satya Nadella to Microsoft employees:
As I shared in our Employee Town Hall last month, and in my email earlier this month, we are committed to take action to help address racial injustice and inequity, and unequivocally believe that Black lives matter. Below you will see many of the steps we are taking.
Over the past several weeks, the senior leadership team, board of directors, and I have spent time reflecting, listening, learning, and discussing what role the company – and all of us collectively – must play in helping to drive change, both within Microsoft and in our communities. With significant input from employees and leaders who are members of the Black and African American community, we have developed a set of actions that we believe are both meaningful to improving the lived experience at Microsoft, as well as driving change in the communities in which we live and work.
Today, we are making commitments to address racial injustice and inequity for the Black and African American community in the United States. We will additionally take important steps to address the needs of other communities, including the Hispanic and Latinx community, across the company in the next five years. We are focused on three multiyear, sustained efforts:
- Increasing our representation and culture of inclusion. We will build on our diversity and inclusion (D&I) momentum from the past five years by adding an additional $150M of D&I investment, and will double the number of Black and African American people managers, senior individual contributors, and senior leaders in the United States by 2025.
- Engaging our ecosystem. We will use our balance sheet and engagement with suppliers and partners to extend the vision for societal change throughout our ecosystem, creating new opportunities for them and the communities they serve.
- Strengthening our communities. We will use the power of data, technology, and partnership to help improve the lives of Black and African American citizens across our country, including to address the safety and well-being of our own employees in the communities in which they live.
Below are key details on how we will accomplish this.
Our Culture
We need to ensure that our culture of inclusion is a top priority for everyone. It starts with our values of respect, integrity, and accountability. Each of us must be able to thrive in diverse teams. Every manager must be able to attract, retain, and grow employees of all backgrounds. This is certainly true at Microsoft, and also more broadly. It is the new baseline for manager excellence across industries across the globe.
We will meet this new goal in three key ways:
1. We will accelerate our cultural transformation through further investment in inclusion. Managers who have a deep understanding and commitment to building inclusive culture are key to our company’s success. Starting in FY21, our training on allyship, covering, and privilege in the workplace will be required for all employees, with additional new content on understanding the experience of the Black and African American community. Because leadership sets the tone, we will have required live sessions for CVPs and EVPs to ensure they better understand the lived experience of these specific communities.
2. We will strengthen our intentional career planning and talent development efforts. This will apply across our workforce, beginning with Black and African American employees. These programs will expand to include other employee groups as we learn and grow. We will expand on our leadership development programs for select Black and African American midlevel employees and their managers, to help prepare for promotion to Director/Principal. For Director/Principal level, we will create a new development opportunity to expose them to the leadership expectations of the Partner/GM level and match them with senior-level sponsors and mentors. For Partner/GMs, we are continuing to invest in the dedicated leadership development programs.
3. We will further strengthen company accountability for progress on representation. We will deepen our practice of evaluating each CVP/GM’s progress on diversity and inclusion when determining their impact and rewards, as well as promotion considerations. We will provide CVPs with dedicated D&I coaches to confront and resolve systemic obstacles within their organizations. We will expand our global, quarterly promotion process to ensure we build diverse leadership teams at all levels. This will include direct engagement with business leaders on review of all candidates for people management, Director/Principal level, and Partner/GM level.
Our Ecosystem
A vast business ecosystem surrounds Microsoft from our supply chain to our partner community. We recognize that a stronger and more productive ecosystem requires better representation of the diversity in our communities. We will evolve our engagement with our supply chain, banking partners, and the broad Microsoft partner ecosystem in this effort.
1. We will double the number of Black- and African American-owned approved suppliers over the next three years and spend an incremental $500M with those existing and new suppliers. We’ll do this by ensuring our existing guidance to include diverse minority-owned suppliers in all RFPs is well understood, evaluate supplier portfolio composition, and enhance the weighting of diversity characteristics (both in ownership and in broad workforce) during the supplier evaluation and selection process. We will also encourage Black and African American representation progress in our top 100 suppliers, which account for over 50 percent of our indirect spend, by requesting annual disclosure of their diversity profile information (e.g., workforce diversity, goals) that we will incorporate into our RFP evaluations.
2. We will use our own banking needs to grow our portfolio investment activity with Black- and African American-owned financial institutions. Over the next three years, we will double the percentage of our transaction volumes through these Black- and African-American owned banks and external managers where we have existing strong banking relationships and look to grow that base, which provides an increased opportunity for these firms to attract more capital. We will create a $100M program that will make its initial investment in collaboration with the FDIC to target Minority Owned Depository
3. Institutions (MDIs), which directly enables an increase of funds into local communities (businesses, restaurants, housing, etc.). And, we will establish a $50M investment fund focused on supporting Black- and African American-owned small businesses. The fund will initially focus on investing to improve access to capital, increase skill development, and reduce the technology gaps that exist today.
4. We know how important partners are to the growth of our business. We look forward to investing to increase the number of Black- and African American-owned partners in our US partner community by 20 percent over the next three years. A new $50M partner fund will help with access to capital providing loans to support these partners through their startup phase with the loans recovered over time as their business grows. We will provide $20M of financing to existing and new partners to support their cashflow needs. And, we will invest an additional $3M in training programs covering financial management, tech solutions, and go-to-market readiness.
Our Communities
No company can change the world by itself. But we believe that Microsoft can put the power of data, technology, and partnership to work to help improve the lives of Black and African American citizens across our country. That’s what we’re committed to doing, through a four-part effort.
1. We will strengthen and expand our existing justice reform initiative with a five-year, $50 million sustained effort. Since starting this work in 2017, we’ve come to appreciate the importance of this issue not only to the nation, but to the personal lives of our employees and their families. No one should have to live with the fear of being stopped by the police, harassed while shopping, or bullied in school because of the color of their skin. This conviction has led us to do increasing work advocating both in the Puget Sound and nationally, including in the communities where our employees live.We will build on this foundation by using data and digital technology toward increased transparency and accountability in our justice system. All this work will be backed by public policy advocacy that will increase access to data to identify racial disparities and improve policing. We’ll also use our technology and expertise to support evidenced-based and unbiased diversion programs that direct people into treatment alternatives instead of incarceration. We’ll also use data to promote racial equity in the decisions made by prosecutors, including decisions about who to charge with a crime, the nature of the charge, plea offers, and sentencing recommendations.
2. We will expand our skills work to help Black and African American students and adults develop the skills needed to succeed in the digital economy. Over the next five years, we will expand in 13 states and the District of Columbia the Microsoft TEALS industry volunteer program to bring computer science education to an additional 620 high schools primarily serving Black and African American students. We will also strengthen Microsoft’s support for Historically Black Colleges and Universities, including in computer and data science programs, campus initiatives and partnerships, and curriculum development. Finally, we’ll offer digital skills training to Black and African American adults seeking new jobs. As part of a global skilling initiative, we will provide $5 million in cash grants to community-based nonprofit organizations led by and serving communities of color, enabling them to better support digital skills programs.
3. We will help expand access to broadband and devices for communities of color and the key institutions that support them in major urban centers, by working with carriers, OEMs, our own hardware team, refurbishers, and nonprofits to enrich low-cost broadband access by providing affordable PCs and Microsoft software. We’ll work to ensure these services can be put to effective use to improve people’s lives, with a focus on telehealth services and educational offerings. Backed by public advocacy, we’ll start by focusing on six cities that currently confront the largest urban broadband gaps.
4. Finally, we will increase technology support for nonprofits that support and are led by people of color. We will help support the digital transformation that we know from experience can make nonprofits more effective. We’ll provide access to Azure and Dynamics credits and financial grants that will enable these organizations to add the IT staff needed to better deploy and maximize technology. We look forward to tapping into the knowledge and expertise of our own employees as we identify effective groups we can support more strongly.
Change begins by looking inward. We expect this change in ourselves. Employees expect this change from their leaders. Our customers and partners expect this change from Microsoft. And the world demands this change.
This is not a one-time event. It will require real work and focus. We will listen and learn. We will take feedback and we will adjust. But it starts with each of us making a commitment to do the work, to help drive change, and to act with intention.
Satya
https://blogs.microsoft.com/blog/2020/06/23/addressing-racial-injustice/
#microsoft #ms #software #os #windows #programming #job #technology #whitelivesmatter #USA #America #civil #rights #protest #activism #activist #riot #freedom #blacklivesmatter #news #racial #racism #black #white #photo
#soccer #football #sport #whitelivesmatter #USA #America #Trump #GB #UK #England #civil #rights #protest #activism #activist #riot #freedom #police #blacklivesmatter #news #Europe #racial #racism #black #white #photo‘White Lives Matter’ plane banner overshadows Premier League game between Burnley and Manchester City
MANCHESTER, England
As the players of Manchester City and Burnley took a knee inside an empty Etihad Stadium in support of the Black Lives Matter movement, the sound of an aircraft could be heard overhead.
It had a very different message.
You will find here answers to the most common questions that I get through my emails and YouTube Channel. Mark kishon Christopher.www.mkchristopher.com
#USA #America #Trump #civil #rights #protest #activism #activist #riot #freedom #police #blacklivesmatter #news #photo #PulpFiction #movie #Hollywood #racial #racism #black #white #lang ruAll incorrect, insulting, derogatory, 'black' and heterosexual scenes (including love between Scarlett and Rhett) were replaced by homosexual and pussy-bumping.
Jun 10, 2020MORE: https://variety.com/2020/digital/uncategorized/gone-with-the-wind-amazon-best-seller-hbo-max-1234630577/
By Todd Sprangler
“Gone With the Wind” zipped to the top of Amazon’s best-sellers sales chart for TV and movies, a day after WarnerMedia’s HBO Max pulled the movie for “racist depictions.”
Amazon bases its rankings on sales data. The site currently offers the 70th anniversary two-disc DVD edition of “Gone With the Wind” starting at $29.55, while Amazon Video offers the movie as a digital HD rental at $3.99 and for purchase at $9.99. (...)
Oscar-winning film “Gone With the Wind” was removed Tuesday from the HBO Max streaming service temporarily. WarnerMedia said it plans to return to the movie to the library, along with a discussion about the historical context for the 1939 movie and a “denouncement” of the movie’s racist stereotypes.
“’Gone With The Wind’ is a product of its time and depicts some of the ethnic and racial prejudices that have, unfortunately, been commonplace in American society,” an HBO Max spokesperson told Variety. “These racist depictions were wrong then and are wrong today, and we felt that to keep this title up without an explanation and a denouncement of those depictions would be irresponsible.”
“Gone With the Wind” stars Vivien Leigh, Clark Gable, Hattie McDaniel and Olivia de Havilland. The film, adapted from the 1936 novel by Margaret Mitchell, is described on Amazon.com’s website as “a classic epic of the American South,” set during the Civil War and the Reconstruction era.
The movie, produced by David O. Selznick, won eight competitive Oscars including best picture, best actress for Leigh, best director for Victor Fleming and best supporting actress for McDaniel, who was the first Black person to ever win an Academy Award. The American Film Institute ranks “Gone With the Wind” as the No. 4 best American movie of all time, after “Citizen Kane,” “Casablanca,” and “The Godfather.”
Butch: You okay?
Marsellus: ...Nah, man. I'm pretty fucking far from okay.
By Joe Flint#USA #America #Trump #civil #rights #protest #activism #activist #riot #freedom #police #blacklivesmatter #news #photo #PulpFiction #movie #Hollywood #racial #racism #lack #white
June 10, 2020
“Gone with the Wind” was pulled from HBO Max while the long-running TV show “Cops” was outright canceled, a sign that entertainment companies are re-examining the content they offer in the wake of nationwide protests for racial justice and against police brutality.
https://www.wsj.com/articles/hbo-max-pulls-gone-with-the-wind-11591754904
anonymiss wrote the following post Fri, 15 May 2020 18:39:28 +0200
They are dirty, They are unsuited for life, They are unable, They are in-
capable, They are #disposable, They are #non-believers, They are unworthy,
They are made to benefit us, They hate our #freedom, They are undocu-
mented, They are #queer, They are #black, They are #Indigenous, They are less
than, They are against us, until finally, They are no more.
“Colonialism is a plague—capitalism is a pandemic.”
Spanish: here
English PDF: rethinking the apocalypse-read
#politics #brazil #indigenous #manifesto #colonialism #capitalism #resistance
They are dirty, They are unsuited for life, They are unable, They are in-
capable, They are #disposable, They are #non-believers, They are unworthy,
They are made to benefit us, They hate our #freedom, They are undocu-
mented, They are #queer, They are #black, They are #Indigenous, They are less
than, They are against us, until finally, They are no more.
Yom HaZikaron (Hebrew: יוֹם הַזִּכָּרוֹן, lit. 'Memorial Day') is Israel's official remembrance day, enacted into law in 1963. While Yom HaZikaron has been traditionally dedicated to fallen soldiers, commemoration has also been extended to civilian victims of terrorism.
The day opens with a siren the preceding evening at 20:00 (8:00 pm), given that in the Hebrew calendar system, a day begins at sunset. The siren is heard all over the country and lasts for one minute, during which Israelis stop everything, including driving on highways, and stand in silence, commemorating the fallen and showing respect.
By law, all places of entertainment are closed on the eve of Yom HaZikaron, and broadcasting and educational bodies note the solemnity of the day. Regular television programs cease for the day, and the names and ranks of every soldier who died for Israel are displayed in a 24-hour television broadcast.
A two-minute siren is sounded at 11:00 the following morning, which marks the opening of the official memorial ceremonies and private remembrance gatherings at each cemetery where soldiers are buried.
Many Israelis visit the resting places of loved ones throughout the day.
Memorial candles are lit in homes, army camps, schools, synagogues, and public places, and flags are lowered to half staff. Throughout the day, serving and retired military personnel serve as honor guards at war memorials throughout the country, and the families of the fallen participate in memorial ceremonies at military cemeteries.
Channel 33 has screened the names of all civilians killed in pogroms since 1851, and all fallen from 1860 (considered the date of the beginning of the Yishuv by the Israeli Ministry of Defense), in chronological order (rank, name, Hebrew date deceased and secular date) over the course of the day.
World risks permanent surveillance with coronavirus controls
More than 100 civil society groups urged governments Thursday not to use the global coronavirus pandemic as cover for future pervasive electronic snooping but instead make sure data is erased once the health crisis is over.
Hasty initiatives to access mobile phones to trace population interactions and especially infected persons "threatens privacy, freedom of expression and freedom of association," warned Privacy International and Human Rights Watch (HRW).
"Dictatorships and authoritarian societies often start in the face of a threat," UN Special Rapporteur Joseph Cannataci said. "That is why it is important to be vigilant today and not give away all our freedoms."
https://www.dw.com/en/world-risks-permanent-surveillance-with-coronavirus-controls/a-53000886?maca=en-newsletter_en_bulletin-2097-xml-newsletter
#surveillance #HumanRights #privacy #1984 #Orwell #PoliceState #phones #mobilephones #COVID19 #coronavirus #pandemic #police #government #wealthy #freedom #LostDemocracy
I was going to post this with 'It was ten years ago today...' but I see I've already missed that anniversary:
Eben Moglen – ''
.
.
This is the talk at New York University on 5 February 2010 that inspired four students to spend their summer creating a distributed, privacy-focused social network. The Kickstarter campaign was created on 23 April, and the first diaspora\* pod was launched on 23 November. And now, ten years later, here we are.
#socialnetwork #diaspora #freedom #software #freesoftware #privacy #cloud
Miroir de mars (brut) / March Mirror (uncut)
Ultime vision
Reflet d'un printemps précoce
Jardin défendu
*Ultimate vision
Reflection of early spring
Forbidden garden*
#photo #photographie #photography #maphoto #myphoto #mywork #CC #BY-NC-ND 4.0
#pano #nature #parc #park #étang #pond #liberté #freedom
#haiku #HaikuDominical #HaikuSunday
Looking for truth, which is in all things, without identity, shape or words.
Don't be and don't look for it, and you will find it everywhere.D->
- Understanding -
Enamel on canvas
10x70x4cm
2016
http://www.davidecanepa.com
#art #freedom #abstract #arte #creative #gallery #photo #streetart #urban #philosophy #society #modernart #wakeup #unity #artstudio #spiritual #universal #love #canvas #timeless #now #beautiful #consciousness #nature #wisdom #inspiration #truth #style #soul #meditationDavide Canepa - Energetic Abstract Art for the New Era
Official page of the contemporary artist Davide Canepa. Discover the timeless paintings appreciated by collectors worldwide. Energetic abstract artworks created for the modern society. Original unique art, philosophy and free expression materialized in colorful handmade canvases.www.davidecanepa.com
Coming soon: A new site for fully free #collaboration
source: https://www.fsf.org/blogs/sysadmin/coming-soon-a-new-site-for-fully-free-collaborationAs we said in an end-of-year post highlighting our work supporting free software #development and #infrastructure, the Free Software Foundation (FSF) is planning to launch a public code hosting and collaboration #platform ("forge"), to launch in 2020.#software #freedom #fsf #news #coder #developerComing soon: A new site for fully free collaboration — Free Software Foundation — working together for free software
Coming soon: A new site for fully free collaboration — Free Software Foundation — working together for free softwarewww.fsf.org
As we said in an end-of-year post highlighting our work supporting free software #development and #infrastructure, the Free Software Foundation (FSF) is planning to launch a public code hosting and collaboration #platform ("forge"), to launch in 2020.#software #freedom #fsf #news #coder #developer
Coming soon: A new site for fully free collaboration — Free Software Foundation — working together for free softwarewww.fsf.org
:: 42-095 [Comm]Libertas aut Mors ::
PayPal commission for @Astheroth 🇨🇱🐍
Full-body semi-chibi, done using black felt-tip pen and graphite.
Originally from my dA [here].
--
#commission #freedom #art #mywork #illustration #deviantart #chibi #anime
Illustration and character(s) by Early Onion (that's me). If sharing/reposting, please credit me and link back to this or my dA page/post. Please do not copy, trace, claim, steal, edit, and/or commercialise my work and/or characters in any way without my permission. Thank you.
:: 42-095 [Comm]Libertas aut Mors ::
PayPal commission for @Astheroth 🇨🇱🐍
Full-body semi-chibi, done using black felt-tip pen and graphite.
Originally from my dA [here].
--
#commission #freedom #art #mywork #illustration #deviantart #chibi #anime
Illustration and character(s) by Early Onion (that's me). If sharing/reposting, please credit me and link back to this or my dA page/post. Please do not copy, trace, claim, steal, edit, and/or commercialise my work and/or characters in any way without my permission. Thank you.
DDGR - DuckDuck + GNU/Linux Console
I like this project!
FeaturesFor the best usability, you can create a very simple alias for .bashrc. For example:
- Fast and clean; custom color
- Designed for maximum readability at minimum space
- Instant answers (supported by DDG html version)
- Custom number of results per page
- Navigation, browser integration
- Search and option completion scripts (Bash, Fish, Zsh)
- DuckDuckGo Bangs (along with completion)
- Open the first result in browser (I'm Feeling Ducky)
- REPL for continuous searches
- Keywords (e.g. filetype:mime, site:somesite.com)
- Limit search by time, specify region, disable safe search
- HTTPS proxy support
- Disable User Agent
- Do Not Track set by default
- Supports custom url handler script or cmdline utility
- Privacy-aware (no unconfirmed user data collection)
- Thoroughly documented, man page with examples
- Minimal dependencies
alias duck='ddgr --num=20 --expand --reg=il-he --nocolor --noua --proxy=localhost:8118'By default, my real user agent is: ddgr/1.6 (textmode; Linux x86_64; 1024x768), but with --noua option ddgr generates (on-the-fly) different fake UA:
- num = number of results fetched per page
- reg = home region
- noua = no user-agent
- proxy = (host:port - Privoxy and Onion, etc.)
Mozilla/5.0 (Windows NT 6.1; WOW64; rv:39.0) Gecko/20100101 Firefox/39.0
Mozilla/5.0 (Windows NT 10.0; WOW64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/53.0.2785.104 Safari/537.36 Core/1.53.2372.400 QQBrowser/9.5.11096.400
Mozilla/5.0 (Windows NT 6.3; Win64; x64) AppleWebKit/537.36 (KHTML, like Gecko) Chrome/38.0.2125.104 Safari/537.36
Mozilla/5.0 (Windows; U; MSIE 9.0; Windows NT 9.0; en-US)
Some interesting options:positional arguments: KEYWORD search keywords optional arguments: -n N, --num N show N (0<=N<=25) results per page (default 10); N=0 shows actual number of results fetched per page -r REG, --reg REG region-specific search e.g. 'us-en' for US (default); -t SPAN, --time SPAN time limit search [d (1 day), w (1 wk), m (1 month)] -w SITE, --site SITE search sites using DuckDuckGo -x, --expand Show complete url in search results -p URI, --proxy URI tunnel traffic through an HTTPS proxy; URI format: [http[s]://][user:pwd@]host[:port] --unsafe disable safe search --noua disable user agent omniprompt keys: n, p, f fetch the next, prev or first set of search results index open the result corresponding to index in browser c index copy url to clipboard q, ^D, double Enter exit ddgr ? show omniprompt help \* other inputs are considered as new search keywords
MORE: https://github.com/jarun/ddgr
#privacy #security #freedom #GNU #Linux #console #terminal #bash #Duckduckgo #search #man #manual #proxy #user-agent #browser
alias duck='ddgr --num=20 --expand --reg=il-he --nocolor --noua --proxy=localhost:8118'positional arguments:
KEYWORD search keywords
optional arguments:
-n N, --num N show N (0<=N<=25) results per page (default 10); N=0
shows actual number of results fetched per page
-r REG, --reg REG region-specific search e.g. 'us-en' for US (default);
-t SPAN, --time SPAN time limit search [d (1 day), w (1 wk), m (1 month)]
-w SITE, --site SITE search sites using DuckDuckGo
-x, --expand Show complete url in search results
-p URI, --proxy URI tunnel traffic through an HTTPS proxy; URI format:
[http[s]://][user:pwd@]host[:port]
--unsafe disable safe search
--noua disable user agent
omniprompt keys:
n, p, f fetch the next, prev or first set of search results
index open the result corresponding to index in browser
c index copy url to clipboard
q, ^D, double Enter exit ddgr
? show omniprompt help
\* other inputs are considered as new search keywords