Are there ethical lapses in the Times' story on William's "Indian ancestry"?

Turning a front page story into an advert for Times+ is concerning.

Prince William's great-great-great-great-great-grandmother was half Indian, according to the Times' front page today:

It has long been known that Eliza Kewark lived in western India but she is usually described as Armenian. However, analysis of DNA passed down the female line confirms that she was at least half-Indian…

Jim Wilson, a genetics expert at the University of Edinburgh and BritainsDNA, who carried out the tests, said that Eliza’s descendants had an incredibly rare type of mitochondrial DNA (mtDNA), inherited only from a mother. It has so far been recorded in only 14 other people, 13 Indian and one Nepalese. This DNA will have been inherited by the Duke and Prince Harry but will not be passed on to their children, although it is likely that their descendants will have some of Eliza’s Asian genetic material.

The splash is actually vaguely mis-sold. Although Eliza Kewark was indeed thought of as Armenian, it's not particularly surprising that she would have had Indian ancestors; the Armenian diaspora had been in India for centuries at the time of her birth, and even the most insular communities tend to experience genetic mixing over in that timescale.

Instead, it's interesting that a specific type of mitochondrial DNA, only found in Asian people, has passed all the way down through the maternal line to Harry and William. In a far more concrete way than normal, we can say that they have "Indian DNA"; though in practical terms that is largely meaningless.

But there are two troubling sides to the splash.

The first is the Times' motivation in running it. In the middle of the double page spread which carries the story, readers are exhorted to "Discover your ancient history". The boxout is an advert for BritainsDNA, the source of the story, promoting the company's "cutting-edge technology" which can "help to answer a fundamental question—where do you come from?" Times+ members – people who subscribe to the paper or its website – are offered a free upgrade package if they order a DNA test.

Did the Times decide to run the story on the front page, and then negotiate a deal for their readers? Or were they offered the story on the condition that they ran a readership offer? The firewall between editorial and advertising is typically stronger than this, and when it breaks down, bad judgement can follow.

But that is a one-off concern. There is a wider issue at stake here, which is that the story reveals information about the genetic make-up of someone who has not consented to any DNA tests. Thanks to the fact that mtDNA is exclusively inherited along the maternal line, the company could test two other people with the same maternal heritage as William and Harry, and then run the story on them instead.

Thankfully, this story is relatively trivial. But it feels like spying nonetheless. There's an obvious reason why the Times didn't run the story with Robin Dewhurst and Sarah Drury, the two distant cousins of the princes who provided the actual DNA, on the front page. But our DNA is the most basic data we have. No-one should have to find out what it contains by looking at the front-page of a newspaper.

The Times' story on their website. Photograph: The Times

Alex Hern is a technology reporter for the Guardian. He was formerly staff writer at the New Statesman. You should follow Alex on Twitter.

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There's nothing Luddite about banning zero-hours contracts

The TUC general secretary responds to the Taylor Review. 

Unions have been criticised over the past week for our lukewarm response to the Taylor Review. According to the report’s author we were wrong to expect “quick fixes”, when “gradual change” is the order of the day. “Why aren’t you celebrating the new ‘flexibility’ the gig economy has unleashed?” others have complained.

Our response to these arguments is clear. Unions are not Luddites, and we recognise that the world of work is changing. But to understand these changes, we need to recognise that we’ve seen shifts in the balance of power in the workplace that go well beyond the replacement of a paper schedule with an app.

Years of attacks on trade unions have reduced workers’ bargaining power. This is key to understanding today’s world of work. Economic theory says that the near full employment rates should enable workers to ask for higher pay – but we’re still in the middle of the longest pay squeeze for 150 years.

And while fears of mass unemployment didn’t materialise after the economic crisis, we saw working people increasingly forced to accept jobs with less security, be it zero-hours contracts, agency work, or low-paid self-employment.

The key test for us is not whether new laws respond to new technology. It’s whether they harness it to make the world of work better, and give working people the confidence they need to negotiate better rights.

Don’t get me wrong. Matthew Taylor’s review is not without merit. We support his call for the abolishment of the Swedish Derogation – a loophole that has allowed employers to get away with paying agency workers less, even when they are doing the same job as their permanent colleagues.

Guaranteeing all workers the right to sick pay would make a real difference, as would asking employers to pay a higher rate for non-contracted hours. Payment for when shifts are cancelled at the last minute, as is now increasingly the case in the United States, was a key ask in our submission to the review.

But where the report falls short is not taking power seriously. 

The proposed new "dependent contractor status" carries real risks of downgrading people’s ability to receive a fair day’s pay for a fair day’s work. Here new technology isn’t creating new risks – it’s exacerbating old ones that we have fought to eradicate.

It’s no surprise that we are nervous about the return of "piece rates" or payment for tasks completed, rather than hours worked. Our experience of these has been in sectors like contract cleaning and hotels, where they’re used to set unreasonable targets, and drive down pay. Forgive us for being sceptical about Uber’s record of following the letter of the law.

Taylor’s proposals on zero-hours contracts also miss the point. Those on zero hours contracts – working in low paid sectors like hospitality, caring, and retail - are dependent on their boss for the hours they need to pay their bills. A "right to request" guaranteed hours from an exploitative boss is no right at all for many workers. Those in insecure jobs are in constant fear of having their hours cut if they speak up at work. Will the "right to request" really change this?

Tilting the balance of power back towards workers is what the trade union movement exists for. But it’s also vital to delivering the better productivity and growth Britain so sorely needs.

There is plenty of evidence from across the UK and the wider world that workplaces with good terms and conditions, pay and worker voice are more productive. That’s why the OECD (hardly a left-wing mouth piece) has called for a new debate about how collective bargaining can deliver more equality, more inclusion and better jobs all round.

We know as a union movement that we have to up our game. And part of that thinking must include how trade unions can take advantage of new technologies to organise workers.

We are ready for this challenge. Our role isn’t to stop changes in technology. It’s to make sure technology is used to make working people’s lives better, and to make sure any gains are fairly shared.

Frances O'Grady is the General Secretary of the TUC.