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LA Design Challenge invokes biology for 2025 concepts [w/poll]

Participants in the annual LA Design Challenge always manage to come up with edgy, wacky designs for future vehicles, but with a theme of "Biomimicry and Mobility: 2025" this year's crop of cars might be the quirkiest we've ever seen. As usual, automotive designers from around the world participated in this year's competition, and all the designs will all be unveiled next week during the LA Auto Show with a winner being announced on November 21.
Chinese automakers made a strong showing with Qoros, SAIC Motor, JAC Motors (the company responsible for the Ford F-150 clone) and Changfeng all bringing interesting takes on the biology, human intelligence and sustainability theme. One of the more innovative ideas among these automakers is the Qoros Silk Road System allows autonomous vehicles to drive in packs similar to how ants travel. Speaking of ants, the SAIC Motor Mobiliant (shown above) gets its design from the shape of an ant's body, and, like the insect, it can climb building acting as a personal elevator as well. The JAC Motors design also merges vehicle and building design, while the Changfeng LaBrea inspired by the design of muscle fibers.
Other entrants include Subaru and US-based design teams for BMW, Toyota and Mazda. BMW's duo of concepts mimic plant and animal life. The LA Subways concept acts as a submersible, single-person vehicle to take advantage of the LA river, with a shape similar to an Ocean Sunfish. The Sustainable Efficient Exploratory Device (SEED) imitates the shape of a seed pod, and uses propulsion methods inspired by a shark, dragonfly and a water bug. Mazda's Auto Adapt might be the most car-like concept of the bunch, while the Subaru Suba-Roo and the Calty-designed, Toyota e-grus are the most mind-blowingly awesome.

BMW i3 EV continues to shed camouflage

As BMW gets closer to introducing the production version of its plug-in i3, we keep seeing the hatchback being tested with lessening degrees of design-obscuring camouflage. Last we heard, BMW is expecting to have the i3 ready by the end of this year, and the swirly, blue camo does little to hide its basic design in these latest spy shots.
We get our first clear look at almost everything above the wavy beltline including the silver roof edges and matching mirror caps, and it can't hide the dip in the beltline behind the B-pillar - matching what we've already seen on the i3 Coupe Concept unveiled at the LA Auto Show last year. Another change we notice is the lower portion of camo removed from the front fascia allowing us to see the air opening and the black, vertical inserts leading up to the fog light bezels. Judging by the "Hybrid Test Vehicle" stickers on the side of this prototype, we can only assume that this is the optional range-extended model.

BMW slapped with discrimination suit by EEOC

According to a report from CNNMoney, BMW has been hit with a lawsuit from the US Equal Employment Opportunity Commission after revised criminal background check policies resulted in the dismissal of 88 contractors, 70 of whom (that's about 80 percent) were black. A total of 645 contractors were required to submit to background checks at BMW's facility in Spartanburg, South Carolina after BMW switched contract companies at its plant.
Though the 88 persons who were not rehired by the new contractor all had criminal records, that may not necessarily be a legal way to screen applicants, as the EEOC counters: "BMW's policy has no time limit with regard to convictions. The policy is a blanket exclusion without any individualized assessment of the nature and gravity of the crimes, the ages of the convictions, or the nature of the claimants' respective positions."
BMW's actions were in violation of the Civic Rights Act of 1964, according to the EEOC, because they utilized "a criminal conviction policy that disproportionately screened out African-Americans." A recent bulletin offering guidance from the EEOC on the Civil Rights Act can be found here, but the EEOC's stance on the issue has been the same for years: "Since issuing its first written policy guidance in the 1980s regarding the use of arrest and conviction records in employment decisions, the EEOC has advised employers that under certain circumstances, their use of that information to deny employment opportunities could be at odds with Title VII."