Apple Introduces the iPhone 5
In a global press conference this morning, Apple introduced its latest product to the mobile phone market, the iPhone 5.
"Today, we're taking it to the next level, making a huge leap. We have some very exciting news to tell you about iPhone,” said Tim Cook. "We're here to talk about the iPhone. We launched the first iPhone in 2007, and what an incredible breakthrough it was for the entire industry. Each and every year we introduce new versions with new features. Each time setting the gold standard."
Showcasing the new iPhone 5 and its upgrades, immediate differences noted that it is made entirely of glass and aluminum offering the thinnest and lightest iPhone yet.
"It is an absolute jewel. It is the most beautiful product we have ever made, bar none," said Cook.
The new Apple iPhone 5 is 20 percent lighter than the iPhone 4S weighing just 112 grams and is 18 percent thinner at 7.6mm.
"I don't think it's an exaggeration to say that the hardware and software engineering that has gone into this product is unlike anything we've ever undertaken before,” said Phil Schiller.
Utilizing a 326ppi Retina display, the iPhone 5 features a four inch screen with 1136 x 640 resolution. The new size offers better viewing space with more seen than ever before, specifically five rows of icons on the home screen.
"We couldn't be prouder of it,” said Schiller.
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The iPhone 5 also features “Ultrafast Wireless” which includes a connection to 4G LTE which will be available in the US through Sprint, AT&T and Verizon Featuring an 802.11a/b/g/n the iPhone 5 is dual-channel offering up to 150Mbps.
"We've updated every aspect of iPhone 5. Everything has been enhanced,” said Schiller.
The battery life of the iPhone 5 reaches eight hours on 3G or LTE talk time browsing, with up to 10 hours on just WiFi. "What [our team] has done is not only match but exceed the battery life of the iPhone 4S,” said Schiller.
"If you know anything about camera design the biggest challenge is vertical height."
Named iSight, the new camera features 8 megapixels with a 5 element lens and f/2.4 aperture. Evaluating nearby pixels to give up to two f-stops, the camera offers a dynamic low light mode for greater low light performance. The front facing camera was upgraded as well, reaching 720p.
"While the camera is amazing for taking pictures, it's also a lot better for video as well."
Now offering 1080p HD, video capture features improved video stabilization and face detection. Other exciting features include taking photos while recording. Even further, Facetime is now available over cell networks, without the need for WiFi.
Prices are as follows: $199 for 16GB. $299 for 32GB, $399 for 64GB.
How changing your company's software code can prevent bias
Two-third of tech professionals believe organizations aren’t doing enough to address racial inequality. After all, many companies will just hire a DEI consultant, have a few training sessions and call it a day.
Wanting to take a unique yet impactful approach to DEI, Deltek, the leading global provider of software and solutions for project-based businesses, took a look at and removed all exclusive terminology in their software code. By removing terms such as ‘master’ and ‘blacklist’ from company coding, Deltek is working to ensure that diversity and inclusion are woven into every aspect of their organization.
Business Chief North America talks to Lisa Roberts, Senior Director of HR and Leader of Diversity & Inclusion at Deltek to find out more.
Why should businesses today care about removing company bias within their software code?
We know that words can have a profound impact on people and leave a lasting impression. Many of the words that have been used in a technology environment were created many years ago, and today those words can be harmful to our customers and employees. Businesses should use words that will leave a positive impact and help create a more inclusive culture in their organization
What impact can exclusive terms have on employees?
Exclusive terms can have a significant impact on employees. It starts with the words we use in our job postings to describe the responsibilities in the position and of course, we also see this in our software code and other areas of the business. Exclusive terminology can be hurtful, and even make employees feel unwelcome. That can impact a person’s desire to join the team, stay at a company, or ultimately decide to leave. All of these critical actions impact the bottom line to the organization.
Please explain how Deltek has removed bias terminology from its software code
Deltek’s engineering team has removed biased terminology from our products, as well as from our documentation. The terms we focused on first that were easy to identify include blacklist, whitelist, and master/slave relationships in data architecture. We have also made some progress in removing gendered language, such as changing he and she to they in some documentation, as well as heteronormative language. We see this most commonly in pick lists that ask to identify someone as your husband or wife. The work is not done, but we are proud of how far we’ve come with this exercise!
What steps is Deltek taking to ensure biased terminology doesn’t end up in its code in the future?
What we are doing at Deltek, and what other organizations can do, is to put accountability on employees to recognize when this is happening – if you see something, say something! We also listen to feedback our customers give us and have heard their feedback on this topic. Those are both very reactive things of course, but we are also proactive. We have created guidance that identifies words that are more inclusive and also just good practice for communicating in a way that includes and respects others.
What advice would you give to other HR leaders who are looking to enhance DEI efforts within company technology?
My simple advice is to start with what makes sense to your organization and culture. Doing nothing is worse than doing something. And one of the best places to start is by acknowledging this is not just an HR initiative. Every employee owns the success of D&I efforts, and employees want to help the organization be better. For example, removing bias terminology was an action initiated by our Engineering and Product Strategy teams at Deltek, not HR. You can solicit the voices of employees by asking for feedback in engagement surveys, focus groups, and town halls. We hear great recommendations from employees and take those opportunities to improve.