AWS, DISH partner to reinvent 5G in telecom industry first
In this collaboration, DISH will construct its 5G network on AWS cloud, marking the first time a 5G network will be run in the cloud, with both companies transforming how organisations and customers, including AWS and Amazon, order and consum 5G services or create their own private 5G networks.
This will mean the first-ever deployment of a standalone, cloud-based 5G Open Radio Access Network (O-RAN) in the US, with Las Vegas the first city in the nationwide network deployment later this year.
“DISH’s cloud-native and truly virtualised 5G network is a clear example of how AWS customers can use our proven infrastructure and unparalleled portfolio of services to reinvent industries,” says Andy Jassy, CEO of AWS. “This collaboration means DISH and its customers can bring new consumer- and enterprise-centric services to the market as quickly as they’re created to deliver on the promise of 5G.”
So, how exactly will it work?
DISH will connect all of its hardware and network management resources through the world’s leading cloud to enable secure, rapid scaling and innovation in addition to on-demand responsiveness to customers’ wireless needs. As DISH deploys its network, it will partner exclusively with vendors offering cloud-native technology, bringing them together on AWA to provide DISH customers greater flexibility and control of their 5G-enabled solutions.
DISH will leverage AWS infrastructure and services to deploy what will be the first-ever standalone, cloud-based 5G network that incorporates O-RAN (the antennas and base stations that linke phones and other wireless devices to the network) and the 5G Core (the logial architecture that directs trafflic flow within the network).
Opening the door to new technologies
By building its network on AWS, DISH is simplifying the process for developers to create innovative, new 5G applications industry-wide by leveraging standardised APIs to engage with data on equipment location. Developers can then leverage AE services and partner capabilities in machine learning, analytics, security etc. in order to create responsive solutions that use that data.
“Together, we’re opening the door to new technologies that will transform factories, workplaces, entertainment, and transportation in ways people have only dreamed,” adds Jassy.
5G wireless is rapidly emerging as an enabling technology for industry use cases such as smart factorise, personalised healthcare, self-driving vehicles and immersive gaming that requires extreme low latency. DISH will use its 5G network to connect mobile and IoT devices like smartphones, robots, factory equipment, wearables, and other physical sensors to AWS to offload compute, analytics, machine learning, and related nteworks, enabling systems to act on device data in real time.
Through this collaboration, says Charlie Ergen, DISH co-founder and chairman, DISH will harness the power of 5G connectivity and the cloud, “enabling customers to take full advantage of the potential of 55” and will revolutionise wireless connectivity by “giving customers the ability to customise and scale their network experience on demand”.
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.