May 19, 2020

Barnes & Noble Unveils Nook Tablet, Slams Amazon Kindle

Bizclik Editor
2 min
Barnes & Noble Unveils Nook Tablet, Slams Amazon Kindle

Amazon might have been thinking it could coast into the holiday season with the market’s top tablet, but Barnes and Noble has stepped up to challenge Amazon’s Kindle Fire with its new Nook Tablet.

Much like other tablet computers, the 7-inch Nook Tablet features a touchscreen and access to a slew of Android apps through a customized Android OS, but it is slightly smaller (and less functional) than Apple’s iPad and costs about half as much.

With a retail price tag of $249, the Nook Tablet will cost $50 more than the Kindle Fire, but what exactly does that $50 difference get you?

The Nook Tablet’s specs crush its competition. It offers up to 11.5 hours of battery life and comes with a built-in microphone, MicroSD card slot, 16 gigabytes of built-in storage and 1 gigabyte of RAM so it is expected to process graphics faster and more smoothly and provide double the storage space for movies, music and books. Netflix, Hulu Plus and Pandora come preloaded on the Nook Tablet and unique bonding technology eliminates the gap between the glass and display to minimize glare.

“Judge for yourself, but we think content will look and render better on the Nook than on Kindle Fire,” Barnes and Noble CEO William Lynch said at the unveiling.

Although the Kindle Fire has a built-in storefront for buying movies and music and the Nook Tablet does not, Lynch says that Barnes and Noble is more focused on selling reading material.

“The Kindle Fire is a vending machine for Amazon services, they’ve said it themselves,” Lynch said. “In one word, we’re more open.”

One major advantage the Nook Tablet has over Amazon’s Kindle Fire is the accessibility of its brand. Nook Tablet owners will be able to access free wifi and free lifetime device support inside of most of Barnes and Nobles’ 705 North American stores. Amazon’s all-online business model can’t match that offering.

The Nook Tablet is available for pre-order now on the Barnes and Noble website and will ship by November 18.'s footage of the Nook Tablet unveiling:

Barnes and Noble's Nook Tablet promotional video:

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Jun 12, 2021

How changing your company's software code can prevent bias

Lisa Roberts, Senior Director ...
3 min
Removing biased terminology from software can help organisations create a more inclusive culture, argues Lisa Roberts, Senior Director of HR at Deltek

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. 


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