May 19, 2020

BlackBerry 10 in Hands of More Than 50 Carriers

RIM
Research In Motion
Thorsten Heins
BlackBerry 10
Bizclik Editor
2 min
BlackBerry 10 in Hands of More Than 50 Carriers

 

The highly anticipated BlackBerry 10 seems to be on track for its launch in the first quarter of 2013. RIM CEO Thorsten Heins announced today the BlackBerry Platform has achieved Lab Entry with more than 50 carriers.

“I’m very pleased to confirm that we have passed a critical milestone in the development of our brand new mobile computing platform, BlackBerry 10. In the last week, BlackBerry 10 achieved Lab Entry with more than 50 carriers – a key step in our preparedness for the launch of BlackBerry 10 in the first quarter of 2013. We made this commitment during our recent results conference call and we have delivered. This process will continue in the coming months as more carriers around the world formally evaluate the devices and our brand new software,” said Heins in an official statement.

Originally slated to be released in 2012, carrier partners are finally getting their hands on BlackBerry 10, the software update BlackBerry has been producing for over the last few years in an effort to compete with Apple and Android.

“I have spent the last several weeks on the road visiting with carrier partners around the world to show them the BlackBerry 10 platform and to share with them our plans for launch. Their response has been tremendous. They are excited about the prospect of launching BlackBerry 10 in their markets. Our respective teams are now engaged on the technical and commercial preparation of the launch of BlackBerry 10 and the lab entry is an important milestone in that context,” said Heins.

 

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Although the system is in carrier testing, work has not been completed on the operating system. BlackBerry developers are working to get as many applications as possible to BlackBerry’s latest OS to ensure customers are supported in their switch to the new OS.

“The hard work will not stop here as we build towards launch. Our developer teams are continuing to generate momentum to bring a wealth of applications to BlackBerry 10, our enterprise teams have started to present BlackBerry 10 devices and services to our business customers, and our engineers are fully mobilized to ensure that BlackBerry 10 launches flawlessly in the first quarter of 2013,” said Heins. 

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Jun 12, 2021

How changing your company's software code can prevent bias

Deltek
diversity
softwarecode
inclusivity
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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