May 19, 2020

Blackberry, Microsoft partner up to launch Microsoft cloud security solutions

Microsoft
blackberry
Cybersecurity
software solutions
zaymalz malz
2 min
Blackberry, Microsoft partner up to launch Microsoft cloud security solutions

Ontario-based Blackberry has announced the launch of a new enterprise mobility and security solution named Blackberry Enterprise BRIDGE in collaboration with Microsoft.

The solution aims to provide a secure way of the companies’ joint customers that include some of the world’s largest influencers within the financial, healthcare, law and government spheres to use Microsoft mobile apps within Blackberry Dynamics, effectively bridging the two platforms.

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“Along with a number of our peers in the Financial Services industry, we see strategic partnerships like this one as key to enhancing and bringing new products to market,” said George Sherman, Managing Director, CIO Global Technology Infrastructure, JPMorgan Chase.

“This partnership will help create a more seamless mobile experience for end-users, which is a top priority for us at JPMorgan Chase.”

This will enhance the security of commonly used Microsoft applications such as Microsoft Word or Microsoft Excel, such as having the ability to more readily dictate who has access to certain documents, under what circumstances, and for what time period.

“BlackBerry has always led the market with new and innovative ways to protect corporate data on mobile devices,” said Carl Wiese, President of Global Sales at BlackBerry.

“We saw a need for a hyper-secure way for our joint customers to use native Office 365 mobile apps. BlackBerry Enterprise BRIDGE addresses this need and is a great example of how BlackBerry and Microsoft continue to securely enable workforces to be highly productive in today’s connected world.”

Further, the Blackberry Secure platform has been integrated with Microsoft’s own Azure cloud platform, with applications such as Blackberry UEM Cloud, Blackberry Workspaces and Blackberry Dynamics all now being available on Azure.

“Our customers choose Microsoft 365 for productivity and collaboration tools that deliver continuous innovation, and do so securely,” said Judson Althoff, Executive Vice president of Worldwide Commercial Business at Microsoft.

“Together with BlackBerry, we will take this to the next level and provide enterprises with a new standard for secure productivity.”

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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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