May 19, 2020

CakeDeals: Leveling the Playing Field for Daily Deals

Groupon
daily deals
livingsocial
CakeDeals
Bizclik Editor
2 min
CakeDeals: Leveling the Playing Field for Daily Deals

 

CakeDeals, a website based in Vancouver, BC, is innovating the way Internet enthusiasts grab the best coupons and discounts.

Starting in September 2010, CakeDeals aggregates all deals offered by daily deal sites in one location for customers. The company brings users real time information from all deal sites that they love. What’s more,  their service cleans up cluttered email boxes without letting discount-savvy consumers miss out.

How many daily deal sites are there out there anyways? As an example, Vancouver has 40 businesses alone that offer special “group” or “daily” deals. Most businesses under this popular business model are based off of Chicago-based Groupon, a successful startup centred on giving its users the best deals.

Fortunately, CakeDeals understands the need for a one-stop-shop for deals and discounts. Instead of perusing potentially 40 websites, or reading through 40 emails daily, customers of CakeDeals can now keep track of everything even easier with the company’s brand new iPhone application.

Another benefit to CakeDeals’ offering is for the daily deal businesses. When competing with big names such as Groupon and LivingSocial, smaller companies get left in the dust. Having all deals in one place levels the playing field completely, allowing for smaller companies to get their deals better traffic and make it easier for them to compete with the more popular companies.

"New deal sites approach us every day. They work hard to negotiate great group deals for customers. Many of them are trying to shake off the stereotype of just being labeled as a 'Groupon Clone,’” said Sam Lin, COO and Accounts Director of CakeDeals.

Offering all daily deals for cities such as Brampton, Vancouver, London, Toronto, Victoria and more, consumers are getting the best deal out there. Currently, CakeDeals offers deal lists for 15 cities in Canada, 11 in the US and one in China. With a view optimized for mobile phones, users can get their daily deal almost anywhere. CakeDeals’ new offer of a free iPhone app via the Apple iTunes store puts the icing on top of the… well…. cake!

"We're trying to provide as many channels and methods as possible for end-users to view and track these coupons. We want to save people time,” said Simon Wong, CEO of CakeDeals.

But be warned, CakeDeals’ website mentions that the thrill of saving can definitely be  addictive. For some, a long list of fantastic coupons may be too much to handle.

Either way, this Canadian startup is seriously changing the way people get their deals and discounts for the better.

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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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