The Collaborative Power of the Ecosystem Delivering Success
As an industry leader with the purpose to create world-changing technology that enriches the lives of every person on earth, Intel has been and is at the forefront of technology growth and development, catering for all business solution needs.
Through a broad ecosystem, Intel is focused on delivering an end-to-end data portfolio that stretches from the edge to the cloud, powered by artificial intelligence all while being more secure. All of this is enabled and achieved through the strong collaboration of the ecosystem mentioned. An often overlooked though integral part of the ecosystem is the Service Integrators (SI), also known as Solution Integrators, like NTT Limited, who have a global alliance with Intel, where together they solve difficult challenges and deliver business outcomes.
The role of said Service / Solution Integrators is to influence IT decisions, recommend on the architectural designs and deployment across on-premise and cloud, and ultimately deliver complete end-to-end hardware and software solutions together with the broader ecosystem of OEM & ISV partners like SAP and Cisco.
With enterprises embracing artificial intelligence (AI), machine learning (ML), and big data analytics, the solutions are required to access and handle large data sets faster, which can be addressed by Intel® Optane™ Persistent Memory (PMem) which removes I/O bottlenecks to maximize CPU utilization.
Intel & SAP have collaborated to bring Intel® Optane™ Persistent Memory support to SAP HANA and Intel and the OEMs, like Cisco, have collaborated on system designs that support Intel® Optane™ Persistent Memory modules allowing for a variety of configurations to suit all customer needs.
Intel and NTT Limited have collaborated for a number of years, designing solutions that meet customer needs in industries such as enterprise, manufacturing, agriculture, automotive, financial, and more all around the world, with great success being realized when forces are combined with the greater ecosystem.
It is through insights gained while working through these relationships that Intel is able to create technologies like Intel® Software Guard Extensions (SGX). SGX enhances the last part of the data journey by securing data-in-use, enabling for example AI workloads to be performed on otherwise untapped data sources. In fact, 2nd Gen Intel® Xeon® Scalable Processors are the only mainstream data center CPU with built-in AI acceleration enabling organizations to deploy highly performant applications without using complex and expensive new hardware.
By collaborating with Intel, along with Service / System Integrators like NTT Limited and the technology ecosystem clients can feel comfortable in the knowledge that their business challenges can be addressed, delivering the best possible outcomes.
Intel technologies may require enabled hardware, software or service activation. No product or component can be absolutely secure. Your costs and results may vary. © Intel Corporation. Intel, the Intel logo, and other Intel marks are trademarks of Intel Corporation or its subsidiaries. Other names and brands may be claimed as the property of others.
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.