comScore Reveals Canadians Leading in Internet Usage
comScore released Friday its 2012 Canada Digital Future in Focus Report. Examining Internet trends in categories such as web usage and demographics, social media, online video, digital advertising, mobile and search, comScore founds some interesting facts about how Canadians use the Internet.
“The digital media industry in Canada is evolving in extraordinary ways, largely driven by today’s multi-platform consumer engaging with content across a variety of media,” said Bryan Segal, vice president, comScore Canada. “2012 is poised to be a defining year for digital as consumers grow their engagement with social, video, mobile and other emerging media. As Canadian businesses shift more of their ad dollars and investments online, it is more important than ever to understand the key trends being seen across platforms to devise effective marketing strategies and deliver digital ROI.”
comScore found that Canada is still leading the world in online engagement. Visitors in Canada spend an average 45 hours per month online, which shows that advertisers and digital marketers have a good opportunity to reach their target markets.
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In social media, Facebook is nearing its visitor saturation but other social networks still have room for growth. Twitter, LinkedIn, and Tumblr in Canada are seeing an upward trend. For social media engagement, Facebook is still leading the usage trend with an increase in time on site and page views.
Online videos in Canada are also becoming increasingly more popular. Canadians video views has grown 58 per cent with YouTube leading the pack hosting 1 out of every 2 videos viewed in Canada.
On the display advertising front, advertising in general is becoming more social. Utilizing prime locations on social media sites to attract traffic, or ads that feature a brand’s Facebook page and attract more click through, social media is leading digital advertising in Canada.
Finally, smartphone penetration has reached 45 per cent with daily mobile content usage growing upwards of 50 per cent in certain key content categories.
See the full report here:www.comscore.com/2012CanadaDigitalFutureinFocus
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.