May 19, 2020

DataBank Announces New CEO & Executive Appointments

Cloud
Data Centers
colocation
Romily Broad
2 min
DataBank Announces New CEO & Executive Appointments

DataBank, a leading provider of business solutions for data center, cloud, interconnectivity, and managed services, announced today that Raul Martynek has been named Chief Executive Officer, replacing Tim Moore, who will be retiring from the Company at the end of the month.

Martynek, a seasoned telco and data center executive, will move from his senior post in parent company Digital Bridge's Data Center team. Moore will continue as an advisor until the end of the year.

The company also announced that CFO Kevin Ooley has been promoted to President and CFO.

“I really felt this was the right time for me to make this transition and, when I approached the board with my decision, I was asked to create the plan for succession,” said Moore. “I could not be happier about leaving the company in such good hands. I am very proud of what we have accomplished and I couldn’t be more excited to watch the business continue to grow under the leadership of Raul and Kevin.”

Martynek can boast an extensive track record managing and growing telecommunications and internet infrastructure companies over the last 20 years. He was most recently CEO of Net Access, a New-York-metro based colocation and managed services company, acquired by Cologix. Prior to that, he was CEO of three other telecommunications infrastructure companies, including Voxel dot Net, Smart Telecom Co., and Infohighway Communications, as well as the COO at Eureka Networks.

Martynek said: “I am thrilled to have the opportunity to join such a great team. DataBank has built a tremendous platform with a strong presence in all their markets and deep customer relationships. I’m excited to leverage my past experiences to continue to grow the company and expand our services portfolio in response to our customers’ needs.

"DataBank will continue to undertake new developments, pursue tuck-in acquisitions as well as evaluate strategic transformational transactions consistent with our strategy. I am especially pleased that Kevin will be taking on additional executive responsibilities as President and I expect him to have a tremendous impact on the business.” 

DataBank chairman Mike Faust commented: “Raul has a proven track record of success in our industry and that gives me great confidence that the company will continue to flourish. I look forward to working with Raul, Kevin and the rest of the executive team in building the leading data center and managed services provider in our sector.”

Digital Bridge CEO Marc Ganzi added: “Raul has been a close and trusted advisor for quite some time and he is the perfect choice to lead DataBank. Under Tim’s guidance DataBank has enjoyed wonderful success, and I am confident Raul’s skills and prior experiences will continue to drive DataBank’s continued expansion."

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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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