Does your phone have the business features offered by Samsung's Galaxy S6?
Impressively made with glass and metal, Samsung has recently released the Galaxy S6. On April 10th, nearly every carrier in Canada received the new smartphone; there are a range of features that have the device standing out from other models and manufactures—take a look!
Sure, the new phone looks good, but what can it specifically offer you? First off, keeping with the theme of appearances, the Samsung S6 is made with metal and Gorilla Glass 4, meaning the phone gives off a more professional look—something appropriate for a CEO. Even more importantly, the phone’s size, construction and weight make it much easier to carry and transport. Therefore, whether you’re stepping into a meeting or traveling for business, finding a pocket for your cell shouldn’t be an issue. As well, the screen is very bright, meaning you can even easily view your phone under bright sunlight.
More importantly, the smartphone is fast. Specifically, the S6 uses faster UFS 2.0 memory for storage purposes. This feature makes it faster than MicroSD storage, allowing it to outperform the competition. The S6 also utilizes TouchWiz and doesn’t have as many preinstalled Samsung applications (i.e. you won’t apps on your phone that you don’t need, want or even use). McAfee powered anti-malware has also been built into the phone.
RECENT TOPIC: How CEOs can protect themselves from fraud
Do you currently use your phone’s camera to assist you with your day-to-day business tasks? The S6’s camera offers a 16 MP Sony Exmor RS sensor with an upgraded f/1.9 wider aperture lens, meaning the low-light performances from previous phones has been upgraded and improved. As well, you can manually control the focus of the camera; the feature is incredibly fast. The low-light performance also works quite well, whether you’re using your phone for business or pleasure.
Depending on your particular needs, you may discover that the Galaxy S6 from Samsung is right for you!
RECENT TOPIC: The MBA dilemma—business schools in Canada are suffering
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.